Overview
You'll lead the recruitment coordinator team at Betts Recruiting's NYC office. Your team handles interview scheduling, candidate pipeline management, and keeps the recruiting machine running for a company that places GTM talent at tech companies. You're essentially running operations for recruiters who are billing clients and filling roles.
Role Snapshot
| Aspect | Details |
|---|---|
| Role Type | Manager - Recruitment Operations |
| Sales Motion | Internal operations supporting recruiter "sales" |
| Deal Complexity | Process management / Team leadership |
| Sales Cycle | N/A - Supporting recruitment cycles (typically 30-90 days) |
| Deal Size | N/A - Enabling $20-50K placement fees |
| Quota (est.) | Team efficiency metrics, coordinator productivity, time-to-schedule |
Company Context
Stage: Established (nearly 15 years in business)
Size: 139 employees
Growth: Hosting leadership summits, actively hiring, working with AI/Deeptech/Fintech/SaaS companies
Market Position: Positioned as "the modern go-to-market recruiting agency" - mature player in tech recruiting space
GTM Reality
Betts operates a recruitment business, so your team supports:
- Recruiters who are sourcing and closing candidates (their "sales" cycle)
- Clients (tech companies) who pay placement fees when hires are made
- Multiple service lines: RaaS (Recruitment as a Service), traditional search, executive search, Betts Connect (self-sourcing platform)
Your coordinators are the operational backbone - when a recruiter submits a candidate, your team schedules the 4-6 interview rounds, manages logistics, sends reminders, handles reschedules, and keeps everyone moving.
What You'll Actually Do
Time Breakdown
Team Management (40%) | Process/Systems (30%) | Escalations (20%) | Recruiting/Hiring (10%)
Key Activities
- Managing coordinator workload: Balancing interview scheduling volume across your team, handling spikes when multiple clients are hiring, making sure no one's drowning in back-to-back scheduling requests
- Process optimization: Building and refining scheduling workflows, creating templates, implementing tools (likely using ATS systems, Calendly/coordination software), reducing time-to-schedule metrics
- Handling escalations: Stepping in when interviews get double-booked, candidates no-show, clients change requirements mid-process, or coordinators are stuck
- Training and development: Onboarding new coordinators, teaching them how to manage recruiter expectations, handle difficult clients, prioritize when 10 things need scheduling "ASAP"
- Reporting and metrics: Tracking coordinator productivity (interviews scheduled per day, response time, error rate), reporting to leadership on team performance
- Hiring your team: Recruiting and interviewing new coordinators as Betts scales
The Honest Reality
What's Hard
- High-pressure environment: Recruiters are judged on placements and speed - when scheduling slows down, you hear about it. Everyone thinks their req is most urgent.
- Repetitive work management: Keeping your team engaged when the work is scheduling interviews all day, every day. Burnout and turnover are real risks in coordinator roles.
- Reactive firefighting: Last-minute reschedules, candidates going dark, clients changing interview panels - you're constantly solving scheduling emergencies
- Balancing quality and speed: Recruiters want things scheduled instantly; candidates want scheduling that respects their availability; clients have complex multi-round processes
- Limited career path visibility: Coordinators often see this as entry-level work - you need to retain them long enough to get ROI on training
What Success Looks Like
- Your team maintains sub-24-hour response times on scheduling requests
- Interview no-show and reschedule rates are below industry benchmarks
- Coordinator retention improves (less turnover than typical 12-18 month tenure)
- Recruiters stop complaining about scheduling delays
- You've built documented processes that new coordinators can follow on day one
Who You're Supporting
Internal Stakeholders:
- Recruiters (your primary customers - they need fast, accurate scheduling)
- Leadership team (Carolyn Betts and other execs - they want operational efficiency)
- Coordinators on your team (they need clear direction and reasonable workloads)
What They Care About:
- Recruiters: Speed (can I get this interview on the calendar today?), accuracy (don't double-book or mess up time zones), reliability (will this actually happen?)
- Leadership: Metrics (cost per hire, time-to-fill, coordinator productivity), scalability (can we handle 2x the volume?), retention (are we constantly hiring coordinators?)
- Coordinators: Clear expectations, fair workload distribution, growth opportunities, not being treated as disposable
Requirements
- Leadership or team lead experience from a recruitment tech company (understands recruiting operations, ATS systems, high-volume coordination)
- BDR/SDR leadership background (comfortable managing metrics-driven teams, understands activity-based work, has experience coaching reps doing repetitive tasks)
- Based in or willing to relocate to NYC (this is an in-office role)
- Comfortable managing operational workflows and building processes
- Experience with hiring, training, and developing team members
- Ability to handle high-pressure situations and competing priorities