People & Talent Coordinator
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include sections that have content. Likely sections: About the role (maybe short intro), Responsibilities (What You’ll Own), Requirements (What We’re Looking For - experience), Qualifications (maybe overlapping), Skills (organizational etc), Benefits, Pay. Could combine Requirements/Qualifications/Skills but better separate if content.
We need to preserve all substantive info, not invent. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. No Job ID. Remove boilerplate: cookie/navigation/legal/EEO etc. At end there is AI note; that's maybe boilerplate? It's about hiring process; could be considered boilerplate but it's specific about AI usage. Might be considered legal/EEO? It's not standard EEO but it's about AI. Might be considered boilerplate; but instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The AI note is about hiring process; could be considered legal? Might be safe to keep? It's not EEO. It's about AI usage in hiring. Might be considered part of process; but it's not a duty/requirement. It's more like a note. I'd drop it as it's not substantive about role. Also "For more information, visit SpinQuest ." is boilerplate.
We need to preserve all substantive info: role description, responsibilities list, requirements list, benefits, pay.
Let's extract:
About the role: first paragraph: "SpinQuest is looking for a People & Talent Coordinator to join our team in the United States on a remote basis. We are building a high growth platform that blends social gaming with innovative currency mechanics, creating seamless, real time experiences across games. We’re creating next gen sweepstakes gaming experiences that are fast, fun, and highly scalable. The People & Talent Coordinator will play a key role in supporting the day to day operations of SpinQuest’s growing People function. This role will work across Human Resources, Talent Acquisition, onboarding, HR systems, employee experience, and people programs, serving as an operational partner to the Head of HR and Head of Talent. This is a hands-on role with meaningful ownership across the employee lifecycle, from candidate coordination and hiring operations through onboarding, employee support, HR administration, and offboarding. The ideal candidate is a proactive self-starter who can manage multiple priorities, maintain a high level of confidentiality, and identify opportunities to improve and scale people processes as the organization grows."
That's prose.
Responsibilities (What You’ll Own): bullet list:
- Own recruiting coordination across the hiring process, including interview scheduling, candidate communications, job postings, background checks, reference checks, pre employment documentation, and offer related processes in partnership with the Head of Talent and hiring managers.
- Own the candidate experience and recruiting operations, serving as a key point of contact for candidates, ensuring timely communication, maintaining organized interview processes, and keeping recruiting activity and candidate records accurate in Lever.
- Coordinate onboarding and off boarding from offer acceptance through an employee’s transition out of the company, partnering with Talent, hiring managers, IT, Finance, and leadership to ensure a seamless employee experience.
- Maintain accurate employee and organizational data across HR systems, including ADP and Lever, while supporting employee changes, personnel documentation, payroll processes, reporting, audits, and data integrity.
- Serve as a first point of contact for routine employee questions related to HR policies, PTO, benefits, onboarding, company processes, and employee programs while escalating sensitive or complex matters appropriately.
- Support performance reviews, compensation and bonus cycles, employee engagement initiatives, HR communications, and other people programs while proactively identifying opportunities to improve, automate, and scale People processes.
That's a list.
Requirements/Qualifications/Skills: "What We’re Looking For" includes:
- 4+ years of experience in Human Resources, People Operations, Talent Acquisition, Recruiting Coordination, or a similar HR or talent operations role, with increasing levels of ownership and responsibility.
- Experience supporting both People Operations and Talent Acquisition, including recruiting coordination, candidate communication, interview management, background checks, reference checks, onboarding, employee support, and ATS administration.
- Experience working with an HRIS and ATS, with ADP and Lever strongly preferred, along with strong proficiency in Google Workspace or Microsoft 365.
- Exceptional organizational and communication skills with strong attention to detail and the ability to manage multiple priorities, deadlines, candidates, employees, and stakeholders in a fast moving environment.
- Highly proactive and resourceful with the ability to take ownership, identify process improvements, solve problems independently, maintain accurate data, and operate effectively with limited direction.
- High level of discretion and professionalism when handling confidential employee information, compensation data, personnel records, candidate information, and other sensitive People matters.
- Experience supporting a remote or high growth organization is strongly preferred.
We could split: Requirements (experience), Qualifications (education? none), Skills (organizational, communication, proactive, discretion). But we don't have education. Could combine Requirements and Qualifications as one section? But instruction: prefer few substantive sections over many thin ones. So we could have Requirements (experience + skills) and maybe Skills separate? But we have both experience and skills. Could make Requirements (experience) and Skills (soft skills). However we have many bullet points; we could put all under Requirements and not have separate Qualifications/Skills. But we need to follow headings list; we can omit sections if no specific content. So we can have About the role, Responsibilities, Requirements, Benefits, Pay. That's enough.
