Fully Remote Operations & Talent Support Coordinator

About the Role

Unbottleneck is seeking an organized, people-oriented Operations & Talent Support Coordinator to assist with several of the critical workflows that support our candidates, remote team members, and internal operations.

This role sits at the intersection of operations, recruiting coordination, team-member support, and systems administration.

The person in this role will initially work within clearly documented processes while developing familiarity with Unbottleneck's systems and operating model. Over time, we will evaluate their ability to take greater ownership of workflows, make appropriate day-to-day decisions independently, identify process improvements, and manage a broader scope of responsibilities.

The successful candidate does not need prior experience with every platform we use. More important is the ability to learn systems quickly, follow multi-step processes accurately, communicate professionally with people, recognize when something requires action, and reliably close loops without constant supervision.

Initial Responsibilities

During the initial 3 to 6 month evaluation period, responsibilities would primarily include:

• Recruiting and candidate coordination: Assist with candidate application review, candidate communication, interview scheduling and preparation, collection of required information, reference follow-up, home-office verification, and maintenance of candidate records throughout the recruiting process.
• Team-member support: Help monitor and respond to routine questions or concerns from existing remote team members, acknowledge issues promptly, gather relevant information, document the situation, follow up appropriately, and escalate issues requiring more technical or management judgment.
• Operational workflow support: Assist with onboarding, offboarding, candidate placement, contract-document coordination, check-ins, and other defined operational processes.
• Systems and records management: Maintain accurate information across systems such as Monday.com, TalentLyft, HubSpot, PandaDoc, Google Workspace, and WhatsApp. Ensure actions taken are properly reflected in the appropriate system of record.
• Process follow-through: Monitor assigned tasks and workflows to identify stalled items, missing information, upcoming deadlines, or required follow-ups, and take appropriate action to keep work moving.
• Relationship coordination: Maintain responsive, professional communication with candidates and team members while helping create a positive experience throughout their relationship with Unbottleneck.
• Documentation: Maintain clear notes and records so that relevant operational history, decisions, and next steps can be easily understood by other members of the team.
• Process improvement: After becoming familiar with existing processes, identify practical opportunities to simplify workflows, reduce unnecessary steps, improve documentation, or prevent recurring operational problems.

Responsibilities That Remain Outside the Role

The coordinator would not be expected to independently make final hiring decisions, determine legal or employment-status questions, handle financial/accounting decisions, make commercial decisions with clients, manage serious disciplinary matters, or change established operational procedures without appropriate review.

What Success During the Initial Evaluation Period Looks Like

By the end of the initial evaluation period, we would expect the person to demonstrate increasing ability to:

• manage assigned processes without repeated prompting
• keep records accurate and current
• identify what needs to happen next
• follow up before items become problems
• distinguish routine operational decisions from issues requiring escalation
• learn unfamiliar software efficiently
• communicate effectively with candidates and team members
• handle multiple open workflows without losing details
• surface problems early rather than after deadlines have been missed
• suggest sensible improvements after understanding the existing process
• reduce rather than increase the amount of management attention required to keep operations moving

A successful evaluation could lead to expanded ownership of recruiting, team-member support, onboarding/offboarding, client-support coordination, additional operational systems, and potentially increased weekly hours up to a full-time scope.