[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![Legion logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/99d2bb45-221-1.jpg)](https://jobicy.com/company/legion.md)Remote opportunity at[Legion](https://jobicy.com/company/legion.md) # Recruiting Sourcer & Coordinator – Contractor Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/legion.md)Share14 Sep 2026Published43Listing views2Application actions14 Oct 2026Apply before Opportunity details ## About this role. AI SummaryThis is a three-month, full-time recruiting operations contract supporting priority leadership and go-to-market searches. The role combines proactive candidate sourcing, inbound applicant screening, interview scheduling, candidate communications, and Greenhouse data management. It requires at least three years of recruiting coordination, sourcing, or recruiting operations experience, along with strong LinkedIn Recruiter and ATS capability. Success depends on independently managing multiple requisitions, maintaining a polished candidate experience, and moving quickly in an ambiguous, deadline-driven environment. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 3/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 4/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe work requires strong operational discipline across sourcing, scheduling, ATS hygiene, and stakeholder coordination, but does not indicate ownership of full-cycle recruiting strategy. The short fixed-term engagement and priority searches increase urgency and require rapid ramp-up. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianHighly competitive$77,500US market range$65k–$90k0$99k AI insightNo salary was disclosed for this role, so these figures are estimated US annualized market compensation in USD for a recruiting sourcer/coordinator with 3+ years of experience. The estimated median is $77,500, with a typical market range of $65,000 to $90,000; actual contractor pricing may be structured differently and vary by location, engagement terms, and scope. ## Core skills Skills and capabilities most closely associated with this opportunity. [Talent Sourcing](https://jobicy.com/jobs?search_keywords=Talent%20Sourcing.md)[Recruiting Coordination](https://jobicy.com/jobs?search_keywords=Recruiting%20Coordination.md)[Greenhouse ATS](https://jobicy.com/jobs?search_keywords=Greenhouse%20ATS.md)[LinkedIn Recruiter](https://jobicy.com/jobs?search_keywords=LinkedIn%20Recruiter.md)[Boolean Search](https://jobicy.com/jobs?search_keywords=Boolean%20Search.md)[Candidate Experience](https://jobicy.com/jobs?search_keywords=Candidate%20Experience.md)[Interview Scheduling](https://jobicy.com/jobs?search_keywords=Interview%20Scheduling.md)[Recruiting Operations](https://jobicy.com/jobs?search_keywords=Recruiting%20Operations.md)[Stakeholder Management](https://jobicy.com/jobs?search_keywords=Stakeholder%20Management.md) Sample interview questionsHow do you build a candidate pipeline for a new priority role?I begin by aligning with the recruiter or hiring manager on must-have qualifications, target companies, seniority, geography, and likely title variations. I then create Boolean searches, source through LinkedIn Recruiter and relevant networks, segment prospects by fit, and track outreach and outcomes in the ATS so the pipeline remains actionable. How do you keep candidate information accurate in Greenhouse? I update candidate stages, notes, disposition reasons, interview feedback status, and next steps as activity occurs rather than batching updates until later. I also use recurring audits to identify stale records, missing feedback, duplicate profiles, and requisitions that need attention. Describe how you coordinate a complex panel interview across time zones. I first confirm required interviewers, interview format, time-zone constraints, and the target decision timeline. I use shared availability and scheduling tools to propose efficient options, send clear confirmations and preparation details, then monitor attendance and follow up promptly on feedback and candidate communications. How would you approach outreach to a passive executive or go-to-market candidate? I would research the candidate's background and tailor the outreach around the specific scope, business challenge, and reasons their experience may be relevant. The message would be concise, credible, and personalized, with a clear invitation to explore the opportunity rather than an overly generic recruiting pitch. What would you do if several roles were delayed because hiring-manager feedback was overdue? I would identify the affected candidates and decision deadlines, then send concise, action-oriented reminders that make it easy for managers to provide feedback. If delays continue, I would escalate the bottleneck with clear context, propose a resolution such as a short debrief, and keep candidates appropriately updated to protect their experience. RECRUITING SOURCER & COORDINATOR United States – Remote JOB OVERVIEW Employment Type: Full-time, fixed-term contract (3 months, with possibility of extension or conversion based on business need) Reports To: Sr. Director, Talent Acquisition Legion’s recruiting team is scaling to close a slate of priority leadership and go-to-market roles. We’re looking for a Recruiting Sourcer & Coordinator to join on a 3-month contract to help build the candidate pipeline and keep the recruiting process moving smoothly for our hiring managers. This is a remote role that blends proactive