Recruiting Coordinator

📋 Description

• • Own the candidate journey from first hello to signed offer letter. As our Recruiting Coordinator you will be the critical hub that keeps our high-velocity hiring engine running smoothly, ensuring every candidate—whether a silicon architect in Toronto or a compiler engineer in Tokyo—feels valued, informed and excited to join Cerebras.
• • Schedule and orchestrate 20-40 complex, multi-time-zone interviews per week across engineering, product, GTM and operations. You will juggle panel interviews, technical deep-dives, onsite loops and exec debriefs while guaranteeing zero calendar conflicts and a white-glove experience for every participant.
• • Build and continuously refine our Greenhouse ATS workflows, creating automated reminders, stage-specific templates and custom dashboards that give recruiters, hiring managers and interviewers real-time visibility into pipeline health and candidate status.
• • Serve as the primary candidate concierge: sending warm, personalized communications, fielding questions about our wafer-scale architecture, relocation policy or stock option logistics, and ensuring every candidate receives a response within 24 hours—no ghosting, ever.
• • Partner with recruiters to craft compelling job descriptions, employer-brand social posts and offer letters that translate our breakthrough technology into clear career impact and attract world-class talent away from big-tech incumbents.
• • Design and run an NPS-style candidate-experience survey after every onsite, distilling feedback into actionable insights that raise our offer-accept rate and turn even rejected candidates into enthusiastic brand ambassadors.
• • Coordinate the logistics of quarterly remote “super-days”: booking Zoom/Teams sessions, shipping swag kits globally, managing proctoring tools for coding assessments and ensuring interviewers have concise, bias-checked rubrics before each conversation.
• • Maintain airtight data integrity—every hire, decline, source and referral is logged, tagged and reportable—so leadership can see exactly how diversity, time-to-fill and cost-per-hire metrics trend quarter over quarter.
• • Curate an internal knowledge base of interview best practices, sample questions and evaluation criteria that scales our culture as we grow from 400 to 800 employees over the next 18 months.
• • Champion inclusion by auditing job posts for gendered language, expanding university partnerships with HBCUs and women-in-tech organizations, and tracking funnel diversity metrics to ensure we build the most innovative team possible.
• • Own the new-hire pre-boarding experience: triggering background checks, collecting I-9s, provisioning laptops and creating Day-1 Slack intros so new Cerebrans hit the ground running before their first login.
• • Continuously level-up our tooling stack—experimenting with Calendly alternatives, AI scheduling bots, video-interview enhancements and integrations between Greenhouse, Slack and Notion to shave hours off each hire.
• • Be the cultural pulse of recruiting: organizing virtual coffee chats, trivia nights and AMAs with our founders so candidates see the humans behind the wafer-scale revolution.
• • Report directly to the Head of Talent and sit at the intersection of People, Finance and Engineering leadership, giving you a 360-degree view of how top-tier talent accelerates product roadmaps and revenue milestones.
• • In your first 90 days you will cut average time-to-schedule from 4.2 days to under 48 hours, launch a candidate-engagement newsletter that achieves 60% open rates, and present a roadmap to automate 30% of repetitive coordination tasks by Q3.
• • Thrive in a fully remote environment where asynchronous communication, clear documentation and a “bias for action” are more than buzzwords—they’re the operating system that lets us ship 2.4-trillion-transistor chips and the software stack that makes them sing.