People & Operations Coordinator

Why this role matters

Bring structure to the everyday work that keeps a small team moving. Candidates should understand their next step, new colleagues should have a prepared start and project owners should know which decision is blocking progress. Coordinate handoffs carefully, keep dependable records and escalate decisions without making commitments on someone else's behalf.

A typical working day

• Review the action register, confirm owners and surface overdue decisions.
• Coordinate interviews and meetings, prepare context and record actions without distributing confidential notes widely.
• Maintain onboarding and access checklists, track approvals and follow up with responsible owners.
• Prepare a weekly summary of progress, unresolved decisions, capacity concerns and next actions.

Your responsibilities

• Coordinate approved recruitment stages, communication drafts, reviewer availability and paid-assessment logistics.
• Prepare onboarding plans, policy acknowledgements and approved access requests; assign offboarding owners.
• Maintain accurate, purpose-limited people records with appropriate access restrictions.
• Track delivery handoffs, meeting actions and specialist-engagement documentation.
• Keep useful templates current and remove duplication instead of creating unnecessary process.
• Escalate employment, legal, commercial and financial questions to founders or qualified advisers.

Ownership boundaries

Not legal counsel, a qualified accountant, unilateral hiring authority or an unrestricted administrator of every system.

What you bring

• 2+ years of relevant operations evidence, clear writing and dependable follow-through.
• Comfort with spreadsheets, shared work tools, scheduling and confidential records.
• Ability to manage priorities and escalate uncertainty early.

AI with judgment

Use approved tools for drafts and organization; do not expose applicant or staff records or automate employment decisions.

Evidence and assessment

Sanitized onboarding checklist, coordination example and a concise operational improvement.

A paid scheduling/intake exercise with a prioritization note and careful handling of fictional personal data. Agree payment and a time cap before starting. Use fictional data, no live credentials and no free production work.

How we work

Remote-first with an agreed collaboration window with the Nigeria-based team. Physical sessions require an agreed location, notice and travel arrangements; weekly office attendance is not assumed. Eligibility, engagement type and availability are confirmed individually.

The work you can shape

Practical problems, visible ownership and collaboration across product, design and operations. Together we agree a focused scope and the evidence that will show it is working.

First 30 days

1. Days 1-5: map initial owners, recurring commitments and information boundaries; agree a small priority list.
2. Days 6-15: prepare an action register and onboarding checklist, and rehearse a fictional candidate-to-interview handoff.
3. Days 16-30: run an agreed coordination cycle, close or escalate outstanding actions and present an improvement report with follow-through evidence.