About the Role:
We run a re-entry program that helps individuals — many with non-traditional backgrounds, including those returning to the workforce after incarceration — find meaningful employment. We partner directly with employers, support candidates through interview prep and resume development, and walk alongside them as they re-enter the workforce.
We are looking for a Program Coordinator who can help us scale this work. You will own day-to-day candidate operations: screening intakes, coordinating interviews, keeping our tracker current, and (importantly) helping us expand our employer network beyond our current anchor partner. You will work closely with a small, mission-driven team and a candidate pool of 100+ active participants.
This role exists because demand is outpacing what our current team can deliver. We are building automation in parallel (AI-led intake interviews, candidate feedback, CV optimization), so the manual workload will shift over time — and the person in this seat will help shape what the role becomes.
What You Will Do:
- Manage candidate intake — review applications, schedule interviews, and conduct initial screenings using our structured questionnaire.
- Conduct candidate interviews — lead structured interviews to assess fit, capture strengths and gaps, and recommend next steps for placement.
- Keep our candidate tracker accurate and up to date — outreach status, interview outcomes, placements, and follow-ups.
- Conduct retention check-ins with placed candidates to identify what is working, surface early warning signs, and feed insights back to the team.
- Support employer outreach — help identify and contact employers open to hiring entry-level candidates, using tools like Apollo and Indeed.
- Coordinate interview prep and basic resume support, leveraging the team's L&D resources and content library.
- Partner with our automation lead to test, refine, and adopt new AI-powered tools (TestGorilla AI interviews, automated feedback, CV optimization) as they roll out.
- Flag patterns — overqualification, transportation barriers, technology gaps, and other signals that affect candidate fit and retention.
- Communicate warmly and promptly with candidates throughout their journey, so every applicant feels valued from the first touchpoint.
What We Are Looking For:
- 2+ years of experience in recruiting, talent coordination, social work, workforce development, or a related candidate-facing role.
- Administrative virtual assistant (VA) experience — proven ability to manage calendars, inboxes, trackers, and documentation independently in a remote setting.
- Bilingual (English/Spanish) — required. You will need to communicate fluently with candidates and employers in both languages.
- Strong organizational skills — you can manage a tracker, keep dozens of candidates in motion, and not let people fall through the cracks.
- Excellent written and verbal communication; comfortable on the phone and over text/email.
- High emotional intelligence — you can meet candidates where they are without judgment, and you understand that re-entry work requires both empathy and clear expectations.
- Comfort with technology — Google Workspace, candidate trackers, and an openness to learning automation tools (TestGorilla, Apollo, AI assistants).
- Self-directed; thrives in a small-team environment where the playbook is still being written.
Nice to Have:
- Direct experience with re-entry, second-chance hiring, workforce development, or community-based talent programs.
- Experience working with non-profits or mission-driven organizations.
- Familiarity with employer outreach, B2B sales, or recruiter-style relationship building.
Why This Role Matters:
This is life-changing work. The people we serve often have one shot to re-enter the workforce, and the difference between a job that sticks and one that does not can come down to whether someone took the time to listen, prepare them, and advocate for them. You will be that person.
You will also be joining at a moment of real momentum — we have a strong candidate pipeline, an active employer partner, and a roadmap to scale the program meaningfully over the next year.
