Amazon's Recruiting Operations team is looking for an innovative Recruiting Coordinator Manager to lead a team of Recruiting Coordinators supporting Global Talent Acquisition.

This position will provide you with the opportunity to work with dynamic and analytical partners who set a high bar for innovation and success in a high-growth recruiting environment. It will support recruiting coordinators across all businesses Amazon hires for and will include a mixture of technical and non-technical expertise.

We expect the Recruiting Coordinator Manager to be a passionate customer and candidate advocate with proven analytical capabilities and project management skills, extreme attention to detail, and the ability to effectively prioritize and multi-task. The ideal candidate will be a self-starter with a passion for recruiting, a high level of flexibility, commitment, and the ability to tackle ambiguity.

This Manager will lead all aspects and phases of successful operations for managing a team of Recruiting Coordinators supporting multiple business lanes. This includes forecasting demand and RC capacity, all core scheduling and coordinating activities, and workload balancing. They will develop staff members so each team member is fully trained and utilized to the optimum level.

Amazon is a company of builders. A philosophy of ownership carries through everything we do — from the proprietary technologies we create to the new businesses we launch and grow. You'll find it in every team across our company.

Every day across the world we develop the ideas, the services and the products that make life easier for tens of millions of customers. From providing Earth's biggest selection of products to developing ground-breaking software and devices that change entire industries, Amazon is a place of invention and progressive thinking.

Key job responsibilities
Manage a team of Recruiting Coordinators to support hiring across all Global Talent Acquisition businesses

Develop the best—maintain a culture of development to support continued learning and growth opportunities for the team

Partner with TA leaders internationally to share scheduling best practices across regions as well as partner with other Amazon RC leadership to share scheduling best practices across businesses

Lead strategy for interview coordination across multiple unique business lines to ensure seamless partnership between RCs, Recruiting, Hiring Managers, and interviewers

Experiment with new tools, processes, and best practices to improve scheduling operations and candidate experience

Set direction; define team and individual performance goals

Manage staffing strategy and measure health to reach optimal support model for team/customers

Own metrics and reporting for scheduling cycle times and candidate experience

Prioritize the roadmap for projects and regularly communicate project updates with TA leadership


A day in the life
Your morning starts by checking overnight scheduling requests and reviewing your team's workload distribution. You have seven recruiting coordinators supporting different business verticals, and you quickly scan their calendars to ensure everyone has manageable capacity for the day ahead.

You join your team's daily standup, where coordinators share updates on complex scheduling scenarios and flag any candidate experience concerns. One coordinator mentions difficulty getting availability from a hiring manager for a priority role—you make a note to coach them on escalation paths and partner directly with the recruiter to unblock it.

Mid-morning, you're working through your scheduling queue alongside your team. Even as a manager, you stay hands-on with coordination work to maintain your skills and understand the day-to-day challenges. You're scheduling a panel interview for a senior engineering role, navigating time zones and interviewer preferences while keeping the candidate experience front and center.

After lunch, you have a 1-on-1 with a coordinator who's struggling with time management. You walk through prioritization techniques, share how you organize your own work, and role-play a challenging conversation they need to have with a recruiter about unrealistic turnaround expectations. You follow up by sending them a resource on managing stakeholder expectations.

The afternoon brings a working session with your peer RCMs to align on a new scheduling process rolling out next week. You share feedback from your team's perspective and collaborate on the communication plan to ensure a smooth transition. You're thinking about how to position this change positively with your coordinators and what training they'll need.

You spend time reviewing your team's metrics—time-to-schedule, candidate satisfaction scores, and scheduling accuracy. You notice one coordinator's metrics have dipped slightly, so you schedule a coaching conversation to understand what's happening and offer support.

Before end of day, you respond to several Slack messages from your coordinators, approve a few schedule changes, and send a kudos message to a team member who received positive candidate feedback. You update your manager on your team's capacity heading into tomorrow and flag that you may need support if the req load continues at this pace.