Recruitment Coordinator chez Hevodata

About Hevo:Hevo is a simple, intuitive, and powerful No-code Data Pipeline platform that enables companies to consolidate data from multiple software for faster analytics. Hevo powers data analytics for 2000+ data-driven companies across multiple industry verticals including Deliverr, Zepto, DoorDash, PhysicsWallah, Betway etc. By automating complex data integration tasks, Hevo allows data teams to focus on deriving groundbreaking insights and driving their businesses forward.Hevo’s mission is simple but bold: Build technology from India, for the world that is simple to adopt and easy to access so that everyone can unlock the potential of data. Based in San Francisco and Bangalore, Hevo has seen exponential growth since its inception. The team has grown by 3X and the customer base has expanded by a staggering 20X in just the last two years. With total funding of $42 Mil from Sequoia India, Hevo is now entering a new phase of hyper-growth.Hevoites are a bunch of thoughtful, helpful problem solvers, who are obsessed with making a difference in the lives of their customers, colleagues, and their own individual trajectory.If you are someone who is passionate about redefining the future of technology, then Hevo is the place for you.Role Summary:We are looking for a highly organized and detail-oriented Recruitment Coordinator to support our growing hiring needs. As part of the Talent Acquisition team, you will play a critical role in ensuring a seamless candidate experience and smooth hiring operations across functions. This role requires strong coordination skills, effective communication, and a high level of ownership in maintaining recruitment processes and data.

Key Responsibilities

Coordinate and schedule interviews across multiple stakeholders, ensuring timeliness and accuracy.

Maintain recruitment trackers, ATS records, and reporting dashboards on a daily basis.

Post and manage job openings across multiple platforms (ATS, LinkedIn, job boards).Support recruiters and hiring managers with interview logistics.

Own candidate communication (acknowledgements, updates, rejections) with professionalism and empathy.

Track recruitment metrics (pipeline health, conversion ratios, time-to-fill) and share insights regularly.

Support employer branding initiatives and ensure candidates have a positive experience at every stage.

Ensure compliance with hiring policies, documentation standards, and data confidentiality.

What you should know:

Recruitment processes and HR basics (end-to-end lifecycle: sourcing → screening → interview → offer → onboarding).

Applicant Tracking Systems (ATS) and HRIS tools.

Company’s organizational structure, departments, and hiring needs.

Employer branding and candidate experience principles.

Common job functions and role expectations across tech, business, and operations.

What you should be able to do:

Administrative & Coordination:

Schedule interviews efficiently across time zones/stakeholders.

Maintain candidate records, trackers, and reports accurately.

Manage job postings and applications in ATS and job boards.

Communication:

Write clear, professional emails and job descriptions.

Interact effectively with candidates, recruiters, and hiring managers.

Handle sensitive communications (e.g., rejections, negotiations) with tact.

Technical:

Proficiency with ATS, LinkedIn Recruiter, Excel/Google Sheets, and calendar management tools.

Perform basic data analysis (conversion rates, pipeline metrics, time-to-fill).

Problem-Solving & Process:

Handle last-minute reschedules or conflicts calmly.

Ensure a smooth candidate experience despite operational constraints.

What you should demonstrate:

Attention to Detail: Spot errors in job descriptions, resumes, or scheduling.

Time & Task Management: Prioritize multiple requisitions and deadlines under high-volume hiring.

Interpersonal Ability: Build rapport with candidates and hiring managers; stay calm and professional under pressure.

Confidentiality & Discretion: Handle sensitive candidate and salary data with trust and integrity.

Adaptability: Adjust quickly to changing hiring priorities and urgent requirements.

What Success Looks Like in 6–12 Months:

Recruitment trackers updated daily with zero gaps.

≥95% scheduling accuracy across interviews.

Consistently positive candidate experience feedback.

Improved recruiter bandwidth by reducing operational overhead.

Accurate and timely hiring reports shared with leadership.

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