1) Coaching, advising, begging the Co -coordinator to see that s/he and you need to work as allies to make sure the partner and her firm do NOT lose this great talent. So try to shift it from "you vs her/him", to "you and her vs the competing firms"
2) Consult with her to " allow" you to speak to the partner. Acknowledge he /she is busy but that securing great talent is key to the firm and that the partner will thank the coordinator in the end if the best person is hired
3) if all else fails, bypass the coordinator, but be prepared for the relationship to break down…
xecutives and internal stakeholders coordinated, standardized and prioritized. This does that automatically and captures it all in an internal system, so rates aside, it basically automates a completely frustrating, completely manual process and eliminates the need for a $2/hr person entirely. I think that it's definitely worth the salary of the average recruitment coordinator who spends almost all their time handling scheduling or frees up that headcount for more strategic, value added activities like sourcing, screening and branding, among other things.
I was a skeptic, too, but seriously, it's been way too long for someone to step in where Tungle.me left off and do so on an enterprise level - scheduling sucks, but this makes it as automated as acknowledging receipt of an application in an ATS - and eliminates one of the more frustrating realities of recruiting.…