Align on the role
Document requirements, must-have skills, location, working model, compensation range, target timeline, and non-negotiable criteria.
- Role intake
- Selection criteria
- Hiring stakeholders
Assista discipline 04
Recruitment coordination that keeps hiring pipelines moving.
Recruitment coordination that helps internal hiring teams stay on top of role briefs, candidate sourcing, screening administration, interview schedules, and pipeline updates.
Role intake and candidate sourcingRubric-based screening supportInterview and pipeline coordination
Start with a defined set of tasks. Coverage, systems, service levels, and decision rights are confirmed during discovery.
TALENT OPERATIONSTask-led support, scoped around your workflow
Interactive scope builder
Choose the stages where your hiring team needs capacity.
Select the recruitment activities you want to discuss. Role criteria, candidate markets, outreach permissions, screening rubrics, and decision ownership are set with your hiring team.
Engagement flow
Start with clarity. Build a reliable working rhythm.
A good engagement makes the work, systems, handoffs, and approval rules clear before day-to-day execution begins. Explore the typical stages below.
Set sourcing and screening rules
Agree source channels, outreach wording, screening rubric, evidence standards, and how ambiguous profiles are escalated.
- Approved sourcing plan
- Scorecard and rubric
- Candidate data rules
Build and maintain the pipeline
Organize candidate records, screening outcomes, interview availability, and next actions in the agreed ATS or tracker.
- Candidate shortlist
- Stage updates
- Interview coordination
Support hiring decisions
Keep feedback, status, and follow-ups moving while the client hiring team retains selection and offer authority.
- Feedback collection
- Decision log
- Offer-stage coordination
Operating boundaries
Clear responsibilities protect the work.
Support is most effective when the team knows what it can prepare or execute, what needs review, and what must stay with the client. These boundaries should be written into the engagement scope.
What support can cover
Role administration, sourcing assistance, structured screening support, candidate communications, scheduling, and ATS coordination within agreed criteria.
What remains with your hiring team
Final candidate selection, interview decisions, compensation decisions, offers, employment terms, background-check outcomes, and all hiring or employment approvals.
Operational visibility
Choose measures that reflect the work—not vanity metrics.
The measures below are examples to agree at kickoff. Baselines, definitions, targets, data sources, and reporting cadence should be set for each engagement.
No response-time, savings, placement, or productivity target is implied by this page. Any service level is agreed only after workload and coverage are understood.
Before you enquire
Is this support model right for your team?
The strongest starting point is a repeatable process with a clear owner, an agreed definition of done, and a review path for exceptions.
Often a good fit when
A good fit when an internal recruiter or hiring manager owns selection decisions but needs help maintaining consistent sourcing and coordination.
What to bring to the first conversation
Bring role descriptions, hiring criteria, target locations, expected volumes, current ATS or tracker, and the approval process for candidate outreach.
Frequently asked questions
Questions worth answering upfront.
Expand a question to review the practical considerations for this service.
Do you make hiring decisions?
No. Assista can support sourcing, screening administration, coordination, and pipeline hygiene. Your hiring team retains final selection and offer decisions.
Can you work in our applicant tracking system?
We can assess the system and required permissions during discovery. Access should be provided through named, least-privilege accounts.
Can you contact candidates directly?
Only where the client approves the sourcing channels, outreach language, candidate criteria, and communication workflow.
Do you guarantee placements or hiring timelines?
No placement or hiring outcome should be guaranteed. Timelines depend on role requirements, market conditions, candidate availability, and client feedback.
Give your hiring team more capacity to move candidates forward.
Tell us which recruitment stages need support and where coordination is slowing down. We’ll use that to scope a practical workflow.