sourcing with day-to-day recruiting coordination, ideal for someone running a tight, well-organized interview process. You’ll work closely with our Sr. Director of Talent and Executive team to support active searches, keep our applicant tracking system (Greenhouse) clean and current, and ensure candidates have a great experience from first outreach through offer. RESPONSIBILITIES AND DUTIES * Build and manage candidate pipelines for open requisitions using LinkedIn Recruiter, Boolean search, and other sourcing tools * Conduct proactive outreach to passive candidates, tailoring messaging by role and level * Screen inbound applicants against role criteria and route qualified candidates to recruiters/hiring managers * Maintain an organized, up-to-date talent pipeline for current and future priority roles * Schedule and manage interviews across multiple time zones and calendars, including panel interviews * Own candidate communication (confirmations, reminders, and status updates) to ensure a professional, timely experience * Maintain accurate, up-to-date candidate records and requisition status in Greenhouse * Support offer logistics (scheduling debriefs, prepping offer paperwork, tracking approvals) * Flag pipeline bottlenecks or process gaps to leadership REQUIRED SKILLS AND QUALIFICATIONS * 3+ years of experience in recruiting coordination, sourcing, or a hybrid recruiting ops role * Hands-on experience with an ATS (Greenhouse strongly preferred) * Comfortable sourcing on LinkedIn Recruiter and other sourcing/search tools * Excellent written communication and scheduling/organizational skills — this role juggles multiple open reqs at once * Ability to work independently, prioritize across competing deadlines, and operate with urgency in a fast-paced environment * Comfortable with ambiguity and able to ramp quickly in a short-term engagement PREFERRED QUALIFICATIONS AND ATTRIBUTES * Prior experience recruiting for technical, sales, or executive-level roles is a plus ### ABOUT LEGION Join Legion’s mission to turn hourly jobs into good jobs. We’re a remote, mission-driven team seeking exceptional talent to propel this vision. Embrace a culture that’s collaborative, fast-paced, and entrepreneurial. With us, you’ll grow your skills, work closely with experienced executives, and contribute significantly to our mission. Legion Technologies delivers the industry’s most innovative workforce management platform. It enables businesses to maximize labor efficiency and employee engagement simultaneously. The award-winning, AI-driven Legion WFM platform is intelligent, automated, and employee-centric. It’s proven to deliver 13x ROI through schedule optimization, reduced attrition, increased productivity, and increased operational efficiency. Legion delivers cutting-edge technology in an easy-to-use platform and mobile app that employees love. If you’re ready to make an impact and grow your career, Legion is where you belong. Join us in making hourly work rewarding and fulfilling. ### BACKGROUND AND OPPORTUNITY There are almost 75 million hourly workers in the United States, representing more than half of the entire workforce. Historically, managing hourly employees has been difficult due to high attrition (average of 60%) and high replacement costs (average of $3,200 per employee in retail). The ongoing labor shortage and competition from the gig economy make it more difficult to attract and retain hourly employees. The top reasons hourly employees leave their jobs are a lack of schedule empowerment, poor communication with employers, and an inability to get paid early. Gen Z and the millennial workforce demand gig-like flexibility, modern technology, and compelling work options. Legion’s mission is to turn hourly jobs into good jobs, serving the hourly workers who make up the majority of the US workforce. We believe in empowering employees and helping employers be efficient and innovative by enabling intelligent automation powered by Legion’s Workforce Management platform to optimize labor efficiency and enhance the employee experience simultaneously. Legion WFM was built for the cloud with AI at the core and designed to handle the complexity of modern businesses and meet the needs of today’s hourly employees. Our team is comprised of dedicated individuals from all backgrounds and experiences, globally distributed across all time zones. For more information, visit[https://legion.co](https://legion.co) ### EQUAL EMPLOYMENT OPPORTUNITY Legion Technologies is proud to be an equal-opportunity employer and is committed to maintaining a diverse and inclusive work environment. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, disability, marital status, familial status, sexual orientation, pregnancy, genetic information, gender identity, gender expression, national origin, ancestry, citizenship status, veteran status, and any other legally protected status under federal, state, or local anti-discrimination laws. ### DISABILITY ACCOMMODATION For individuals with disabilities who need additional assistance at any point in the application and interview process, please email recruiting@legion.co We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates’ personal and financial information through fake interviews and offers. All Legion recruiting email communications will always come from the @[legion.co](http://legion.co) domain. Any outreach claiming to be from Legion via other sources should be ignored. If you are uncertain whether