Recruitment ✦ Coordination ✦ Dedicated
Interview
coordinator
Interviews scheduled and confirmed, reschedules absorbed, candidates prepared and kept informed, and feedback chased from clients — the coordination that decides whether a candidate stays engaged.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
CandidatesKept informed
~2 wksBrief → first day
Candidates disengage in the silence between stages
A good candidate is in three processes. What decides which one they stay engaged with is rarely the role — it is which agency keeps them informed.
Yet the gaps in a recruitment process are almost always administrative: waiting for a client to confirm a time, waiting for feedback nobody chased, a reschedule that took two days to sort out. Meanwhile the candidate hears nothing and assumes the worst.
A dedicated coordinator closes those gaps. Times confirmed same day, feedback chased on a schedule, candidates updated whether or not there is news.
What they coordinate
- Interview scheduling — Times arranged between candidate and client, confirmed in writing to both, with calendar invitations and joining details issued.
- Confirmation and reminders — Every interview confirmed the day before with both parties — the cheapest way to cut no-shows on either side.
- Rescheduling — Changes absorbed and re-coordinated quickly rather than becoming a two-day email chain.
- Candidate preparation — Your preparation pack issued — role detail, format, who they are meeting, what to expect.
- Client feedback chasing — Feedback chased on a set cadence so candidates hear something within days, not weeks.
- Candidate updates — Scheduled updates whether or not there is news, which is what keeps a good candidate in your process.
- Outcome communication — Outcomes communicated to your script, with unsuccessful candidates handled properly and kept in the pool.
- Process reporting — Time between stages, no-show rates and where candidates drop out — the numbers that show where your process leaks.
What stays with your consultants
Coordination and communication travel. The relationship conversations do not.
- Feedback substanceDelivering detailed interview feedback is a consultant conversation, not a scripted message.
- Offer discussionsOffers, salary and counter-offers are the consultant's, always.
- Client brief changesA shifting brief is a consultant conversation.
- Candidate advicePreparation logistics are fine; coaching or advising on prospects is the consultant's.
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Questions
Frequently asked
Will candidates mind an offshore coordinator?
Candidates mind silence. A named coordinator who confirms times, sends preparation detail and updates them weekly is a better experience than a consultant who is genuinely too busy to do it.
Can they chase clients for feedback?
Yes, and consistent chasing works better than intermittent chasing from a consultant. Anything that becomes a difficult conversation about a client's process comes back to you.
Does this actually reduce drop-outs?
It is the most direct lever on candidate drop-out, because most drop-out is disengagement rather than a better offer. Track your time-between-stages before you start — that is the number that moves first.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.