Check if any content for Qualifications: none specific besides experience. Skills: we have exceptional organizational and communication skills etc. Could be part of Requirements. We'll include Requirements covering experience and skills.
Benefits: "Benefits & Total Rewards" paragraph: "We believe great talent deserves great benefits. SpinQuest offers comprehensive Health, Dental, and Vision coverage for employees, spouses, and dependents. SpinQuest covers 100% of employee health insurance premiums, offers a 4% 401(k) match. It’s a strong total rewards package designed to support you both today as you grow with the company."
We can make a Benefits section with that prose; maybe also list benefits as bullet list? It's not a list but we can keep as paragraph.
Pay: "$65,000 - $95,000 a year Annual performance bonus: 10% –15%". That's specific; we can make Pay section with that sentence.
Schedule: not mentioned; omit.
Now produce HTML fragment:
About the role
... (the paragraph)
Responsibilities
- ...
...
Requirements
- ...
...
Benefits
...
Pay
$65,000 - $95,000 a year Annual performance bonus: 10% –15%
Make sure no extra whitespace? It's fine.
Check we didn't include any boilerplate. Remove AI note, "For more information, visit SpinQuest .", etc.
Let's craft the About the role paragraph: combine the initial sentences into one paragraph. Ensure we keep all info.
Original: "SpinQuest is looking for a People & Talent Coordinator to join our team in the United States on a remote basis. We are building a high growth platform that blends social gaming with innovative currency mechanics, creating seamless, real time experiences across games. We’re creating next gen sweepstakes gaming experiences that are fast, fun, and highly scalable. The People & Talent Coordinator will play a key role in supporting the day to day operations of SpinQuest’s growing People function. This role will work across Human Resources, Talent Acquisition, onboarding, HR systems, employee experience, and people programs, serving as an operational partner to the Head of HR and Head of Talent. This is a hands-on role with meaningful ownership across the employee lifecycle, from candidate coordination and hiring operations through onboarding, employee support, HR administration, and offboarding. The ideal candidate is a proactive self-starter who can manage multiple priorities, maintain a high level of confidentiality, and identify opportunities to improve and scale people processes as the organization grows."
We'll keep that as .
Responsibilities bullets: ensure we keep each bullet exactly as given.
Let's list them:
- Own recruiting coordination across the hiring process, including interview scheduling, candidate communications, job postings, background checks, reference checks, pre employment documentation, and offer related processes in partnership with the Head of Talent and hiring managers.
- Own the candidate experience and recruiting operations, serving as a key point of contact for candidates, ensuring timely communication, maintaining organized interview processes, and keeping recruiting activity and candidate records accurate in Lever.
- Coordinate onboarding and off boarding from offer acceptance through an employee’s transition out of the company, partnering with Talent, hiring managers, IT, Finance, and leadership to ensure a seamless employee experience.
- Maintain accurate employee and organizational data across HR systems, including ADP and Lever, while supporting employee changes, personnel documentation, payroll processes, reporting, audits, and data integrity.
- Serve as a first point of contact for routine employee questions related to HR policies, PTO, benefits, onboarding, company processes, and employee programs while escalating sensitive or complex matters appropriately.
- Support performance reviews, compensation and bonus cycles, employee engagement initiatives, HR communications, and other people programs while proactively identifying opportunities to improve, automate, and scale People processes.
Requirements bullets:
- 4+ years of experience in Human Resources, People Operations, Talent Acquisition, Recruiting Coordination, or a similar HR or talent operations role, with increasing levels of ownership and responsibility.
- Experience supporting both People Operations and Talent Acquisition, including recruiting coordination, candidate communication, interview management, background checks, reference checks, onboarding, employee support, and ATS administration.
- Experience working with an HRIS and ATS, with ADP and Lever strongly preferred, along with strong proficiency in Google Workspace or Microsoft 365.
- Exceptional organizational and communication skills with strong attention to detail and the ability to manage multiple priorities, deadlines, candidates, employees, and stakeholders in a fast moving environment.
- Highly proactive and resourceful with the ability to take ownership, identify process improvements, solve problems independently, maintain accurate data, and operate effectively with limited direction.
- High level of discretion and professionalism when handling confidential employee information, compensation data, personnel records, candidate information, and other sensitive People matters.
- Experience supporting a remote or high growth organization is strongly preferred.
Benefits paragraph: "We believe great talent deserves great benefits. SpinQuest offers comprehensive Health, Dental, and Vision coverage for employees, spouses, and dependents. SpinQuest covers 100% of employee health insurance premiums, offers a 4% 401(k) match. It’s a strong total rewards package designed to support you both today and as you grow with the company."
