Remote Recruiting Coordinator – Screen, Score & Schedule Candidates

We're a growing home-services company (plumbing, drain cleaning, and sewer) hiring steadily for field technicians, plus the occasional sales and support role. Applicants come in through our Facebook ads, and we run them through a short one-way video interview before our owner meets the best ones in person. The funnel and tools are already built — we need a reliable, people-savvy coordinator to run it day to day. This is an ongoing, part-time role with room to grow as our hiring volume grows. What you'll do Triage new applicants daily and decide who's worth pursuing, using their application answers Send warm, personal messages to applicants to get them to complete their video interview (this is the heart of the job — your follow-up is what turns applicants into interviews) Score completed video interviews against a simple rubric we provide, and shortlist the strongest candidates Hand our owner a short, clear summary of each recommended candidate Schedule in-person interviews and keep every candidate informed (no one left hanging) Keep a pipeline tracker current and send a short weekly report on the numbers Tools you'll use (training provided) Hireflix (one-way video interviews) Meta Business Suite / Facebook (leads and Messenger) Google Sheets (pipeline tracking) Our automations already feed leads in — you focus on the human follow-up and screening What we're looking for Excellent written English and a warm, professional texting/messaging style Experience in recruiting, sourcing, screening, or high-volume candidate coordination Comfort with video-interview tools, spreadsheets, and simple CRMs Strong follow-through and fast response times — speed wins hires here Daily overlap with U.S. Central business hours so candidates get quick replies Nice to have Experience hiring U.S. blue-collar / trades / home-services or other hourly roles A track record of improving interview show-up or completion rates Hours & logistics Part-time and ongoing, roughly 10–20 hours a week to start, spread across the U.S. business day rather than one block (applicants respond best when contacted quickly). We'll start with a paid trial period, and there's a long-term home here for the right person. How we'll measure success Mainly two things: the share of applicants who complete their video interview, and how quickly strong candidates reach our owner — with a quality shortlist, not just volume. To apply Start your proposal with the word WRENCH so we know you read this. Then, in 3–4 sentences, tell us: if a batch of applicants were invited to a video interview but very few were completing it, what would you do to fix that? We're more interested in your thinking than a long resume.