Recruiting Coordinator

Ambrook helps American family-run businesses become more profitable and resilient.
From volatile markets to climate shifts, independent operators face mounting pressure. While sustainable investments often yield the best long-term returns, they require financial clarity and capital that fragmented legacy systems can't provide.

We are rebuilding the financial infrastructure that real economy operators rely on. By replacing paperwork with modern tools for accounting, banking, and spending, Ambrook gives owners the data they need to prove viability to lenders and the next generation. We empower the stewards of land and labor to make confident investments in their future.

We're a Series B startup backed by Lachy Groom, Thrive Capital, Dylan Field, Thomson Reuters Ventures, Cameron Ventures, and leaders at Notion, Gusto, and Vercel . We're looking for team members to help us untangle the intersection of American industry, climate, and the economy.

The opportunity

We're hiring our first Recruiting Coordinator. You'll own interview logistics and candidate experience across every open role at Ambrook, working directly with and reporting to Cody, our founding recruiter.

Done well, coordination fades into the background, and that's what makes room for the moments candidates remember. Everyone gets the same great experience no matter who's running their loop, and hiring managers spend their time where they add the most value. We want someone excited to build that well-oiled machine, and to find the places where a little extra care creates real joy.

We're a people-first recruiting team. That means we think first about bringing the best people in the world to Ambrook, and we use every tool available to do it with efficiency and warmth. We're changing how recruiting works with AI, but those tools exist to make more room for the human conversations, not to replace them. Our pipeline digests, Ashby hygiene checks, and interview briefings already run on Claude and the Ashby MCP, and you'll add to them and build what we haven't thought of yet.

Recruiting is changing, and as you grow, there are real paths forward: recruiting operations, sourcing, or full-cycle recruiting, depending on your strengths and where the company needs you most.

We're looking for someone genuinely energized by operational craft. A few things that might make you a great fit:

• You make coordination invisible. Candidates and hiring managers experience the process as effortless because you pre-empt every break before it happens, and you use every slip in the logistics as a chance to change and tighten how we operate.
• You build with AI, not just use it. You've automated part of a coordination workflow, and you can say exactly what it unlocked.
• You're as good in the back of house as you are out front. Behind the scenes, every detail is confirmed and every handoff is clean. Out front, people just like working with you. Candidates feel looked after, and hiring managers trust you with their calendars.

What you'll do

• Scheduling. Own scheduling across every active pipeline, from recruiter screens through final rounds: building panels, rescheduling, swapping interviewers, and juggling time zones.
• Candidate communication. Confirmations, prep emails, itineraries, and day-of updates that are accurate, warm, and on time. You're often the first person at Ambrook a candidate talks to, and the one they hear from most.
• Ashby. Keep it clean: stages current, interview plans and templates up to date, and feedback in from interviewers before every debrief.
• Interviewer panels. Keep panels trained and balanced: shadow pairings for new interviewers, a backup for every slot, and a system that spreads the load across the team.
• Reporting. A weekly snapshot of scheduling and pipeline health: how fast we schedule, who's interviewing how much, and where candidates are stuck.
• Making it better. When you catch yourself doing the same thing three times, you write the template, the playbook, or the automation so there isn't a fourth.

Within 30 days you'll...

• Learn Ambrook's product, mission, and hiring process, and how our teams and roles operate.
• Take over scheduling and coordination across every active req.
• Get fluent in our Ashby setup (interview plans, stages, templates) and start forming opinions on what to streamline.

Within 60 days you'll...

• Have coordination fully off Cody's and our hiring managers' plates.
• Have a short list of fixes to our Ashby setup and candidate templates, with the first few shipped.
• Have mapped the coordination work still done by hand and picked the first piece to automate.

Within 90 days you'll...

• Run weekly reporting the team actually uses to spot bottlenecks before they slow anyone down.
• Have coordination docs for every active role: the loop, the interviewers, the backups, the prep.
• Launch a candidate experience survey and make at least one visible change because of it.
• Have built at least one AI workflow that takes recurring work off the team's plate, and shared it so others use it too.

About you

• 1 to 4 years coordinating interviews, ideally at a fast-growing startup with real volume: many reqs at once, panels that change the night before.
• You run a clean kitchen: an organized Ashby, context ready for every interview, and nothing falls through.
• Every request gets a response within 24 hours, scheduled or flagged. No silent blockers.
• Discreet. Candidate details, compensation, and feedback stay with the people who need them.
• Calm when the schedule breaks. You triage, decide, and loop Cody in with a plan, not just a problem.
• Bonus: Ashby administration, or deep experience in another ATS like Greenhouse or Lever.

Benefits

• Competitive salary
• Health insurance
• 401(k) with matching contribution
• Flexible vacation time
• Flexible work hours
• A desk at Ambrook's NYC, SF, or Denver office.
• Wellness stipend
• Professional development stipend

Our values

• Real Talk - We create space for ourselves and others to be straightforward, vulnerable, and accountable.
• Reach Understanding - We are driven by curiosity and empathy to learn about our customers, team, and world.
• Be Proactively Resourceful - We are internally motivated and externally empowered to identify opportunities and solve problems.
• Derisk Thoughtfully - We lean into the biggest risks we face as a company and put in the work to address them systematically.
• Find the Positive-Sum - We believe in creating incentive structures that align the needs of our company, our customers, and our planet.