PART-TIME RECRUITING COORDINATOR GCI

Security, Inc. | St. Louis, Missouri $19.00/hour + Retention Bonuses | Approximately 20 Hours/Week | Flexible Part-Time Schedule (around mandatory Monday & Friday Meetings) You Won't Be Building Our Recruiting Process. You'll Be Running It. GCI Security is hiring a Part-Time Recruiting Coordinator to manage an established recruiting pipeline for our security officer workforce. We already have the job postings, applicant tracking system, screening process, interview structure, availability tools, hiring standards, and weekly recruiting scorecard in place. What we need is someone who can own the process and run it consistently. That means reviewing applicants quickly, identifying the people worth pursuing, keeping qualified candidates moving, conducting strong interviews, maintaining accurate records, and helping us hire officers whose qualifications and availability actually solve our staffing needs. This is not a passive HR position. You will spend a significant part of your week reviewing candidates, making calls, conducting interviews, following up, making judgment calls, and keeping our recruiting pipeline moving. Just as important, we need someone who can be respectful and professional with applicants without allowing personal sympathy to override hiring standards.

Starting Pay:

$19.00/hour plus retention bonuses

Schedule:

Approximately 20 hours per week

Schedule Type:

Flexible part-time schedule with some morning availability required

Work Setting:

In-office to start, with some remote opportunities possible over time

Reports To:

Company Operations and Leadership For the right person, this position may develop into a full-time role as GCI continues to grow. What You'll Own GCI uses a defined recruiting process. Your responsibility is to manage candidates through it from initial application through hiring decision.

Our established process includes:

Reviewing new applicants for qualifications, work history, stability, communication, availability, and obvious red flags. Moving qualified applicants from Indeed into our BreezyHR screening process. Reviewing completed candidate screenings. Conducting brief phone interviews to confirm qualifications, availability, experience, reliability, transportation, pay expectations, and overall fit. Selecting qualified candidates for in-person interviews. Conducting in-person interviews focused on professionalism, communication, judgment, reliability, accountability, coachability, and fit with GCI standards. Confirming candidate availability before an offer is issued. Making hiring recommendations based on both candidate quality and actual staffing needs. Issuing approved offers and completing the recruiting handoff for onboarding. Keeping every candidate in the correct stage of BreezyHR throughout the process. You will not be expected to create a new recruiting system. You will be expected to follow the existing one, manage it well, and speak up when you see a problem or opportunity to improve it. What Success Looks Like Recruiting at GCI is measured by more than how many people accept job offers. A successful Recruiting Coordinator keeps the pipeline moving quickly while protecting the hiring standard.

You will be accountable for:

Screening new applicants promptly. Keeping every active candidate accurately documented in BreezyHR. Maintaining consistent candidate follow-up. Moving strong applicants through the process without unnecessary delays. Filtering out poor-fit candidates before they reach in-person interviews. Recruiting for the shifts and positions where GCI actually needs additional coverage. Maintaining clear communication with operations and leadership. Providing a predictable weekly recruiting update. Hiring officers who show up, perform well, meet expectations, and remain with the company. Weekly Recruiting Benchmarks Our current recruiting scorecard provides a clear framework for expected activity: 100 applicants reviewed 40 qualified applicants invited into BreezyHR 20 qualified Breezy screenings 20 phone interviews 10 completed in-person interviews Approximately 3 offers issued 2+ new hires reaching 30 days These numbers are benchmarks, not hiring quotas. We will not lower our hiring standard just to hit a number. Two strong hires are more valuable than three poor ones. Key Responsibilities Review incoming security officer applicants. Keep new applicants moving through the recruiting process quickly. Conduct candidate outreach by phone, text, email, and recruiting platforms. Review BreezyHR screening responses. Conduct structured phone interviews. Conduct professional in-person interviews. Evaluate candidates for reliability, communication, judgment, professionalism, accountability, and overall fit. Identify candidate red flags before they become hiring problems. Match candidate availability to current staffing needs. Maintain accurate candidate stages, notes, and records inside BreezyHR. Follow up consistently with qualified applicants. Coordinate interview scheduling and candidate communication. Communicate recruiting progress and hiring concerns to operations and leadership. Maintain the weekly recruiting scorecard. Track candidate movement through each stage of the pipeline. Help identify whether recruiting problems are coming from applicant volume, candidate quality, availability, licensing, pay, response rates, or another issue. Maintain GCI's hiring standards even when staffing needs are urgent. Represent GCI Security professionally during every interaction with a candidate. What You Need to Succeed This role requires someone who can combine strong people skills with organization, follow-through, and judgment.

