Talent Acquisition Coordinator Lakewood, New Jersey, United States

Our client is a fast-growing Managed Service Provider based in New Jersey, delivering modern, cloud-native IT to an expanding base of business clients. The business has grown significantly over the past year and shows no sign of slowing down, which means a lot of hiring — and a real opportunity for someone who wants to learn talent acquisition in a fast-moving, high-volume environment. It’s a close-knit team with very low turnover and a culture that rewards people who think for themselves and want to grow. About the role This role owns the frontend of the recruiting process: screening candidates, coordinating interviews, managing the applicant tracking system, and keeping people well informed from application through to decision. You’ll work closely with the Director of Human Resources and the leadership team to find candidates who fit the company’s culture, values, and standards. It’s a great fit for someone organized, professional, and people-oriented who’s eager to learn — and it comes with a clear path into talent acquisition and HR roles as you develop. The salary range for the role is $50,000-$60,000. What you’ll do Candidatescreening & evaluation Review and screen incoming applications daily through the applicant tracking system and other recruiting platforms, using your own judgement and AI-supported tools. Conduct initial 15–20 minute screening interviews. Assess candidates on skills, communication, professionalism, cultural alignment, and overall fit. Confirm compensation expectations, work authorisation, location requirements, availability, and employment history. Document interview notes and recommendations, and disposition every candidate in the ATS, whether moving them forward or sending the appropriate notice. Recruiting coordination & candidate experience Manage candidate through every stage of the recruiting process. Keep candidate records accurate and organised in the ATS. Track open positions and candidate pipelines. Ensure a positive candidate experience from application through the hiring decision. Systems, postings & process improvement Manage recruiting platforms including Workable, Indeed, Handshake, and other sourcing tools. Review and update job postings to keep them current, competitive, and aligned with hiring priorities and budget. Partner with hiring managers to keep postings, qualifications, and requirements up to date as business needs evolve. Assessment & hiring support Administer pre‑employment assessments and screening tools. Gather and organise candidate feedback from interview teams. Support hiring decisions with clear candidate summaries and recommendations. Partner closely with HR, hiring managers, and operational leaders. Keep developing your recruiting and interviewing skills. What we’re looking for Comfortable conducting phone and video interviews. Strong attention to detail. Able to manage multiple priorities at once. Proficient with Microsoft Office and Google Workspace. A professional, positive, and service‑oriented manner. Bonus points A genuine interest in human resources, recruiting, talent acquisition, or business operations. How we’ll measure success Organised, accurate recruiting pipelines, consistently maintained. A consistently positive candidate experience. Strong judgement when evaluating cultural fit. Clear communication with candidates and hiring managers. Real ownership of recruiting coordination activities. Continuous growth in interviewing and talent assessment skills. Where this can lead This is an entry point with a clear path forward. Typical progression runs toward Talent Acquisition Specialist, Manager, and Director, or across into Human Resources as Coordinator, Partner, and Manager. Our hiring process We’ve designed our process to get you from application to offer in 2–3 weeks — no lengthy waiting periods, no unnecessary stages. Step1— AI Interview (within 48 hours of applying). Complete a short AI‑powered interview at a time that suits you. No scheduling required—you choose when you do it, and it can be completed within 48 hours of applying. Step2— Recruiter Call. A member of the Zero hiring team will reach out to walk you through the role and the business in more detail, answer your questions, and make sure this is the right fit on both sides. Step3— Client Interviews. You’ll meet the team. Typically 2–3 interviews with the hiring organisation, designed to give both parties a thorough and genuine sense of fit. Step4— Offer. If it’s a match, we move fast. Expect a clear, timely offer without the drawn‑out back‑and‑forth. #J-18808-Ljbffr Zero Hiring