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Recruiting Coordinator

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<p><strong>Overview </strong><br>Waylin is a full-service Office of the CFO advisory firm built exclusively for private equity portfolio companies. We deploy cross-functional finance and data professionals directly inside portfolio companies - building FP&A functions, architecting data infrastructure, deploying AI-powered workflows, and leading technical accounting engagements that create measurable enterprise value. From Day 1 post-acquisition through exit, we deliver the visibility and process PE ownership demands.</p><p><strong>The Role</strong> <br>The Recruiting Coordinator sits within the Talent Acquisition team and supports hiring across the firm. The goal of the talent acquisition team is to ensure candidates have a great experience, hiring managers stay organized, and offers go out the door cleanly.</p><p><strong>What You'll Own</strong><strong><br> Sourcing & LinkedIn Outreach<br></strong>› Run proactive sourcing on LinkedIn Recruiter for active roles. <br>› Draft and send personalized outbound messages; manage follow-up cadences. <br>› Build and maintain talent pipelines for recurring roles across service lines.<strong><br>Interview Coordination</strong> <br>› Schedule interviews across time zones, balancing candidate and senior leader calendars. <br>› Manage the full lifecycle: confirmations, reschedules, links, prep materials, follow-ups. <br>› Serve as the primary point of contact for candidates throughout the process.<strong><br>ATS & Pipeline </strong><br>› Maintain candidate data and stages in the ATS; keep the system clean and accurate. <br>› Generate weekly recruiting reports — open roles, pipeline health, time-to-fill, funnel metrics. <br>› Audit and improve ATS workflows as we scale.<strong><br>Candidate Experience </strong><br>› Own the candidate experience from first outreach through offer and onboarding handoff. <br>› Send timely, thoughtful communications at every stage. <br>› Collect candidate feedback and surface trends to the TA team.<strong><br>Senior-Level Search Support </strong><br>› Provide white-glove coordination for partner-track and executive searches. <br>› Schedule across senior leadership calendars with discretion. <br>› Prepare interview materials, scorecards, and debrief sessions.<strong><br>Recruiting Operations </strong><br>› Manage job postings across LinkedIn, Indeed, niche boards, and the careers page. <br>› Coordinate with recruiting agencies and search partners on active mandates. <br>› Process referral submissions and support employer branding initiatives.</p><p><strong>Who You Are </strong><br>› 2–5 years in recruiting coordination, talent acquisition, HR ops, or executive support. <br>› Exceptional organizational skills; never drops a thread. <br>› Comfortable working with senior executives with confidence and discretion. <br>› Tech-fluent: ATS (Greenhouse, BreezyHR, etc.), LinkedIn Recruiter, Teams, PPT. <br>› High EQ; treats every candidate like the firm's reputation is on the line. <br>› Self-motivated and accountable in a remote-first setting. <br>› Bonus: recruiting experience in professional services, financial services, or PE-backed firms; exposure to executive search.</p>

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...