Recruiting Coordinator Resume Example
A Recruiting Coordinator resume is evaluated on coordination efficiency measured by high-volume scheduling throughput, not administrative tasks without recruitment context.
This resume is for recruiting coordinators who manage high-volume interview scheduling and process improvements, but aren't yet responsible for full-cycle recruiting strategy or department-wide headcount planning. Professionals moving from this role into Recruiter positions will find this focus on pipeline management and candidate experience particularly useful.
- Mastery of high-volume scheduling and ATS management across multiple departments
- Evidence of process improvements that measurably reduce time-to-hire or recruitment costs
- Proven ability to partner effectively with hiring managers to maintain a high-quality candidate experience
- Contact information and professional summary positioned at the top for immediate context
- Skills section grouped by recruiting competencies and technical software proficiency
- Experience section organized by reverse-chronology with bullet points focusing on measurable outcomes
Leila Saeed
Summary
Experience
- Managed full-cycle interview scheduling for 14 hiring managers across logistics and operations departments, coordinating 45+ complex interview loops weekly via Microsoft Teams and Zoom.
- Optimized the candidate onboarding process by implementing automated document collection, reducing the average time-to-hire from 34 to 24 days.
- Spearheaded a pipeline audit of the Workday ATS, identifying and re-engaging 200+ dormant candidates which resulted in 12 successful hires for high-priority roles.
- Led the transition to a centralized video interviewing platform for the Midwest region, decreasing travel-related recruitment costs by $42,000 annually.
- Owned the end-to-end candidate experience for the Chicago distribution center, maintaining a 94% positive feedback rating across 150+ annual hires.
- Drove a regional referral program initiative that increased employee-referred hires by 28% within the first 12 months.
- Established a standardized screening process for entry-level warehouse roles, improving the candidate-to-interview conversion rate by 32%.
- Mentored 2 junior recruiting assistants on sourcing techniques and Boolean search strings to improve pipeline diversity.
Education
Skills
Recruiting · Sourcing · ATS · Interviewing · Communication · Candidate Experience · Full-Cycle Recruiting · Boolean Search · LinkedIn Recruiter · Offer Negotiation · Pipeline Management · Hiring Manager Partnership · Workday · Microsoft Teams · Scheduling
What makes this resume effective
- This resume meets the hiring bar for recruiting coordinators by demonstrating ATS mastery, process optimization, and high-volume coordination.
- Notice how Leila Saeed quantifies her impact at J.B. Hunt by showing a 10-day reduction in time-to-hire through automated onboarding workflows.
- See how the experience at Cardinal Health highlights a 94% candidate feedback rating, proving a commitment to the candidate experience that goes beyond basic administrative tasks.
How to write better bullet points
Scheduled interviews for various teams.
Coordinated 45+ complex interview loops weekly across logistics and operations departments using Microsoft Teams and Zoom.
It specifies the volume, complexity, and specific tools used to demonstrate operational capacity rather than just listing a task.
Helped with the onboarding process.
Optimized the candidate onboarding process by implementing automated document collection, reducing the average time-to-hire from 34 to 24 days.
It moves from a passive task to a measurable process improvement with a clear and significant business outcome.
Used the ATS to find candidates.
Spearheaded a pipeline audit of the Workday ATS, identifying and re-engaging 200+ dormant candidates which resulted in 12 successful hires.
It shows proactive ownership of the database and a direct contribution to hiring goals rather than just reactive data entry.
Recruiting Coordinator resume writing tips
- Quantify your scheduling volume and complexity to prove you can handle high-growth environments.
- Highlight specific tools or automations you implemented to streamline the hiring workflow.
- Mention the specific number of hiring managers you support to demonstrate your scope of partnership.
Common mistakes
- Listing only tasks like "scheduled interviews" without mentioning the scale, volume, or specific tools used.
- Failing to show how your coordination efforts impacted the bottom line, such as reducing recruitment costs or time-to-fill.
- Overlooking candidate experience metrics, which are critical signals of your ability to represent the employer brand.
Frequently asked questions
Is this resume right for someone with only one year of experience? Yes, if you demonstrate ownership of specific coordination workflows and measurable improvements rather than just listing general administrative tasks.
Yes, if you demonstrate ownership of specific coordination workflows and measurable improvements rather than just listing general administrative tasks.
Yes, if you can demonstrate ownership of specific coordination workflows and show how you improved them. No, if your experience is limited to general administrative tasks without a clear focus on the recruiting lifecycle or candidate journey.
What if my background is at a small startup instead of a large company like J.B. Hunt? Yes, because building recruiting processes from scratch is often more valuable than simply managing existing ones at a larger corporation.
Yes, because building recruiting processes from scratch is often more valuable than simply managing existing ones at a larger corporation.
The principles of process optimization and candidate experience remain the same regardless of company size. You can highlight how you built recruiting processes from scratch rather than managing existing ones, which signals high levels of initiative.
What if I don't have access to specific time-to-hire data? Use proxy metrics like weekly interview volume or candidate feedback scores to prove efficiency and impact when hard data is unavailable.
Use proxy metrics like weekly interview volume or candidate feedback scores to prove efficiency and impact when hard data is unavailable.
You can use proxy metrics like the number of interviews coordinated weekly or candidate satisfaction scores. In this resume, Leila Saeed uses a 94% feedback rating to prove impact when hard data might be less visible in certain systems.
How much should I change if I am applying for a Recruiter role? Shift your focus from scheduling logistics to sourcing strategy, candidate selection, and offer negotiation while keeping pipeline management metrics.
Shift your focus from scheduling logistics to sourcing strategy, candidate selection, and offer negotiation while keeping pipeline management metrics.
You should shift the focus from scheduling logistics to sourcing strategy, candidate selection, and offer negotiation. Keeping the metrics around pipeline management is helpful, but the bullets should emphasize your role in identifying and closing talent.
What do hiring managers focus on most at this level? Hiring managers look for the ability to manage high-volume tasks without errors while maintaining a professional candidate experience and reliability.
Hiring managers look for the ability to manage high-volume tasks without errors while maintaining a professional candidate experience and reliability.
Hiring managers look for evidence that you can manage a high volume of tasks without errors while maintaining a professional candidate experience. Reliability and the ability to improve existing workflows are the primary signals of success they look for in this resume.
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