Recruiter

Position Summary
The Recruitment Coordinator calls every applicant YESA receives online, qualifies them on the phone, and books the ones who pass into a recruiter's calendar. The measure of the role is booked interviews that show up — not dials logged.
This is a high-volume phone role. Applicant flow for door-to-door field sales is heavy and low-intent: most people who apply will not answer, and most who answer will not qualify. The Coordinator works that volume fast and without losing tone on the fortieth call of the day, so that recruiters spend their time interviewing qualified people instead of chasing unqualified ones.
Speed is the job's main lever. An applicant contacted within five minutes converts several times better than one contacted the next day, and YESA competes for the same candidates as every other field sales employer in the market. The Coordinator owns that response window.

This is a fully remote role, hired internationally, working North American business hours for the assigned market. The Coordinator reports to the Recruiter or Recruitment Manager for that market, and is the first human contact a candidate has with YESA — how that call sounds is how the company is judged.

What Success Looks Like
By 30 days — Trained on the YESA screen criteria, ATS and calendar process. Working the inbound queue independently. Hitting call volume, booking at roughly 70% of target.
By 60 days — Full booking target met weekly. Show rate above 60%. Working aged applicants and re-engagement lists, not just today's inbound.
By 90 days — Program complete, rate steps up. Consistently at target on booked-and-showed. Booked candidates converting to starts at a rate recruiters trust.
Key Performance Indicators
The Coordinator is measured on booked interviews that show, not on activity. Dial and contact volume are inputs the manager watches for coaching; they are not the target.
• Dials — 120–150 per day, 600–750 per week. Outbound call attempts to applicants.
• Live connects — 25–35 per day, 125–175 per week. Applicant answered and held a conversation.
• Qualified — 15–20 per day, 75–100 per week. Passed the screen criteria on the phone.
• Interviews booked — 12–15 per day, 60–75 per week. Confirmed slot in a recruiter's calendar.
• Booked and showed — 8–10 per day, 40–50 per week. Candidate attended. This is the primary target.
• Show rate — 65% or higher. Showed divided by booked.
• Speed to lead — 15 minutes or less, median, from application to first dial.
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Weekly targets are set to feed one recruiter running at full capacity: 40–50 completed interviews per week is the recruiter's own target, and it only holds if the Coordinator is booking 60–75 to get there.
Two quality checks sit behind the volume. Downstream start rate — what share of showed candidates the recruiter takes to a signed offer — catches a Coordinator who is booking anyone to hit a number. Qualification accuracy — candidates who reach interview and fail on travel or direct sales experience, both of which should have been caught on the phone — is reviewed weekly with the recruiter and should sit under 10%.

Core Responsibilities
Applicant response
• Work the inbound applicant queue continuously through the day; call every new applicant within 15 minutes during business hours
• Run a persistent contact sequence — multiple call attempts across different times of day, plus text and email — before marking an applicant unreachable
• Work aged and previously unreachable applicants on a set cadence; a candidate who did not answer in March may answer in May
Phone qualification
• Run the YESA phone screen on every live connect: right to work, travel and schedule availability, transportation, compensation expectations, and genuine interest in field sales
• Give an honest description of the work — doors, weather, rejection, commission — before booking. A candidate who books without understanding the job becomes a no-show or a week-three quit
• Disqualify clearly and respectfully when someone does not fit, and record why
Booking and show rate
• Book qualified candidates directly into the assigned recruiter's calendar, matching market and interview type
• Confirm every booking the same day and again the day before, by the channel the candidate actually responds on
• Rebook no-shows once; track no-show reasons and feed the patterns back to the recruiter
Pipeline and handoff
• Keep the ATS current in real time — dispositions, notes, and screen answers recorded during the call, not at the end of the day
• Write a short handoff note for every booked candidate so the recruiter opens the interview already knowing the basics
• Flag standout candidates immediately rather than letting them sit in a queue
Support
• Support hiring events and job fairs with pre-event confirmation calling and post-event follow-up
• Post and refresh job ads across boards as directed

Requirements
Must have
• Phone-based sales, appointment setting, or high-volume outbound experience. They have carried a daily call and booking target and can say what their numbers were. Recruitment experience is not required; phone stamina is
• Clear, easily understood spoken English. A North American applicant should be able to follow the call without effort. This is the single most common reason offshore coordinators fail in this role
• Experience calling into North American markets, or clear evidence they can handle the pace and idiom of those conversations
• Comfort making 120+ dials a day, indefinitely, with the same energy on the last call as the first
• Ability to hold a structured conversation and disqualify without being rude — warm on the phone, firm on the criteria
• Organized in a system: manages a live queue, records accurately as they go, does not lose people
• Reliable high-speed internet, a quiet dedicated workspace, a working headset, and a contingency for power or internet outages. Verified before hire, not assumed
• Available to work North American business hours for the assigned market, including some evenings and occasional Saturdays — that is when field sales applicants answer
• Able to be engaged as an independent contractor in their country of residence
Strongly preferred
• Experience calling into a cold or low-intent applicant or lead list, rather than warm inbound only
• Background in door-to-door, telecom, solar, alarm, or another commission-only field sales environment — they can describe the job credibly because they have lived it
• ATS or CRM fluency and comfort managing 200+ active records
• Bilingual English/French for Quebec markets
• Experience in a role where pay was tied to booked-and-showed, not dials

Screen-outs
Confirmed before the candidate reaches a live interview. Cannot sustain the call volume, or wants a role where calling is a portion of the day rather than the whole of it — decline. Cannot describe the field sales job honestly without apologizing for it — decline; the same squeamishness will cost YESA shows and starts.

Compensation
USD $9.00/hour, rising to USD $10.00/hour on completion of the 90-day program. Engaged as an independent contractor, responsible for their own taxes and statutory obligations in their country of residence.