Turn a pile of applicants
into a process everyone trusts.

Who decides what; the requisition and the intake brief; the funnel and its four numbers; the applicant tracking system; protected characteristics and the questions you never ask; consent and identity documents; the ten written lines; HR work in Nigeria and CIPM.

• Recruiter, coordinator, hiring manager, HR generalist, agency and RPO: who decides what
• The requisition: how a role is born and what the intake brief must contain
• Protected characteristics in US hiring and the questions you never ask or record
• HR work in Nigeria: the HR/admin officer, the recruitment officer, and where a coordinator fits in a Lagos company

Job boards, referrals and the ATS database; writing a job post; pay transparency and salary-history bans; Boolean search; must-haves and knockouts; the ninety-second CV read; the knockout email; sourcing in Nigeria; NYSC and entry-level hiring.

• Writing a job post that the right people apply to and the wrong people skip
• The résumé read: what you look for in ninety seconds, and what you ignore by rule
• The knockout email: declining kindly, quickly and consistently
• Sourcing in Nigeria: Jobberman, LinkedIn, WhatsApp groups, referrals and walk-ins, and what each brings

What a coordinator's screen is for; the structured screen; asking about availability and pay without advising; the screen summary; confirmation, update, decline, offer; the silent and the angry candidate; escalating to the recruiter; screening in Nigeria; WhatsApp versus email.

• The structured screen: the same questions, in the same order, scored the same way
• Writing the screen summary the recruiter will act on
• The candidate who gives you information you must not record
• Writing to Nigerian candidates: WhatsApp versus email, formality, and the confirmation that stops no-shows

Scheduling across US time zones; panel interviews; reschedules and no-shows; the intake meeting; the weekly pipeline update; feedback the same day; interview kits and scorecards; accommodation requests; interviews in Nigeria; the Labour Act basics you recognise.

• Scheduling across US time zones, with the Nigerian coordinator's own day in mind
• The weekly pipeline update: three facts, two questions, one flag
• Accommodation requests and how they are handled, without asking why
• The Labour Act basics a coordinator should recognise: contracts, probation, hours, leave, termination notice, and where the line to the lawyer is

From decision to offer letter; the counter; background checks and written consent; reference checks; adverse findings; work authorisation and the I-9 a remote coordinator cannot examine; contractors versus employees; Nigerian offer letters and the onboarding file.

• From decision to offer letter: who approves, who sends, what the coordinator prepares
• Reference checks: who, how many, what is asked, what is recorded
• Adverse findings: what the coordinator does, and never decides
• Nigerian offer letters and contracts: what they contain, probation, confirmation, and the signatures

Day one, week one, month one; equipment and access; the 30-day check-in; the employee file and who may see it; changes and the paperwork trail; leave records; the HRIS; the handbook; complaints you receive and route; offboarding; HR records and payroll inputs in Nigeria.

• The employee file: what is in it, who may see it, how long it is kept
• Harassment and complaint procedures: what the coordinator receives, records and escalates, never investigates
• Offboarding: exit paperwork, access removal, equipment, the exit interview you schedule but do not conduct
• Payroll inputs for a Nigerian company: attendance, overtime, deductions, sent to the payroll provider on time

Equal opportunity every day; reasonable accommodation; the questions that must not be asked; recordkeeping; where data leaks; requests for information; a breach; being asked to post a fake role or skip consent; fraud signs; fair hiring and data protection in Nigeria.

• Age, disability, pregnancy, religion and the questions that must not be asked in any form
• Being asked to do something wrong: post a fake role, hide a candidate, backdate a form, skip consent
• Fraud signs a coordinator sees first: fake credentials, identity mismatches, ghost employees on the payroll inputs
• Data protection in Nigeria: the NDPA in plain words, the Nigeria Data Protection Commission's guidance on HR files and consent, and what a coordinator keeps, shares and deletes

A weekly rhythm for eight open roles; priorities; reporting up; the tools of the trade including AI screening tools and what the law asks of employers who use them; mock questions; the capstone; what "certified" means in HR; your profile in two lanes; the first thirty days on a real desk.

• A weekly rhythm for eight open roles across two clients
• What "certified" means in HR: SHRM, HRCI, CIPM, and what an Academy certificate is and is not
• Your profile in two lanes: the US remote coordinator and the Nigerian HR officer, honestly described
• The first thirty days on a real desk, in Denver or in Lagos

Timed shifts on both desks: Keystone's pipeline moves, Adaora Foods' managing director sends a referral, a scorecard goes missing, a candidate goes quiet after accepting, and the system of record must reflect the truth by the end of each shift.

More shifts including a request that must be refused with the script and the record, a complaint that must be routed and never discussed, an onboarding week with a missing document, and a tutor-marked capstone. Passing needs zero critical errors.