Talent Acquisition Coordinator

Talent Acquisition Coordinator

Recruiting Coordination & People Administration

Peak Financial Planning | Job Specification

A strong hiring process depends on the details: candidates hear back, interviews happen on time, records are accurate, and every next step has an owner. At Peak, this role keeps those details moving.

Coordinate recruiting from approved posting through onboarding handoff, manage inbound hiring inquiries, and coordinate employee offboarding: application review, candidate follow‑up, scheduling, system upkeep, sourcing support, and administrative checklists.

Peak Financial Planning is a growing, fully remote, fee‑only financial planning firm helping people approaching retirement make confident decisions about their money and their next chapter. We bring retirement income, taxes, and investments together around the life each client wants to live.

Our team is central to delivering that experience. We care about hiring people who take pride in their work, support one another, and make the whole team stronger. As we grow, we want to preserve that care in how we hire, welcome, and support every team member.

Our values—Radical Effort, Decisive Courage, and Relentless Candor—shape how we work: following through on commitments, taking initiative when something needs attention, and communicating honestly and directly.

As our first dedicated recruiting and people‑operations hire, you’ll work directly with leadership to help build the processes that support our team’s success.

You will report to the Head of Operations and work closely with hiring managers and leadership.

• You will own the day‑to‑day coordination that makes a growing firm’s hiring process reliable.
• You will work directly with hiring managers to collect approved role requirements, organize interview logistics, and follow up on outstanding decisions.
• Recruiting administration is central to the role: you will keep candidates, calendars, documents, and pipeline stages moving from approved intake through hiring handoff.
• You will improve checklists, templates, and tracking routines as you spot practical ways to reduce errors and delays. As your capabilities and the business grow, there is potential to develop into a broader HR / People Operations role, with expanded responsibilities and compensation reviewed as the scope evolves.
• Your work will give candidates a professional experience and help new hires arrive prepared for their first day.

• Coordinate approved searches across departments, from posting preparation through accepted‑offer and onboarding handoff.
• Collect approved job descriptions, screening criteria, interview materials, and owner information; flag missing decisions before a search moves forward.
• Support candidate sourcing through approved job boards, referrals, prospect research, and templated outreach; keep candidate lists and source records organized.
• Review applications against approved minimum requirements, arrange screens and interviews where used, collect reviewer feedback, and chase overdue next steps. Escalate borderline decisions to the hiring manager.
• Manage inbound hiring outreach: respond to candidate inquiries and expressions of interest, acknowledge referrals, capture details in Breezy, and route candidates to the appropriate search or talent pool. Give candidates clear expectations and timely communication, including updates within two business days after a hiring decision.
• Coordinate onboarding paperwork, welcome communications, Day 1 readiness checklists, and scheduled 30/60/90‑day check‑ins using manager‑approved plans.
• Manage the administrative offboarding process using leadership‑approved plans: coordinate paperwork, equipment…