Technical Recruiting Coordinator and Sourcer

Sources & Pipeline Development

• Source and engage passive and active talent across channels such as LinkedIn Recruiter, resume databases, talent communities, and referral networks for a wide variety of roles and experience levels across the organization.
• Build and maintain robust, healthy candidate pipelines spanning multiple disciplines: technical roles (software engineering, AI/ML, data science, platform, infrastructure, QA), product & design roles (product management, UX/UI design, product operations), business & operations roles (sales, customer success, finance, people operations, business development), and entry-level through executive positions.
• Develop role-specific outreach strategies and draft thoughtful candidate communications that reflect MeridianLink's people-first, purpose-driven culture and resonate with candidates across different industries, backgrounds, and career stages.
• Partner closely with recruiters and hiring managers to understand target profiles, refine sourcing strategies, calibrate on candidate quality, and maintain momentum in pipeline development.
• Monitor sourcing metrics and adjust approach based on what's working, continuously improving quality of candidate submissions.

Interview Coordination & Scheduling

• Schedule high-volume interviews across multiple time zones, hiring teams, departments, and interview stages with precision, professionalism, and responsiveness.
• Cook up and execute flawless interview logistics: maintain accurate calendar holds, reserve meeting spaces, send timely confirmations, manage reschedules, provide clear instructions to candidates, update interviewers, and handle all related communications with meticulous attention to detail.
• Serve as the warm, responsive, professional point of contact for candidates and hiring teams throughout the interview process—ensuring positive experiences that reflect well on MeridianLink.
• Track interview completion and follow-up items to keep recruiting momentum moving forward.

Third-Party Agency Management & Strategic Partnership

• Build and nurture collaborative, productive relationships with external 3rd party recruiting agencies and contingency partners that align with our hiring needs and values.
• Serve as the primary point of contact and liaison for agency partners—clarifying role requirements, communicating timeline expectations, providing regular feedback on submissions, and establishing clear performance expectations.
• Evaluate agency candidate submissions for quality, fit, and alignment with role specifications and company culture standards.
• Provide constructive, timely feedback to agencies on candidate rejections—including specific reasons and recommendations—helping agencies understand what works for us and improving the caliber of future submissions.

Candidate Records, Documentation & Operational Accuracy

• Maintain comprehensive, meticulously organized candidate records in the ATS with exceptional accuracy and consistency—ensuring all candidate data is complete, current, and easy to reference.
• Record and track candidate progression, interview feedback, status updates, and follow-up items to create a transparent, well-organized candidate journey that all stakeholders can easily understand.
• Flag bottlenecks, process gaps, or opportunities for improvement in recruiting workflows and documentation practices.

Recruiting Operations & Cross-Functional Collaboration

• Work collaboratively with recruiters, hiring managers, interviewers, HR partners, agency contacts, and internal stakeholders to support recruiting initiatives across the organization.
• Identify and implement opportunities to improve scheduling workflows, candidate experience quality, recruiting team efficiency, and agency partnership outcomes.

Qualifications

• 4+ years of hands-on experience in recruiting coordination, recruiting operations, sourcing, technical recruiting, or a closely related talent acquisition support role.
• Demonstrated experience sourcing for and supporting hiring across multiple functional areas and experience levels (entry-level through director/executive level).
• Strong technical sourcing expertise; additional experience sourcing for business, product, or operations roles is highly valuable.
• Proven track record of building and maintaining healthy, engaged candidate pipelines and efficiently moving candidates through recruiting funnels.
• Proficiency with modern sourcing channels and tools, including LinkedIn Recruiter, resume databases, talent networks, and ATS platforms (Ashby highly preferred).
• Proven ability to schedule high-volume interviews across multiple stakeholders, time zones, calendar systems, and interview stages without errors.
• Demonstrated excellence in managing complex logistics and ensuring flawless execution of recruiting events.
• Experience coordinating interviews for multiple roles and hiring teams simultaneously, prioritizing effectively under pressure.
• Exceptional organizational skills and demonstrated commitment to maintaining accurate, comprehensive records and documentation.
• Meticulous attention to detail with an extremely low tolerance for errors; takes pride in accuracy and completeness.
• Strong data management and documentation practices—comfortable working in ATS systems, managing spreadsheets, and maintaining organized systems.
• Excellent written and verbal communication skills with ability to communicate clearly with candidates, hiring teams, and external partners.
• Candidate-first, service-oriented mindset; genuinely committed to positive candidate experiences.
• Strong collaboration skills; able to work effectively with diverse teams and external partners.
• Ability to manage competing priorities, exercise independent judgment, and demonstrate ownership in a fast-paced, remote environment.

Background & Experience

• Bachelor's degree preferred (any discipline).
• Background in recruiting operations, business operations, process improvement, or similar operational roles is a differentiator.