Remote Talent Acquisition Coordinator — First in People Ops

Thepeakfp; Northern (KY); Hybrid; USD 65,000 - 85,000; Full time

Job summary

Peak Financial Planning is seeking a Talent Acquisition Coordinator to keep the hiring process moving—from posting to onboarding handoff—by coordinating interviews, feedback, and candidate communications. You will partner with leadership to implement scalable processes and maintain accurate records across the applicant lifecycle.

You will manage Breezy, HubSpot, Gusto, and Google Workspace tasks, ensuring timely updates, proactive outreach, and a professional candidate experience in a fully

Qualifications

• 3+ years of hands-on recruiting coordination or administrative hiring support experience.
• Ability to coordinate several candidates or schedules at once while maintaining accurate records and timely communication.
• Experience following documented screening criteria, collecting feedback, and escalating decisions outside your authority.
• Comfort supporting candidate research, job-board administration, referrals, or approved outreach; independent full-cycle sourcing ownership is not required.
• Ability to manage onboarding and offboarding paperwork, checklists, confidential records, and cross-team handoffs. Prior employee-lifespan administration experience is preferred; broader HR advisory ownership is not required.
• Proficiency with Gusto and hands-on experience hiring and onboarding employees across multiple U.S. states are required.
• Experience with an ATS or comparable tracker, Breezy, HubSpot, and Google Workspace is preferred.
• Strong project management, direct communication, discretion, and organizational discipline in a fast-moving environment.
• Experience in a fast paced, distributed organization is preferred.
• Relevant practical experience is valued; a degree or HR certification is not required.

Responsibilities

• Coordinate approved searches across departments, from posting preparation through accepted-offer and onboarding handoff.
• Collect approved job descriptions, screening criteria, interview materials, and owner information; flag missing decisions before a search moves forward.
• Support candidate sourcing through approved job boards, referrals, prospect research, and templated outreach; keep candidate lists and source records organized.
• Review applications against approved minimum requirements, arrange screens and interviews where used, collect reviewer feedback, and chase overdue next steps. Escalate borderline decisions to the hiring manager.
• Manage inbound hiring outreach: respond to candidate inquiries and expressions of interest, acknowledge referrals, capture details in Breezy, and route candidates to the appropriate search or talent pool. Give candidates clear expectations and timely communication, including updates within two business days after a hiring decision.
• Coordinate onboarding paperwork, welcome communications, Day 1 readiness checklists, and scheduled 30/60/90-day check-ins using manager-approved plans.
• Manage the administrative offboarding process using leadership‑approved plans: coordinate paperwork, equipment returns, access‑removal requests, and payroll/benefits handoffs with the responsible owners; track deadlines and confirm completion. Maintain recruiting, onboarding, and offboarding checklists and records. Leadership retains termination decisions and sensitive employee conversations.
• Schedule hiring‑manager discussions and follow up on required feedback; refer coaching, performance, or employee‑relations questions to Amrit.
• Review the pipeline for stalled candidates and missing feedback, identify the next owner and action, and follow through until resolved or escalated.
• Answer routine candidate and new‑hire logistics questions using approved information; route policy, pay, and sensitive employee questions to the appropriate owner.
• Protect candidate and employee information. Escalate sensitive concerns promptly without conducting workplace investigations or offering independent employment‑law advice.
• Prepare offer and onboarding information from approved terms, check completeness, and coordinate signature and handoff steps. Leadership retains hiring, compensation, and policy decisions.
• Keep Breezy records current, track hiring handoffs in HubSpot, organize Google Drive documents, and coordinate authorized Gusto updates. Report weekly on active candidates, stage aging, upcoming interviews, and blocked next steps. Responsibilities may also include general internal administrative activities and support for day‑to‑day business operations, as needed.

Skills

Recruiting coordination

Administrative support

Candidate scheduling

Onboarding coordination

Offboarding coordination

Multistate hiring

Communication

Tools

Breezy HR

Gusto

HubSpot

Google Workspace

Google Drive

Slack

Zoom

Job description

Peak Financial Planning is seeking a Talent Acquisition Coordinator to keep the hiring process moving—from posting to onboarding handoff—by coordinating interviews, feedback, and candidate communications. You will partner with leadership to implement scalable processes and maintain accurate records across the applicant lifecycle.

You will manage Breezy, HubSpot, Gusto, and Google Workspace tasks, ensuring timely updates, proactive outreach, and a professional candidate experience in a fully