À Propos

On cherche un Recruitment Coordinator pour aider à recruter.

On grandit rapidement. On a besoin de gens. T'aideras.

C'est un rôle junior. Y'a du learning.

Responsabilités

Source candidates (LinkedIn, job boards, referrals)
Screen applications (is this person qualified?)
Schedule interviews (coordinate calendars with managers)
Support interviewers (prepare materials, take notes)
Follow up with candidates (keep them engaged)
Offer coordination (once a decision is made)

Profil Recherché

1-2 ans recruitment experience (or 0 with strong sales mindset)
Strong communication skills
Organized (juggling 20 candidates at once)
Curious about people (you actually care about fit)
Comfortable with rejection (most people you reach out to won't respond)

Ce Qu'On Veut

"You'll help build our team!"

Reality:
- You'll do a lot of admin work (scheduling, emails)
- You'll do some real recruiting (sourcing, screening)
- You'll deal with candidates who ghost
- You'll deal with managers who don't give feedback
- You'll be caught in the middle

La Comp

Salaire: 32k€ (entry level)
Equity: 0.05%
Benefits: Standard startup stuff

Le Jour Typique

9h-10h: Check emails from candidates
10h-12h: LinkedIn sourcing (reach out to 20 potential candidates)
12h-13h: Lunch while screening applications
13h-15h: Schedule interviews (coordinate 5+ people)
15h-17h: Follow up with candidates ("How did you feel about the interview?")
17h-18h: Report on pipeline (how many candidates at each stage?)

The Cold Outreach Reality

You message someone on LinkedIn:

> "Hi, we have a great opportunity at [Startup Name]. Are you open to exploring new roles?"

Response rate: 5-10%

Among those who respond: 50% are actually interested

Among those interested: 30% will actually interview

Among those who interview: 20% will get an offer

Among those with offers: 80% will accept

So: 100 outreaches → 5 hires (if lucky)

Brutal math.

The Manager Problem

Manager says: "We need great engineers!"

You find: Great engineers

Manager asks: "Why do they want so much money?"

(Because they're great.)

Manager: "Let's keep looking"

(You won't find cheaper great engineers.)

The Candidate Experience

Candidate applies.

You screen and like them.

Manager is busy, interview takes 2 weeks to schedule.

Candidate gets bored.

Candidate takes another job.

You: "We lost another good one"

The Ghosting

Candidate stops responding after first interview.

You: "What happened?"

Reality: They got another job offer. Or it didn't feel right. Or they're just not interested.

Candidate: Silence.

You: Chase them for 2 weeks.

Result: Nothing.

The Offer Negotiation

Candidate asks for 50k€.

Manager wants to pay 40k€.

You're caught in the middle.

You relay: "Can you do 45k€?"

Candidate: "No, 50k€"

Manager: "Walk away"

Candidate takes job at competitor for 52k€.

After 18 Months

Best Case:
- You've hired 20-30 people
- Recruitment process is streamlined
- You've learned recruitment
- You might move to a more senior role (or HR)

Realistic Case:
- You've hired 10-15 people
- Recruitment is still chaotic
- You're somewhat burned out
- But you've learned a ton

Worst Case:
- You're drowning in administrative work
- Not enough candidates in pipeline
- Company wants to accelerate hiring
- You can't keep up

The Emotional Toll

You get to know candidates.

Some are cool. You'd hang out with them.

But the manager says no.

So they go elsewhere.

And you feel for them.

It's a strange job, emotionally.

Why It's Hard

Recruitment is sales.

But instead of selling a product, you're selling a job.

And you represent the startup.

If candidates have a bad experience, they'll tell people.

Your reputation is on the line.

(Kinda.)

The Advice

If you like: People, sales, matchmaking:
Maybe yes.

If you want: Stable, predictable work:
No.

Recruitment is chaotic.

It's high-touch, relationship-based work.

And it requires persistence.

But if you like people and problem-solving?

It could be interesting.

Recruitment Coordinator: Trouver Les Gens Avant Qu'Ils Trouvent Un Meilleur Travail