I know what a broken hiring process costs — because I've seen what happens when it doesn't work.

Recruitment Operations and Systems Specialist with nearly five years inside a global RPO company. I bring that same corporate-level structure to small and scaling businesses — without the overhead.

4+ yrs Global RPO Experience

The Background

Nearly five years running recruitment ops at a global scale.

Global RPO Company Nearly 5 years in recruitment ops

Cross-timezone coordination Healthcare and life sciences clients

Systems and automation Google Sheets, Excel, Notion, GHL

For nearly five years, I worked in recruitment operations at a global RPO company. My job wasn't to find candidates. It was to make sure everything that happened after they applied actually worked. Interview scheduling across time zones. Offer letter preparation. Preboarding coordination. Pipeline tracking. Flagging delays before they became problems.

It's one of the most common complaints on LinkedIn: candidates who made it through multiple rounds and never heard back.

Not because companies don't care, but because the coordination behind the process breaks down. Someone drops the ball. A follow-up gets missed. The system wasn't built to catch it. And that matters more than most businesses realize because those candidates aren't just numbers in a pipeline. How a company treats people during hiring says everything about how it operates, even when the culture is genuinely good.

Why Small and Scaling Businesses

The businesses that need this most are the ones nobody's building it for.

Agencies chase large contracts. Most freelancers go after premium clients with big budgets. Small and scaling businesses — the ones with 10 to 50 people who are finally starting to hire with some consistency — often get overlooked.

But they have real problems. And they deserve real solutions.

These businesses don't need an agency. They need someone who has done this at a corporate level and can bring that same structure to them, without the overhead, without the long contracts, and without the agency price tag.

That's the gap I work in.

What small businesses are dealing with right now

No real process — just a spreadsheet and good intentions

Candidates feel ghosted even when it wasn't intentional

Interview scheduling takes days of back-and-forth

Preboarding falls apart and new hires almost don't start

The team is doing recruitment admin on top of their actual jobs

Too small for an agency. Too busy to fix it themselves.

What I Actually Do

And what I don't.

I'm a Recruitment Operations and Systems Specialist. I manage the process from the moment a candidate enters your pipeline to the day they start, and I build the systems that make sure it runs consistently.

What I do

Run and build your recruitment process

Once you have strong candidates in front of you, I make sure they're followed up with, kept informed, and set up for day one.

Candidate pipeline tracking and stage updates
Interview scheduling across time zones
Offer letter preparation
Preboarding monitoring and coordination
Tracker and systems builds
SOP documentation
Follow-up automation

What I don't do

Source or recruit candidates

I don't source candidates. That's a different job and I won't pretend otherwise.

What I will do is make sure that once you have strong candidates in front of you, they're followed up with, kept informed, and set up for day one.

Because your best candidate is also interviewing elsewhere. How you treat them during the process is part of how you compete.

Your best candidate is also interviewing elsewhere. How you treat them during the process is part of how you compete. The right recruitment ops support doesn't just fill roles — it builds a reputation worth applying to.

Ready to fix your hiring process?

Let's talk about what's breaking and how to fix it. Discovery calls are free — no pitch, no pressure.

Book a Discovery Call See Services

Or email us at [email protected]

Recruitment Ops and Systems Support for Growing Businesses