Talent Coordinator - AI Enablement

Build the system that builds the team.

Most recruiting coordinators manage the process. You're going to rebuild it. Beast is hiring fast across every function, and we're looking for someone who uses AI not as a shortcut, but as a core part of how they work. You'll keep recruiting running at high speed while building the automations, dashboards, and AI-driven systems that make our entire talent function smarter. This role sits at the intersection of operational excellence and technical curiosity, and we expect you to push both.

If you've already built workflows, automated repetitive tasks, or used AI to do more with less, and you can show us exactly how, this role is for you.

Reporting to the VP, Talent and Technology, you'll own the coordination and operational backbone of recruiting while engineering the AI-powered systems, dashboards, and automations that make our talent function faster and smarter than anyone else's.

This is not a traditional coordinator role. You'll be expected to run a tight, high-quality recruiting process and actively build ways to make it faster, smarter, and more scalable, using AI, automation, and data. You won't just flag inefficiencies, you'll fix them.

You'll sit at the center of recruiting, working across candidates, recruiters, and hiring managers, while surfacing insights through real-time dashboards and continuously finding ways to reduce manual work without sacrificing the candidate experience.

This role is ideal for someone early in their career who is highly organized, moves quickly, and is already building with AI and not just using it.

AI-Driven Recruiting Operations: You're not just coordinating, you're engineering how recruiting runs.

• Build and maintain AI-powered workflows that eliminate manual work across scheduling, candidate communication, follow-ups, and data entry
• Identify every repetitive task in the recruiting process and ask: can this be automated? Then automate it
• Document what you build, measure the impact, and keep iterating

Recruiting Metrics & Dashboards: Own the data layer of our talent function.

• Build and maintain real-time dashboards that track pipeline health, recruiter productivity, time-to-fill, interview conversion rates, and candidate experience scores
• Surface insights that help recruiters and hiring managers make faster, better decisions
• If a search is slowing down or a funnel is leaking, you're the first to see it and the first to flag it

Candidate Experience — Powered by AI: Design a candidate experience that feels high-touch and human, even at scale.

• Use AI to personalize communication, reduce response times, and ensure no candidate ever falls through the cracks
• Ensure every interaction, from first outreach to offer, feels fast, clear, and intentional
• Build the systems that make that consistency possible without adding manual work

Automation & Workflow Architecture: Map the full recruiting process and find every friction point.

• Build automations for scheduling, reminders, feedback collection, offer logistics, and onboarding handoffs
• Use AI agents, prompt systems, and no-code/low-code platforms to replace manual coordination wherever possible
• Be the person on the team who knows what's possible and keeps pushing the boundary of it

Recruiting Execution: Keep searches moving without dropping the ball.

• Partner with recruiters to manage interview loops, feedback timelines, and decision momentum
• Maintain an accurate, real-time ATS at all times
• Be a reliable, proactive force that unblocks processes before anyone has to ask

AI is not optional here. You need to be able to show us what you've built. Automations, prompt systems, agent workflows, dashboards, or tools that made a measurable difference in how work got done. 

• 1–3 years in recruiting coordination, HR ops, or a high-volume operational role.
• Hands-on experience building with AI tools such as GPT, Claude, Gemini, automation platforms, or equivalent. You use these daily, not occasionally.
• Experience building dashboards or working with recruiting data such as time-to-fill, pipeline conversion, interviewer capacity, candidate NPS, or similar metrics.
• Strong written communication and fast, clear, and professional under pressure.
• Experience with ATS platforms (Greenhouse preferred) and scheduling or recruiting tools.
• Obsessive attention to detail. High volume doesn't mean things slip, it means your systems are tight enough that they don't have to.
• A builder's mindset. You see inefficiency as a problem you're responsible for solving.

The total compensation range (base + annual bonus) for this role is between $75,000 and $93,000 + Equity