Recruiting coordinator

Most business owners don’t have time to build recruiting systems. That’s the problem EWS solves, and you’re the person who makes the delivery happen. This isn’t a typical recruiting role. We’ve built our own method, and we’ve seen it work for business owners again and again. The right person brings fresh thinking and their own personality, and is willing to trust the system we’ve already proven.

Exit Without Selling builds Opportunity Recruiting Funnels for small business owners: structured 12-asset systems that take a client from zero to a live job posting with a fully configured hiring pipeline. Every build follows a defined sequence. Every asset goes through a quality pass. Every client gets trained before the posting goes live.

The Opportunity Recruiting Coordinator runs hiring for clients from the moment the advisor says go. You’ll split new client accounts with another Recruiting Coordinator, and on each of your accounts you’ll work closely with the client’s advisor. That means running kickoff calls, writing the job copy, setting up the applicant tracking system, coordinating with candidates, and running phone screens. You keep the client, the advisor, and the candidates updated so each hire runs smoothly from start to finish. The advisor sets the strategy. You run the hiring.

This is a remote, contract role. The work is project-based and runs 10 to 20 hours per week with room to grow.

WHAT THE WORK LOOKS LIKE

You work async, primarily through Slack. Builds arrive with a Team IV and a job description or Success Profile attached. From there, you execute a defined sequence without being followed up with. The advisor’s next message from you should be a Slack confirming the ORF is live, not a question about where to start.

Each build involves:

• Creating the client’s ATS (applicant tracking system) account and Whop welcome package on the same day the build is triggered
• Running the full 12-asset playbook build in Claude using the provided inputs, with no improvising and no shortcuts
• Applying the anti-AI editing pass across all 12 assets, two at a time, before anything moves to Drive
• Saving the ATS job posting as a draft (not published) before the kickoff call
• Running the kickoff call: comp, location, wording, interview process, email templates, ATS training, applicant filtering
• Publishing the posting live during the kickoff call after the client signs off
• Creating all eight funnel stages in ATS in order after the posting is live
• Coordinating with candidates and running phone screens as applicants come in
• Keeping the client and advisor updated as hiring moves forward

THIS IS NOT FOR YOU IF

You need check-ins to stay on track. You interpret a build SOP as a starting point rather than a sequence. You’d publish a posting before reviewing it with the client. You’d reach out to the client when something is missing instead of going back to the advisor. You’d finish the kickoff call before confirming the client can work the ATS independently. The sequence exists for a reason. Steps that happen out of order create problems downstream for the client, for the advisor, and for the build quality. If following a defined process precisely is something you’d push back on, this isn’t the right fit.

WHO BELONGS HERE

You’ve done this kind of work before in a different context: operations, executive assistant, recruiting coordinator, project management. You know what it means to own an outcome without being managed through it. You’re comfortable on calls with clients and candidates, and you don’t need a script to run a structured agenda. You’re drawn to work that has a clear right answer. The build SOP says do this, then this, then this, and you find that clarifying, not limiting. You catch your own mistakes before they ship. You communicate once with specifics and wait, rather than sending vague follow-up messages. You understand that the coordinator role exists to take execution completely off the advisor’s plate. That’s the job: all of it, not most of it.

WHAT YOU NEED

• Reliable async availability during US business hours for client kickoff calls and phone screens
• Comfort running structured calls with business owner clients and with candidates
• Ability to work in Slack, Google Drive, Claude, and the ATS, or learn the ATS quickly
• Strong written communication, since you’re writing recruiting copy and communicating with clients and candidates
• Attention to sequence: this role runs a defined process, not a flexible workflow

YOU DO NOT NEED:

• Prior recruiting industry experience
• A degree
• Prior ATS experience (platform training is provided)

PAY AND ENGAGEMENT

$20–$40/hr contractor rate, set at offer based on experience and execution quality. Volume-based builds are also possible for coordinators who demonstrate consistent quality at pace. No benefits; 10-20 hours a week to start; project-based availability. Work alongside the client’s advisor on each new role.