Received a LinkedIn message from the the Talent Acquisition team asking if I'd be interested in learning about their role and company. I agreed and on the call the manager said they have resorted to sourcing passive candidates because they're not receiving a lot of applicants or candidates weren't accepting their offers because it was too low. All of their TA Coordinator roles start off as a 'project hire.' It's like a contract role, but with benefits. The benefits are less vacation days than a FTE role. She moved me to next step and I spoke with another manager who did NOT sell me on the position. Seems like very difficult work because they're severely understaffed. It takes ~2 years to move into another role. I had another interview scheduled with another manager, but that got cancelled because they told me they wanted to move forward with preparing an offer for me. About week had passed since they told me they were preparing an offer for me, so I thought they ghosted me. Seven days later, I received a call from them and they asked if I was still interested and I told them I had already accepted another offer.

The recruiter was communicative and the process moved quickly. The hiring manager was friendly and shared openly about the team's pace and needs. However, the structure around the role felt unclear. The coordinator would support 4 to 5 recruiters, each with 15 to 20 open roles, and would need to stay flexible and work independently with limited direction. There wasn’t much clarity on how work is prioritized or how support is given. Phrases like "be a sponge" and "figure it out" came up, which might be fine for someone who thrives in ambiguity but could be tough without a clear onboarding process. Advice to future candidates: Ask how priorities are managed across recruiters, what onboarding looks like, and how success is measured early on. This role seems better suited for someone who’s used to jumping in and building structure on their own.