Pay paragraph: "$65,000 - $95,000 a year Annual performance bonus: 10% –15%"
Make sure to not include extra punctuation
for prose. We must not repeat job title as heading. No Job ID. Remove boilerplate: cookie/navigation/legal/EEO etc. At end there is AI note; that's maybe boilerplate? It's about hiring process; could be considered boilerplate but it's specific about AI usage. Might be considered legal/EEO? It's not standard EEO but it's about AI. Might be considered boilerplate; but instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The AI note is about hiring process; could be considered legal? Might be safe to keep? It's not EEO. It's about AI usage in hiring. Might be considered part of process; but it's not a duty/requirement. It's more like a note. I'd drop it as it's not substantive about role. Also "For more information, visit SpinQuest ." is boilerplate. We need to preserve all substantive info: role description, responsibilities list, requirements list, benefits, pay. Let's extract: About the role: first paragraph: "SpinQuest is looking for a People & Talent Coordinator to join our team in the United States on a remote basis. We are building a high growth platform that blends social gaming with innovative currency mechanics, creating seamless, real time experiences across games. We’re creating next gen sweepstakes gaming experiences that are fast, fun, and highly scalable. The People & Talent Coordinator will play a key role in supporting the day to day operations of SpinQuest’s growing People function. This role will work across Human Resources, Talent Acquisition, onboarding, HR systems, employee experience, and people programs, serving as an operational partner to the Head of HR and Head of Talent. This is a hands-on role with meaningful ownership across the employee lifecycle, from candidate coordination and hiring operations through onboarding, employee support, HR administration, and offboarding. The ideal candidate is a proactive self-starter who can manage multiple priorities, maintain a high level of confidentiality, and identify opportunities to improve and scale people processes as the organization grows." That's prose. Responsibilities (What You’ll Own): bullet list: - Own recruiting coordination across the hiring process, including interview scheduling, candidate communications, job postings, background checks, reference checks, pre employment documentation, and offer related processes in partnership with the Head of Talent and hiring managers. - Own the candidate experience and recruiting operations, serving as a key point of contact for candidates, ensuring timely communication, maintaining organized interview processes, and keeping recruiting activity and candidate records accurate in Lever. - Coordinate onboarding and off boarding from offer acceptance through an employee’s transition out of the company, partnering with Talent, hiring managers, IT, Finance, and leadership to ensure a seamless employee experience. - Maintain accurate employee and organizational data across HR systems, including ADP and Lever, while supporting employee changes, personnel documentation, payroll processes, reporting, audits, and data integrity. - Serve as a first point of contact for routine employee questions related to HR policies, PTO, benefits, onboarding, company processes, and employee programs while escalating sensitive or complex matters appropriately. - Support performance reviews, compensation and bonus cycles, employee engagement initiatives, HR communications, and other people programs while proactively identifying opportunities to improve, automate, and scale People processes. That's a list. Requirements/Qualifications/Skills: "What We’re Looking For" includes: - 4+ years of experience in Human Resources, People Operations, Talent Acquisition, Recruiting Coordination, or a similar HR or talent operations role, with increasing levels of ownership and responsibility. - Experience supporting both People Operations and Talent Acquisition, including recruiting coordination, candidate communication, interview management, background checks, reference checks, onboarding, employee support, and ATS administration. - Experience working with an HRIS and ATS, with ADP and Lever strongly preferred, along with strong proficiency in Google Workspace or Microsoft 365. - Exceptional organizational and communication skills with strong attention to detail and the ability to manage multiple priorities, deadlines, candidates, employees, and stakeholders in a fast moving environment. - Highly proactive and resourceful with the ability to take ownership, identify process improvements, solve problems independently, maintain accurate data, and operate effectively with limited direction. - High level of discretion and professionalism when handling confidential employee information, compensation data, personnel records, candidate information, and other sensitive People matters. - Experience supporting a remote or high growth organization is strongly preferred. We could split: Requirements (experience), Qualifications (education? none), Skills (organizational, communication, proactive, discretion). But we don't have education. Could combine Requirements and Qualifications as one section? But instruction: prefer few substantive sections over many thin ones. So we could have Requirements (experience + skills) and maybe Skills separate? But we have both experience and skills. Could make Requirements (experience) and Skills (soft skills). However we have many bullet points; we could put all under Requirements and not have separate Qualifications/Skills. But we need to follow headings list; we can omit sections if no specific content. So we can have About the role, Responsibilities, Requirements, Benefits, Pay. That's enough. Check if any content for Qualifications: none specific besides experience. Skills: we have exceptional organizational and communication skills etc. Could be part of Requirements. We'll include Requirements covering experience and skills. Benefits: "Benefits & Total Rewards" paragraph: "We believe great talent deserves great benefits. SpinQuest offers comprehensive Health, Dental, and Vision coverage for employees, spouses, and dependents. SpinQuest covers 100% of employee health insurance premiums, offers a 4% 401(k) match. It’s a strong total rewards package designed to support you both today as you grow with the company." We can make a Benefits section with that prose; maybe also list benefits as bullet list? It's not a list but we can keep as paragraph. Pay: "$65,000 - $95,000 a year Annual performance bonus: 10% –15%". That's specific; we can make Pay section with that sentence. Schedule: not mentioned; omit. Now produce HTML fragment:
About the role
... (the paragraph)
Responsibilities
- ... ...
