15 Job Seekers jobs in the United Kingdom

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively

Talent Coordination & Candidate Management Role — Responsibilities & Expectations

Core Responsibilities

• Top‑of‑funnel coordination
• Partner with recruiters to initiate and maintain sourcing activities, ensuring the pipeline stays active and aligned with hiring priorities.
• Document management & feedback loop
• Create, share, gather, and summarise evaluation forms and other hiring materials, ensuring all feedback is captured accurately and on time.
• Central knowledge hub
• Maintain accurate, accessible records on all candidates. Serve as the primary point of reference for candidate information, whether through a dedicated platform or another organised system.
• CV screening & shortlist creation
• Review incoming applications against agreed‑upon criteria (skills, location, experience, etc.) and provide hiring managers with a filtered list of qualified profiles.
• Pre‑screening interviews
• Once a CV is approved by the hiring manager, conduct an initial phone/video screen to verify candidate legitimacy, confirm role awareness, and check that professional details match submitted materials.
• Note: This stage is purely for validation — not for ruling out candidates the hiring team may wish to progress.
• Candidate communications & scheduling
• Manage all candidate interactions up to and including interview scheduling, ensuring the hiring lead’s involvement is limited to interviews themselves.
• Progress tracking
• Monitor candidate movement through each stage and keep the team informed with timely status updates.
• Job description (JD) alignment
• Collaborate with the hiring manager (e.g., an Engineering Manager) to draft and refine job descriptions, ensuring clarity, consistent tone, and alignment across the organisation. Secure final approval from the CTO on copy and salary range.
• Process ownership
• Take full responsibility for the coordination workflow, continually looking for ways to simplify steps, improve efficiency, and elevate the hiring experience for both candidates and internal teams.

Key Competencies & Traits

• Meticulous attention to detail
• Able to track multiple roles, candidates, and deadlines without losing sight of critical specifics.
• Strong interpersonal skills
• Comfortable engaging with a range of personalities; able to quickly establish rapport while assessing culture fit during first‑round screens.
• Clear and confident communication
• Skilled at concise, professional exchanges in writing and verbally; adept at keeping stakeholders aligned.
• Organisational excellence
• Naturally structured in approach, able to streamline processes, maintain records, and ensure tasks are completed in the most efficient way possible.
• Proactive mindset
• Demonstrates ownership of the process and a genuine commitment to helping the organisation hire effectively