Operations & Administrative Support
The roles that keep everything else moving.Hire coordinators who see what is coming.
Operations and administrative roles are the ones nobody notices until they are done badly. They are also the hardest to write a job description for, because the real requirement is judgement about what matters today, and no posting has ever captured that well.
We screen for the difference between someone who completes tasks and someone who notices the task that nobody assigned. That distinction rarely survives a resume, so we find it in conversation and reference it against how your team runs.
Titles we place
The roles this covers
Titles vary by company. If yours is not listed but the work rhymes with these, it is still worth a conversation.
- Operations Coordinator
- Administrative Assistant
- Project Coordinator
- Office Coordinator
- Logistics Coordinator
- Operations Associate
What we screen for
What good looks like in this function
Every candidate is interviewed by a person before you see them. These are the things we are actually listening for.
They hold several threads at once
These roles are interrupt-driven by nature. The question is not whether someone can focus, it is whether they can put something down, handle the interruption, and reliably pick it back up.
They notice the unassigned task
The strongest coordinators spot the gap between two people's assumptions and close it before it becomes a problem. It is the single trait that most separates a good operations hire from an average one.
They are comfortable with systems
Not expert in yours, but unbothered by learning a new one. Graduates who have wrangled a scheduling tool, a CRM, or a spreadsheet nobody documented tend to adapt quickly.
They tell you when something slipped
Every coordinator drops something eventually. What matters is whether you find out from them or from a customer.
Why early-career works here
Operations knowledge is mostly company-specific, so experience elsewhere transfers less than people expect. What does transfer is temperament, and that is visible early. Hiring at this level lets you build the process knowledge in-house, in someone who will still be there in three years.
Other roles we hire for
Hiring for more than one function?
Katapult places across four priority categories. The screening is the same; what we listen for changes.