Recruiting Coordinator
Coordinates approved interview stages, finds calendar options, sends or prepares scheduling messages, tracks feedback deadlines, updates the candidate record, and escalates delays or policy exceptions to the recruiter.
LINKENCE FOR PEOPLE OPERATIONS
Candidates, employee requests, and new-hire readiness without the coordination tax.
Coordinate interviews, answer policy questions, and track every onboarding dependency before day one.
Starts whenA candidate advances, an employee asks, or a joiner is due.
ReadsHR policies, candidate records, calendars, and onboarding checklists.
ProducesSchedules, cited answers, and readiness status.
Human gateHiring, pay, and sensitive exceptions stay with People.
THE STARTING FRICTION
People Operations spends the week moving work between other people.
The candidate waits for interview times, the manager owes feedback, IT needs the access list, Finance needs payroll details, and the new hire asks where the policy lives. None of the steps is difficult. The cost is coordinating all of them repeatedly.
- 01
Interview scheduling and feedback chasing stretch the hiring cycle.
- 02
The same policy question is answered differently by different people.
- 03
Missing access or equipment is discovered on the joiner's first day.
COWORKERS PEOPLE CAN HIRE
Four recurring jobs to hand over first.
Employee Service Coworker
Answers routine payroll, leave, benefits, policy, and process questions from current approved sources. Cites the policy and routes personal, ambiguous, or sensitive cases to the correct People owner.
Onboarding Coordinator
Tracks documents, payroll information, equipment, accounts, manager tasks, training, and first-week meetings. Chases missing owners and produces a readiness status before the joiner arrives.
Offboarding Coordinator
Coordinates the approved checklist across People, IT, the manager, Finance, and Security. Confirms each required step, records evidence, and escalates unresolved access or asset items before the deadline.
Also runsPolicy-change brief · Training follow-through · Review-cycle coordination · HR knowledge-gap detection
SEE ONE JOB RUN
An offer is accepted. Every day-one dependency gets an owner immediately.
01 · Start
The accepted-offer event creates the approved onboarding responsibility and target date.
02 · Coordinate
The coworker creates or prepares the checklist across documents, payroll, equipment, access, training, manager tasks, and calendar events.
03 · Chase
Each missing item is sent to its named owner with the exact requirement and deadline. Responses update the same readiness view.
04 · Escalate
Sensitive data, access exceptions, compensation questions, or a likely day-one miss go to the appropriate People owner.
THE DECISION BOUNDARY
Clear about what Linkence does, and what stays with you.
Linkence handles
- Scheduling and repeat coordination
- Policy-grounded answers with citations
- Checklist ownership, reminders, and status
- Prepared requests across approved connected systems
Your team controls
- Hiring, performance, compensation, and termination decisions
- Sensitive employee information and case access
- Policy exceptions and accommodations
- Final access approval and employee communication where required
PILOT MEASURES
How to tell the People Coworker is working.
- Time from stage change to confirmed interview schedule
- Recruiting coordination hours per candidate
- Employee-request resolution time and escalation rate
- New hires with all required items ready before day one
- Offboarding items unresolved at the required deadline
SYSTEMS INVOLVED
The systems People reads and writes.
GmailAvailable
OutlookAvailable
Google CalendarAvailableOutlook CalendarAvailable
Google DriveAvailable
SharePointAvailable
SlackAvailable
Microsoft TeamsAvailableapproved HRIS APIsJira or service-desk workflowsRELATED SOLUTIONS
Use cases this team can start with.
Employee Onboarding AI
Answers onboarding questions from HR sources, with the checklist in view.
Open solutionInternal Knowledge
Turns scattered documents into a cited, permission-aware knowledge base.
Open solutionMeeting Follow-up Automation
Turns meetings into validated recaps, owners, and deadlines.
Open solutionEnterprise Search
One cited answer across mail, files, chat, tickets, and code.
Open solutionPEOPLE QUESTIONS
Direct answers about People.
Can employees see HR information they should not access?+
No. Retrieval follows the approved source and user permissions. The coworker must not widen access merely because information exists in a connected HR source.
Can it make hiring decisions?+
No. It can coordinate stages, organize evidence, prepare summaries, and flag missing feedback. The responsible humans make selection, compensation, offer, and employee decisions.
Can it answer employee questions automatically?+
Routine questions can be answered from current approved policies with citations. Personal, ambiguous, sensitive, or exception-based questions route to the relevant People owner.
Where should People start?+
Start with onboarding readiness when coordination spans several departments. Start with employee requests when the same policy questions consume the team's day.
HR OUTCOMES
What changes for HR.
The large number is after Linkence. The line underneath is the same metric before.
START WITH ONE PEOPLE WORKFLOW
Bring one open role, employee-request queue, or upcoming joiner.
We will configure the sources, checklist, owners, sensitive boundaries, and escalation policy, then run the People Coworker once.