You should be able to:

Talk comfortably with a high volume of applicants. Make phone calls without putting them off. Ask direct questions and listen closely to the answers. Recognize strong candidates as well as warning signs. Make objective hiring decisions based on evidence. Separate a likable personality from evidence of reliability, judgment, and job fit. Be comfortable telling an applicant no when they do not meet GCI's standards. Avoid allowing personal sympathy or an applicant's circumstances to override hiring requirements. Make decisions instead of allowing marginal candidates to sit indefinitely in the pipeline. Follow a defined process consistently. Keep detailed and accurate candidate records. Stay on top of follow-up without needing constant reminders. Work quickly without becoming careless. Adjust recruiting priorities when staffing needs change. Communicate clearly when you see a recruiting problem. Work independently and take ownership of your responsibilities. You should also understand an important part of this job: Our goal is not simply to hire security officers. Our goal is to hire the right officers for the staffing needs we actually have. A candidate can be a good person and still not be the right hire. Their situation may be difficult. They may really need a job. You may personally like them. That does not make them qualified to represent GCI Security. Your responsibility is to determine whether we can confidently put that person in uniform, send them to a client property, and trust them to work responsibly with limited supervision. Who We're Looking For A strong Recruiting Coordinator has good instincts with people but does not make hiring decisions based solely on whether they liked someone during an interview. We need someone who can evaluate candidates based on evidence, including: Reliability and attendance history. Stability of previous employment. Communication skills. Professionalism. Accountability for past decisions. Judgment. Ability to follow instructions. Coachability. Transportation and ability to consistently report to work. Licensing and qualifications. Availability that matches an actual staffing need. Ability to work independently without constant supervision. How the applicant handles questions about previous employers, mistakes, conflict, and responsibility. You should also be willing to disqualify candidates when the evidence points to a poor fit.

Warning signs may include:

Poor communication. Chronic job hopping without reasonable explanation. Vague availability. Lateness during the recruiting process. Missed phone interviews. Failure to complete requested steps. Poor professionalism. Blaming every previous employer. Excuses before employment even begins. Questionable judgment. Unreliable transportation. Resistance to basic company expectations. We would rather leave a position open temporarily than hire someone who is likely to become another attendance, performance, or client-service problem. Requirements High school diploma or equivalent required. Previous recruiting, interviewing, staffing, hiring, or similar experience preferred. Experience using job boards and applicant tracking systems. Comfortable spending a significant amount of time on the phone. Strong verbal and written communication skills. Strong organization and follow-up skills. Ability to maintain accurate candidate records. Ability to make sound hiring recommendations. Ability to work approximately 20 hours per week. Some morning availability required. Must be authorized to work in the United States. Preferred Qualifications Previous recruiting or staffing experience. Experience recruiting hourly or frontline employees. Experience recruiting for security, hospitality, retail, healthcare, logistics, or another high-volume service business. Experience with Indeed. Experience with BreezyHR or another applicant tracking system. Previous interviewing experience. Security industry experience. Law enforcement or military background. Experience working with staffing schedules or employee availability. Experience tracking recruiting metrics or KPIs. What We Offer $19.00/hour starting pay Retention-based recruiting bonuses Approximately 20 hours per week Flexible part-time scheduling Some remote work opportunities may become available over time Established recruiting process and tools Defined recruiting scorecard and expectations Direct access to company leadership and operations Hands-on training on GCI's recruiting and hiring standards Opportunity to build deeper recruiting, interviewing, and workforce planning experience Potential to grow into a full-time position as the company grows Opportunities for advancement within GCI You will not be handed a vague instruction to "go find people." You will have a system, recruiting tools, clear staffing priorities, defined standards, and leadership support. We will expect you to take ownership from there. About GCI Security GCI Security is a locally owned St. Louis security company providing professional security officers to residential communities, corporate offices, retail properties, industrial facilities, schools, events, and other organizations throughout the region. We believe great security starts with great people, which makes recruiting one of the most important functions in our company. Our five core values guide how we work: Professionalism. Accountability. Growth. Communication. Integrity. The Recruiting Coordinator helps protect those standards before a new employee ever works their first shift. Who This Role Is Not For This probably is not the right position if you: Want a quiet administrative job with very few phone calls. Prefer waiting for applicants instead of actively following up. Struggle to stay organized when managing many candidates at once. Avoid making decisions about candidates. Frequently let emails, calls, or follow-ups sit unanswered. Become frustrated when staffing priorities change. Need someone repeatedly reminding you what needs to be done. Have difficulty rejecting applicants who do not meet the standard. Tend to give candidates repeated chances despite clear warning signs. Make hiring decisions primarily because you like someone or feel sorry for their circumstances. Lower expectations because an open position needs to be filled quickly. Confuse being compassionate with overlooking reliability, judgment, professionalism, or accountability problems. Think getting someone to accept an offer automatically means recruiting was successful. Ready to Apply? If you like talking to people, have strong judgment, stay organized, and enjoy taking ownership of a process from beginning to end, we want to hear from you. Please submit your resume and a short note explaining any experience you have with recruiting, interviewing, staffing, security, law enforcement, military service, HR, or hiring in a service-based business. GCI Security is an equal opportunity employer. Employment decisions are based on qualifications, performance, job requirements, and business needs without unlawful discrimination.

Pay:

$19.00 - $20.00 per hour

Benefits:

Flexible schedule Application Question(s): Are you comfortable making phone calls, conducting phone screens, and interviewing candidates in person? Tell us about your experience screening, interviewing, or hiring candidates. Tell us about a time you had to fill an urgent position or solve a staffing problem quickly. What did you do? What red flags would you look for when screening a security officer candidate?

Education:

High school or equivalent (Required)

Experience:

job board posting/applicant tracking system: 1 year (Required) interviewing: 1 year (Required)

Recruiting:

2 years (Preferred)

Security/Military/Law Enforcement:

1 year (Preferred) Ability to

Commute:

St. Louis, MO 63139 (Required)

Work Location:

In person