you have been contacted by an official Legion employee, reach out to recruiting@legion.co Legion is an equal opportunity employer. All applicants will be considered for employment without attention to race, religion, color, sex, sexual orientation, gender identity, age, national origin, veteran, disability status, or any other basis covered by appropriate law. ### How We Determine What We Pay As a global employer, Legion determines pay for positions using local, national, and industry-specific survey data. We evaluate external equity and the cost of labor/prevailing wage index in the relative marketplace for jobs directly comparable to jobs within our company. Our posted salary range is based on national data and may be refined for a candidate’s region/town/cost of living. For new hires, we strive to make competitive offers allowing the new employee room for future growth. Salaries will be based on the applicant’s location, level of experience, education, and specialized knowledge and skills. Additionally, we consider the external market rate, the amount we have budgeted internally, and internal equity within the company for the same position. An employee/candidate with a stronger skill set will receive higher pay. ### Job Applicant Privacy Policy This Job Applicant Privacy Policy (“Policy”) describes how Legion Technologies, Inc. (“Legion”, “we”, “us” and “our”) collects, uses, and discloses “personal information” as defined under California law from and about job applicants who are residents of California. This Policy does not apply to our handling of data gathered about you in your role as a user of our consumer-facing services. When you interact with us as in that role, the [Legion Privacy Policy](https://legion.co/privacy-policy/) applies. * Types of Personal Information We Handle We collect, store, and use various types of personal information through the application and recruitment process. We collect such information either directly from you or (where applicable) from another person or entity, such as an employment agency or consultancy, background check provider, or other referral sources. This information includes: Identification and contact information, and related identifiers such as full name, date and place of birth, citizenship and permanent residence, home and business addresses, telephone numbers, email addresses, and such information about your beneficiaries or emergency contacts. * Professional or employment-related information, including: Recruitment, employment, or engagement information such as application forms and information included in a resume, cover letter, or otherwise provided through any application or engagement process; and copies of identification documents, such as driver’s licenses, passports, and visas; and background screening results and references. * Career information such as job titles; work history; work dates and work locations; information about skills, qualifications, experience, publications, speaking engagements, and preferences; and professional memberships * Education Information such as institutions attended, degrees, certifications, training courses, publications, and transcript information. * Legally protected classification information such as race, sex/gender, religious/ philosophical beliefs, gender identity/expression, sexual orientation, marital status, military service, nationality, ethnicity, request for family care leave, political opinions, and criminal history. * Other information such as any information you voluntarily choose to provide in connection with your job application. * How We Use Personal Information We collect, use, share, and store personal information from job applicants for our and our service providers’ business and operational purposes in the recruitment process such as: processing your application, tracking your application through the recruitment process, contacting references with your authorization, conducting background checks you authorize, and making hiring decisions. We will also use job applicant information for internal analysis purposes to understand the applicants who apply and to improve our recruitment process. We may sometimes need to use applicant information for legal purposes, such as in connection with any challenges made to our hiring decisions. * With Whom We Share Personal Information We will disclose job applicant personal information to the following types of entities or in the following circumstances (where applicable): Internally: to other Legion personnel involved in the recruiting and hiring process. * Vendors: such as technology service providers, travel management providers, human resources suppliers, background check companies, and employment agencies or recruiters, where applicable. * Legal Compliance: when required to do so by law, regulation, or court order or in response to a request for assistance by the police or other law enforcement agency. * Litigation Purposes: to seek legal advice from our external lawyers or in connection with litigation with a third party. * Business Transaction Purposes: in connection with the sale, purchase, or merger. * How to Contact Us About this Policy – If you have any questions about this Policy, please contact [privacy@legion.co](mailto:privacy@legion.co). Show more [Apply now >](https://jobicy.com/jobs/153203-recruiting-sourcer-coordinator-contractor.md) > Annual salary information is not provided for this position. 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