Recruiting & HR Coordinator — U.S. Companies

About Market Workforce

Market Workforce provides recruiting, staffing, administrative, sales support and business operations services for a growing portfolio of U.S.-based companies.

We are building the systems and teams needed to support businesses across sales, technology, branded merchandise, marketing, distribution, manufacturing and other industries.

We are looking for an experienced Recruiting & HR Coordinator who can take ownership of our recruiting process.

This is not a temporary project.

We are looking for someone who can start by managing a high volume of sales applicants and eventually grow into a larger recruiting and HR leadership role within Market Workforce.

Your First Major Assignment

One of the companies we support, Aprinta, is currently building a national network of independent sales professionals across the United States.

We are receiving a significant number of applicants and need someone who can organize, screen and manage candidates from initial application through interview and onboarding.

You will be responsible for making sure qualified candidates move quickly through the process while unqualified applicants are identified and removed from the pipeline.

The goal is simple:

Management should only spend time speaking with the strongest candidates.

Primary Responsibilities
Applicant Management

You will:

Review incoming applications and resumes
Manage applicants from Indeed and other recruiting sources
Review candidate questionnaires
Screen candidates against established requirements
Categorize and score applicants
Identify high-priority candidates
Reject applicants who clearly do not meet requirements
Maintain accurate candidate records
Ensure candidates do not get lost in the recruiting process
Candidate Screening

For our initial sales recruiting program, you will look closely at:

B2B sales experience
Promotional products experience
Branded merchandise experience
Printing industry experience
Apparel/uniform sales experience
Packaging experience
Existing customer relationships
Existing books of business
Outside sales experience
Independent sales experience
Communication skills
Professionalism
Employment history
Entrepreneurial ability

You must be able to look beyond keywords on a resume and determine whether someone could actually be successful in the position.

Candidate Interviews

After initial training, you will conduct short first-round screening interviews with qualified candidates.

You will:

Schedule interviews
Conduct 10–15 minute screening calls
Follow our interview process
Ask standardized qualification questions
Take detailed interview notes
Score candidates
Recommend whether candidates should advance
Schedule qualified candidates for management interviews
Recruiting Pipeline Management

You will manage candidates through stages such as:

New Applicant → Application Review → Qualified → Screening Interview → Management Review → Approved → Agreement → Onboarding → Active

You will be responsible for keeping this pipeline clean and current.

We do not want hundreds of applicants sitting in the system without a clear status.

Recruiting Systems & Process Development

We are building our own internal recruiting and workforce management technology.

You will work with our management and technology teams to improve:

Recruiting workflows
Applicant scoring
Interview scorecards
Candidate communications

Email templates
Rejection templates
Interview scheduling
Follow-up sequences
Recruiting reports
Onboarding checklists
Standard operating procedures
Recruiting dashboards

We want someone who sees a broken process and helps us improve it rather than simply working around it.

Future Responsibilities

This position will begin heavily focused on recruiting.

As Market Workforce grows, the right person may take responsibility for recruiting and HR coordination across multiple companies.

Future responsibilities may include:

Recruiting for additional departments
New employee onboarding
Independent contractor onboarding
Employee documentation
Offer letters
Contractor agreements
Personnel records
Training coordination
Employee/contractor communications
Recruiting analytics
Hiring manager coordination
Building recruiting SOPs
Managing additional recruiting coordinators

There is significant opportunity for the right person to grow with the company.

Required Experience

We are looking for someone with:

2+ years of recruiting, talent acquisition or HR coordination experience
Experience reviewing resumes and applications
Experience conducting candidate screening interviews
Strong written English
Strong spoken English
Excellent organizational skills
Strong attention to detail
Ability to make independent decisions
Experience working with U.S.-based companies preferred
Experience working remotely
Comfortable working with high applicant volume

Experience with Indeed, LinkedIn, ATS platforms, recruiting CRMs or similar systems is strongly preferred.

Who Will Succeed Here

We want someone who is:

Organized.
You can manage hundreds of applicants without losing track of people.

Decisive.
You are comfortable determining that a candidate is not qualified and moving on.

A strong judge of people.
You understand that a good resume does not necessarily mean someone will be a good salesperson or employee.

Process-oriented.
You naturally think about how systems can be improved.

Fast.
Good candidates should not wait several days because nobody reviewed their application.

Detail-oriented.
Candidate records, notes, statuses and follow-ups need to be accurate.

Comfortable with technology.
We are building technology into nearly every part of our recruiting operation.

Interested in growth.
We want someone who wants to eventually take on more responsibility rather than remain an administrative assistant forever.

Schedule

We expect to begin at approximately 20 hours per week.

Because you will interview U.S.-based candidates and communicate with our management team, you must be available for regular working hours that overlap with U.S. Eastern Time.

For the right person, this position can grow into a full-time role with increasing responsibility.

Compensation

Compensation will depend on experience.

We are willing to pay more for someone who has real recruiting experience and can independently manage applicants and conduct professional interviews.

We are not looking for the cheapest applicant.

We are looking for the right long-term person.

How to Apply

Please send the following:

A brief introduction about yourself.
Your resume.
How many years of recruiting or HR experience you have.
Approximately how many candidates/applications you have managed at one time.
Whether you have used Indeed. If yes, explain what you used it for.
What ATS or recruiting systems you have used.
Whether you have conducted candidate screening interviews.
Your experience working with U.S.-based companies.
Your availability in U.S. Eastern Time.
Your desired hourly rate.
Important Screening Question

Please also answer this question:

You receive 120 applications for a B2B sales position. Management only wants to interview the strongest 10–15 candidates. Briefly explain the process you would use to review, rank and narrow the 120 applicants.

Please do not use a generic AI-generated answer. We are interested in understanding how you would approach the problem.

Growth Opportunity

This position is intended to become an important part of Market Workforce.

The immediate need is recruiting and applicant management, but our longer-term goal is to build a centralized recruiting and HR operation supporting multiple U.S. businesses.

Someone who demonstrates strong judgment, leadership and process management could eventually grow into a Recruiting Manager or HR leadership position within Market Workforce.