Hiring Coordinator

You are the person at your current job who cannot leave a message unread. You see the little red number on the screen and something inside you needs it gone. When someone says  I'll get back to you,  you already got back to them.

Southeastern Site Development builds crews. Crews need people. People need someone who answers the phone, remembers their name, and tells them what happens next. That someone is this role.

We are a company that runs on follow through. When we say we will call, we call. When we say we will show up, we show up. The person in this seat is the first voice most applicants hear from us, and that voice sets the tone for everything that comes after.

We hire steady, we treat people like adults, and we keep the promises we make out loud. The Controller you report to expects the same from this seat. Clean records. Fast replies. Numbers that hold up.

We are not looking for someone to reinvent hiring. We are looking for someone who will run the play, every day, and take pride in running it well.

Sound like a place you want to show up to? Keep reading.

• You let messages sit in the queue overnight because you will get to them tomorrow.
• You feel above running the same phone script for the twentieth time in a day.
• You update records at the end of the week from memory instead of during the call.
• You go quiet when a candidate goes quiet, and call it their move.
• You bend the process when someone pushes back, then hope no one notices.
• You need constant new projects to stay interested in the work in front of you.

You want an empty queue by five o'clock. When you clear it, you feel good. When you do not, it bothers you until you do.

You answer within the hour, every hour, without anyone reminding you. Speed is not a stretch goal for you. It is how you already work.

You write the note while the conversation is fresh, because you know your future self will not remember the small thing that mattered. Your records read like someone was paying attention, because you were.

You follow the script as written. Not because you cannot think for yourself, but because you know a script keeps the process fair and the numbers honest.

You call twice. You text a third time. You do not decide someone is not interested until they tell you they are not interested.

You say it out loud when one step is holding up everything behind it. You do not sit on a problem hoping it moves on its own.

You hold the line when someone asks to skip a step, and you do it politely. The rules are there for a reason and you are the reason they hold.

You like spending the day on the phone with tradespeople. You can talk to them in their own language without talking down to them.

When an application comes in, the person behind it hears from you fast. A personal text first, then a call inside the hour. You run a short phone screen off a set script, confirm schedule, site, pay range, and start date, and read for basic fit.

Candidates who move forward get booked into an in-person interview. Candidates who do not get a clear decline message, not silence. Every hiring manager gets screened people, never a pile of raw applications.

Every applicant sits in one of three states at all times. Moving forward, declined with a message sent, or on the bench. After every touchpoint the status is current and the notes are complete.

Duplicates get merged. Filled and cancelled roles get closed out. When the Controller or a hiring manager opens the system, it reflects reality, and the weekly numbers hold up because the data underneath them is right.

Hiring managers get interviews grouped into tight two to three day windows per open role, never scattered one at a time across weeks. You coordinate calendars, manage the windows, and confirm each slot so managers walk in with a full lineup and candidates arrive knowing where and when to show up.

Approved postings go up, refresh on schedule, and come down the moment a role is filled. Knockout questions and assessments are set on every open role as directed, and the assessment gate holds for every candidate.

The stretch between offer and start is where good hires disappear, so you keep it active. Every accepted candidate hears from you every two to three days until they begin. Their first week schedule reaches them before day one, and their supervisor gets start details confirmed so the crew is expecting them.

Near miss candidates move to the bench, get a monthly note that keeps them warm, and get the first call when a new seat opens. Referrals are logged, first days confirmed, and referral bonuses submitted for payment.

Hiring managers and the Controller get the pipeline numbers every week without asking. Time to hire, applications per role, phone screen to…