Requirements
- ... ...
Benefits
...
Pay
$65,000 - $95,000 a year Annual performance bonus: 10% –15%
Make sure no extra whitespace? It's fine. Check we didn't include any boilerplate. Remove AI note, "For more information, visit SpinQuest .", etc. Let's craft the About the role paragraph: combine the initial sentences into one paragraph. Ensure we keep all info. Original: "SpinQuest is looking for a People & Talent Coordinator to join our team in the United States on a remote basis. We are building a high growth platform that blends social gaming with innovative currency mechanics, creating seamless, real time experiences across games. We’re creating next gen sweepstakes gaming experiences that are fast, fun, and highly scalable. The People & Talent Coordinator will play a key role in supporting the day to day operations of SpinQuest’s growing People function. This role will work across Human Resources, Talent Acquisition, onboarding, HR systems, employee experience, and people programs, serving as an operational partner to the Head of HR and Head of Talent. This is a hands-on role with meaningful ownership across the employee lifecycle, from candidate coordination and hiring operations through onboarding, employee support, HR administration, and offboarding. The ideal candidate is a proactive self-starter who can manage multiple priorities, maintain a high level of confidentiality, and identify opportunities to improve and scale people processes as the organization grows." We'll keep that as. Responsibilities bullets: ensure we keep each bullet exactly as given. Let's list them: - Own recruiting coordination across the hiring process, including interview scheduling, candidate communications, job postings, background checks, reference checks, pre employment documentation, and offer related processes in partnership with the Head of Talent and hiring managers. - Own the candidate experience and recruiting operations, serving as a key point of contact for candidates, ensuring timely communication, maintaining organized interview processes, and keeping recruiting activity and candidate records accurate in Lever. - Coordinate onboarding and off boarding from offer acceptance through an employee’s transition out of the company, partnering with Talent, hiring managers, IT, Finance, and leadership to ensure a seamless employee experience. - Maintain accurate employee and organizational data across HR systems, including ADP and Lever, while supporting employee changes, personnel documentation, payroll processes, reporting, audits, and data integrity. - Serve as a first point of contact for routine employee questions related to HR policies, PTO, benefits, onboarding, company processes, and employee programs while escalating sensitive or complex matters appropriately. - Support performance reviews, compensation and bonus cycles, employee engagement initiatives, HR communications, and other people programs while proactively identifying opportunities to improve, automate, and scale People processes. Requirements bullets: - 4+ years of experience in Human Resources, People Operations, Talent Acquisition, Recruiting Coordination, or a similar HR or talent operations role, with increasing levels of ownership and responsibility. - Experience supporting both People Operations and Talent Acquisition, including recruiting coordination, candidate communication, interview management, background checks, reference checks, onboarding, employee support, and ATS administration. - Experience working with an HRIS and ATS, with ADP and Lever strongly preferred, along with strong proficiency in Google Workspace or Microsoft 365. - Exceptional organizational and communication skills with strong attention to detail and the ability to manage multiple priorities, deadlines, candidates, employees, and stakeholders in a fast moving environment. - Highly proactive and resourceful with the ability to take ownership, identify process improvements, solve problems independently, maintain accurate data, and operate effectively with limited direction. - High level of discretion and professionalism when handling confidential employee information, compensation data, personnel records, candidate information, and other sensitive People matters. - Experience supporting a remote or high growth organization is strongly preferred. Benefits paragraph: "We believe great talent deserves great benefits. SpinQuest offers comprehensive Health, Dental, and Vision coverage for employees, spouses, and dependents. SpinQuest covers 100% of employee health insurance premiums, offers a 4% 401(k) match. It’s a strong total rewards package designed to support you both today and as you grow with the company." Pay paragraph: "$65,000 - $95,000 a year Annual performance bonus: 10% –15%" Make sure to not include extra punctuation