Experience Coordinator (Part-Time | Fully Remote| Only For Candidates From Argentina)

Experience Coordinator Monthly Compensation: $700-$1200 Time Commitment : 4 hours/ per day (5 days a week) Only for candidates based in Argentina WHAT WE’RE LOOKING FOR Bachelor’s degree or equivalent professional experience Minimum 1 year of relevant experience in program coordination, customer success, education operations, community management, or experiential learning Strong written and spoken English Comfortable communicating with learners and mentors in real time Organised and proactive Able to manage multiple workstreams without things slipping Based in a location that can comfortably support a fixed four-hour daily shift overlapping US Eastern Time (either 9am to 1pm ET or 1pm to 5pm ET) Interested in a part-time role with a defined growth path into Senior Coordinator and Lead THE ROLE Excelerate needs Coordinators who treat every cohort like it is the only one. You will be the person learners trust, the person mentors rely on, and the person who makes sure the program lives up to its promise, every session, every week, every cohort. The Experience Coordinator owns the day-to-day delivery of one active cohort. You are the operational heartbeat of that cohort: making sure sessions happen, learners are supported, content lands, and the program runs to plan. This is a part-time role: four hours each day in a fixed shift agreed at offer. WHAT THIS ROLE IS NOT This is not a remote admin role. It is not just sending calendar invites and chasing attendance. You will own outcomes for your cohorts: completion rates, learner satisfaction, and the experience itself. If you want to push tasks around a board, this is not the right fit. If you want to own how a group of learners experiences a program from start to finish, it is. TEAM STRUCTURE During Phase 1, you report to the Director of Growth and Strategy alongside two other Coordinators. From Phase 2 onward, you report to the Senior Coordinator (and eventually the Experiential Program Delivery Lead). You work closely with mentors and facilitators, the Content team, and the learners themselves. You typically own one active cohort at a time, working a fixed four-hour shift each day (either morning or afternoon US Eastern). For larger or higher-touch cohorts, you may pair with another Coordinator on the opposing shift to extend live coverage across the US business day. DECISION AUTHORITYDecide Alone Day-to-day cohort logistics Learner communication Scheduling adjustments Routine issue resolution within your cohort Escalate to Lead Quality concerns Mentor availability conflicts Repeated learner issues Anything that affects more than one cohort Lead Decides Cohort design changes Mentor selection Platform changes Decisions affecting program standards CORE RESPONSIBILITIES Your role is organised into three clusters. Each cluster has a clear purpose. Your job is to own the outcome in each one, not just complete the tasks. CLUSTER 1 — Run the Cohort End-to-end execution of your assigned cohorts, from kickoff to graduation. The experience your learners have is the experience you have built. Cohort Setup and Kickoff Prepare every cohort before it starts: schedule confirmed, mentors briefed, platform ready, communications drafted. Run a kickoff that sets the tone: clear, energetic, and structured. Make sure every learner knows how the cohort will work in their first session. Session and Mentor Logistics Confirm every live session 48 hours in advance: mentor, platform link, materials, and learner reminders. Be on every session in a support capacity: handle tech issues, late arrivals, and Q&A logistics. Reschedule cleanly when life happens. No surprises for learners. Learner Communication Be the named contact for every learner in your cohort. Respond to learner messages within your same shift on business days. Out-of-shift messages get a response on your next shift, never longer. Send weekly cohort updates that learners actually want to read. CLUSTER 2 — Champion the Experience You own how your cohort feels. A well-run cohort completes. A great cohort completes and refers others. Your job is to make every cohort the second kind. Engagement and Retention Track attendance and engagement weekly. Flag any learner falling behind early. Reach out personally to at-risk learners with a real conversation, not a templated nudge. Celebrate progress visibly. Make finishing a cohort feel like an achievement. Quality at Touchpoints Audit every learner-facing communication before it goes out: clarity, tone, and accuracy. Sit in on every mentor session and flag quality issues to the Lead the same day. Personally read every feedback form. Surface patterns to the Lead in your weekly check-in. Outcomes and Offboarding Run structured offboarding: feedback collection, certification, and alumni transition. Capture learner outcomes (what they built, what they learnt, where they went next) and feed them back to the Lead. Stay in touch with alumni from your cohorts. They are your best source of fu