Keep partner outreach, commitments, assets, referrals, and renewal dates visible in one operating system.
Role scope
Hire a Partnership Coordinator through Cherry Assistant to connect your business with valuable collaborators and expand your market reach. Our remote experts identify potential partners, negotiate favorable terms, and execute joint campaigns that align with your brand values and marketing objectives. They manage timelines, oversee deliverables, and ensure every partnership initiative runs smoothly and delivers results. Save up to 80 percent on staffing costs with a done-for-you service that drives successful brand partnerships and business growth.
What this role owns
Expected outcomes
Common tools and systems
Best fit for
Research and operating benchmark
Cherry Assistant maps this role to the closest U.S. occupational benchmark, then narrows the actual hire around workflow ownership and measurable outputs. The BLS comparison gives useful market context; it is not an offshore salary quote or a substitute for a role-specific compensation review.
Fundraisers, May 2025 national estimate.
National median for Fundraisers; offshore pricing follows a different labor market.
active-partner rate, commitment completion, partner-sourced pipeline
Commercial terms, exclusivity, legal commitments, and public claims require approval from authorized owners.
Maintain partner tiers, contacts, agreements, and activation status; Coordinate co-marketing assets, events, introductions, and deliverables; Track referred opportunities and attribution using agreed definitions; Prepare partner reviews with wins, gaps, and next commitments
Teams with enough active partners that relationship promises are becoming hard to track.
Service models
Start with the role first, then choose whether you want Cherry involved after launch, a one-time recruiting handoff, or a custom structure around a bigger rollout.
Managed hire
Best when partnership coordinator work is recurring and you want Cherry involved with payroll, onboarding, and ongoing support.
Best for
Teams that want lower management overhead after the candidate starts and prefer a recurring managed relationship.
How it differs
Cherry stays involved after launch instead of handing the hire off immediately.
Direct placement
Best when you want Cherry to source and vet partnership coordinator talent but your internal team will own payroll, management, and retention.
Best for
Teams with internal managers and a clear post-hire owner who want recruiting support without a monthly management layer.
How it differs
You pay a one-time placement fee instead of a recurring monthly managed plan.
Custom plan
Best when this partnership coordinator hire is part of a broader buildout or needs a custom structure that a standard plan does not cover.
Best for
Operators building pods, hiring across multiple functions, or combining managed hire with direct placement support.
How it differs
The scope, pricing, and support structure are custom instead of fitting one standard service path.
OUR PROCESS
Define the role, meet vetted candidates, and launch with practical onboarding support in your timezone.
We start with a focused kickoff call to align on responsibilities, goals, and the exact timezone overlap your team needs.
We recruit in South Africa. Our recruiters run multi-stage vetting and only shortlist candidates who fit your role and schedule.
You meet qualified finalists, compare strengths, and select the person who best matches your standards and culture.
We support salary calibration, onboarding setup, and handoff so your hire can start strong and work within your team's operating cadence.
As your needs grow, we help you refine scopes, add hires, and keep performance strong with timezone-aligned talent.
Next step
Share the roles you need and we will start matching you with vetted, timezone-aligned candidates.
Zero risk: You pay nothing if you do not hire.
ROLE RESOURCES
Pricing, salary benchmarks, and country comparisons to check before you commit to the hire.
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Validate the role against live pricing and support models.
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See how this role fits into broader industry-specific hiring plans.
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How role, seniority, and hiring model change the monthly cost.
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Use benchmark ranges to plan compensation and hiring-model fit.
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Compare South Africa, the Philippines, and other markets before you scope the role.
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Turn AI research into a real shortlist and hiring decision.
Explore resourceRelated context
See how teams use this role, which industries hire it, and which roles pair well with it as your team grows.
Frequently asked questions
Need more detail before you hire? Review the answers below, or browse the full FAQ.
Start with a narrow queue: maintain partner tiers, contacts, agreements, and activation status and coordinate co-marketing assets, events, introductions, and deliverables. Add the remaining scope after the manager confirms quality and escalation behavior.
Use a small scorecard built around active-partner rate, commitment completion, partner-sourced pipeline. Baseline the current process first so the team can distinguish real improvement from activity volume.
Commercial terms, exclusivity, legal commitments, and public claims require approval from authorized owners.
Next step
We can help you scope the role, choose the right hiring model, and decide whether this role should come before or after other support hires.
