Junior Revenue Recruiting Coordinator

About the Role

We are launching a brand new Revenue Recruiting Coordinator role — a high-impact position designed to directly fuel the growth of our sales organization. This is not a traditional recruiting role. This is a sales role within recruiting. You will be responsible for selling DearDoc to applicants, generating consistent candidate pipeline, and closing top-tier talent for our revenue organization. Success in this role requires urgency, ownership, and a strong ability to influence and convert.

Responsibilities

• Candidate Pipeline Generation: Proactively source and generate high-quality candidate pipeline. Build consistent top-of-funnel activity to support aggressive hiring goals.
• Candidate Conversion (Closing Talent): Sell DearDoc’s vision, mission, and growth opportunity to prospective candidates. Drive candidates through the funnel with speed and conviction. Help convert top talent into accepted offers.
• Content & Demand Creation: Create content and messaging that increases inbound candidate interest. Partner with leadership to refine employer brand positioning and ideal candidate profile.
• Pre-Onboarding Experience: Maintain strong communication with accepted candidates. Ensure a seamless and high-energy transition from candidate's offer acceptance to their start date.

Qualifications

While not required, we'd love to see candidates who:

• Have previous recruiting, talent acquisition, or sales experience.
• Thrive in a fast-paced startup environment and enjoy wearing multiple hats.
• Are self-starters who take initiative and aren't afraid to roll up their sleeves.
• Are highly organized and can effectively manage multiple priorities at once.
• Have strong communication and relationship-building skills.
• Are coachable, eager to learn, and excited to grow their career.
• Bring a positive attitude and enjoy collaborating with a close-knit, high-performing team.

How You’ll Be Measured

• Monthly hiring quota (primary KPI).
• Candidate pipeline volume and quality.
• Conversion rates across each stage of the funnel.
• Speed to hire.
• Candidate experience and engagement.

Reporting & Development

Reports to: Director of People, Daria Puttick

Revenue Oversight: CRO, Matt Bress

You will operate as part of the Revenue team ecosystem and will:

• Participate in weekly Recruiting Operations L10 meetings.
• Review pipeline metrics, conversion rates, and hiring progress.
• Receive call coaching, weekly 1:1s, and ongoing development.
• Be trained and developed as a high-performing sales operator.

Expectations

• High output and high accountability environment.
• Strong activity levels in sourcing, outreach, and candidate engagement.
• Ownership mentality — you are responsible for hitting hiring targets.
• Continuous improvement in sales, communication, and closing skills.

Why This Role Matters

This role sits at the intersection of People and Revenue and will directly impact the growth trajectory of DearDoc for 2026 and beyond. If you want to:

• Build elite sales skills.
• Take ownership of a critical growth function.
• Work closely with executive leadership.

…this is your opportunity to step into a role with outsized impact.

Pay

Starting base salary of $50,000, plus commission, with On-Target Earnings (OTE) of approximately $68,000 annually.

Schedule

Hybrid (1-2 days per week in the NYC office, with additional in-office attendance as needed for business requirements).

Benefits

We believe in promoting from within and investing in our employees' long-term success. This role offers significant opportunities for career growth and advancement based on performance, with clear pathways to take on greater responsibility and move into higher-level positions within the company.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans.