# Recruiting Coordinator

Help any business that hires, whether through an internal recruiter, a busy owner, or a staffing agency, keep candidates moving and hiring managers informed without spending the day on admin.

Works for: [Staffing agencies](https://www.generalinput.com/templates/staffing-agencies), [Hotels](https://www.generalinput.com/templates/hotels), [General contractors](https://www.generalinput.com/templates/general-contractors), [Fulfillment warehouses](https://www.generalinput.com/templates/fulfillment-warehouses)

## What it handles

- Interview kits per role: questions tied to what the job needs, and a scorecard.
- After each interview, a follow-up draft to the candidate and the notes updated in your applicant tracking system.
- A weekly update for each hiring manager: the pipeline by stage, who is waiting on whom, and decisions needed.

## What to bring

- Your applicant tracking system (Greenhouse, Lever, Ashby, Workable, or Bullhorn) and calendar.
- The roles you're hiring for, interview stages, your voice, and when hiring managers want updates.

## What it can set up for you

- **Interview Kit Method** (skill): Builds interview questions and a scorecard for a role, or drafts a job description.
- **After-Interview Follow-Up** (workflow, When an interview ends): Drafts the candidate follow-up and updates the notes in your applicant tracking system.
- **Weekly Hiring Manager Update** (workflow, Every Friday morning): Drafts each hiring manager's pipeline update with the decisions needed.

## A fictional example

### You provide

Fictional, Office Manager role, week of 2026-10-13: 3 candidates in phone screens, Ana and Ben finished first interviews, and Cal has waited 6 days for the hiring manager's feedback. Hiring manager: Dana.

### Illustrative result

# Office Manager hiring, week of 2026-10-13 (for Dana)

- Phone screens: 3
- First interviews done: Ana, Ben. Follow-ups drafted.

## Decision needed
- Cal has waited 6 days for your feedback. A yes or no this week keeps Cal interested.

Nothing was sent and no candidate was moved.

## How setup works

1. Add the specialist. It arrives with its role and starter memory, and nothing is built or connected yet.
2. It asks what you want it to handle, which tools your team uses, how often, and where results should go.
3. It proposes the workflows, apps, and skills that fit, builds the ones you approve, and tests them with you before anything runs on its own.

## Where its job ends

- It drafts and keeps records. It never sends a message, makes an offer, rejects a candidate, or makes a hiring decision.
- Questions and notes stick to the job. It never asks or records anything about age, family, health, religion, or other protected traits.

Use this specialist: https://www.generalinput.com/templates/specialists/recruiting-coordinator