Recruiting Coordinator (Contract)

We’re a lab that builds AI-native startups alongside some of the world’s largest enterprises. We’re looking for a sharp, highly organized Recruiting Coordinator, on a contract basis, to keep our recruiting engine running across several portfolio companies at once. You’ll support a small, fast-moving recruiting team hiring founding engineers, product leaders, data scientists, and executives. Most of these hires are the first person in the door at their company.
This role suits someone who loves the logistics behind a great hire, can handle a high volume of moving parts without dropping anything, and wants to work in an environment where AI tools are part of how the work gets done every day.
Note: This is a contract role.
In This Role, You Will:

• Own interview scheduling end to end across multiple companies, hiring managers, and time zones, including panels, onsites, and executive conversations.
• Be the main point of contact for candidates on logistics, giving them a fast, warm, and professional experience from first interview to offer.
• Keep the ATS accurate and up to date: move candidates through stages, track feedback, and chase down overdue scorecards.
• Prepare interview packets, agendas, and debrief materials for hiring teams.
• Coordinate offer logistics, background checks, and pre-start handoffs.
• Pull pipeline reports and activity data for recruiters and leadership.
• Find ways to automate and streamline coordination work, and improve our processes as we scale.

What You Bring:

• 2+ years of recruiting coordination experience, ideally at a startup, venture studio, RPO, or agency supporting multiple clients or business units.
• Experience with a modern ATS such as Gem, Greenhouse, Ashby, or Lever, plus Google Workspace.
• Comfort using AI tools to work faster, or a real interest in learning them.
• Strong attention to detail and the ability to manage many priorities without letting anything slip.
• Clear, responsive communication with candidates and senior stakeholders, including CEOs and CTOs.
• Ownership mentality: you notice what’s falling through the cracks and fix it before anyone asks.
• Discretion with confidential candidate and company information.