About the Company
Wynisco runs a managed job-search program for tech candidates in the US market. Once a candidate enrolls, we build their resume, put a pod of consultants behind them doing outreach and applications from their mailbox, prep them through interviews, and take a success fee when they get placed. Our revenue is on the back end — we get paid when the candidate gets a job. That makes candidate success a revenue function, not a support function.
About the Role
You own a book of enrolled candidates from the day their resume session ends to the day they're placed. You are their single point of contact for the entire program: you set expectations, keep them active, unblock them, prep them for interviews, and escalate inside Wynisco when a pod isn't delivering. This is not a ticket queue. Candidates are anxious, on visa clocks, and often coming off a layoff. Your job is to keep a stressed adult moving through a 3–9 month search without dropping out, and to make sure the machine behind them is actually working.
Responsibilities
- Own the candidate relationship end to end
- Take handoff after the resume session; set up the candidate's WhatsApp group and run the kickoff call
- Be the POC for every question — resume changes, mailbox setup, application volume, interview scheduling, offer decisions
- Hold a weekly cadence per active candidate; know every candidate in your book by name and by stage without opening a dashboard
- Drive the candidate to launch
- Chase the pre-launch blockers that stall candidates for weeks: resume formatting sign-off, mailbox connection, LinkedIn/profile readiness
- Work with pod leads to get candidates through the marketing gate fast — time-to-launch is your number
- Keep candidates active post-launch
- Monitor outreach and application volume against what was promised; flag underperforming pods to the pod manager with evidence, not vibes
- Run interview prep: mock rounds, JD walkthroughs, feedback loops after every real interview
- Coach on offer evaluation and negotiation; make sure declared placements get reported and verified
- Protect revenue
- Spot disengagement early (stopped replying, ghosting interviews, self-searching in parallel) and intervene before it becomes a refund or settlement request
- Handle escalations, contract questions, and settlement conversations with the billing and onboarding leads — calmly and factually
- Feed recurring failure patterns back into ops so we fix the system, not just the account
- Make the ops machine better
- Keep candidate records, lifecycle stages, and notes accurate in the internal platform — ops decisions downstream depend on your data
- Contribute playbooks: the interview-prep checklist, the candidate went quiet sequence, the offer-stage script
Qualifications
- 3–6 years in customer success, account management, student success, staffing/recruiting delivery, or high-touch client ops
- Carried a book of 30+ relationships at once and hit retention or conversion targets on it
- Comfortable with hard conversations: missed expectations, refund asks, a candidate blaming you for a market they can't control
- Strong written English and a clear phone/video presence — most of your day is calls and WhatsApp
- Works in IN time-zone overlap; understands US tech hiring (roles, interview loops, recruiter behavior, contract vs full-time, basic visa literacy — OPT/CPT/H-1B/GC)
- Organized without being told how: you build your own follow-up system and nothing falls through
Required Skills
- Worked in staffing, EdTech, bootcamps, or a placement-guarantee business
- Ran interview prep or career coaching directly
- Comfortable in an internal ops tool + spreadsheets; can pull your own numbers instead of asking for a report
Preferred Skills
- Not a fit if you want a scripted support role with an SLA and a macro library
- You need the process to already exist before you can operate
- You go quiet when a customer is upset
How we will measure you
- Time-to-launch — resume-session complete → marketing launch
- Active rate — % of your book engaged (responding, interviewing) in the last 14 days
- Interview-to-placement conversion on your book
- Placement rate within program window
- Refund / settlement rate — the number you're paid to keep low
- Candidate satisfaction at 30 days and at placement
First 90 days: month 1 shadow + take over 10 candidates; month 2 full book; month 3 own your metrics and ship one playbook improvement.
Equal Opportunity Statement
You'll see the direct line between your work and someone landing a job. Small ops team, no layers, decisions made in a day. The platform is built in-house and the team ships what you ask for — if your workflow is broken, it gets fixed, not filed.
