Responsibilities
Build and run the cross-team planning and operating cadence for recruiting technology: a shared roadmap, clear DRIs, sequenced dependencies, and a single source of truth on priorities and status for Recruiting leadership
Drive the highest-priority cross-team programs end to end, from scoping and tradeoff decisions through delivery, across teams that don't share a reporting line
Lead the technical interconnection work: integration across third-party platforms, internal custom tooling, and the data and analytics layer so information flows cleanly end to end
Partner with engineering and AI teams to bring Claude deeper into the recruiting workflow, balancing speed of adoption with the controls and human-in-the-loop design that make it trustworthy
Connect recruiting to company-wide planning: build the link to roadmaps across the business so headcount needs are visible early and recruiting can staff proactively
Own build-vs-buy and vendor evaluations where they cross team boundaries, including the security, contract, and integration tradeoffs that come with them
Establish the program infrastructure: governance, status reporting, risk tracking, and the escalation paths that let leadership make tradeoffs quickly
Help define the durable model for TPM support in the People organization, including scope, headcount, and reporting structure
You may be a good fit if you
Have 6+ years of technical program management experience, with a track record of building cross-functional programs from scratch in ambiguous environments
Have driven planning and execution across teams that don't share a reporting line, and are comfortable influencing without authority
Have technical depth in systems integration: APIs, data flows between SaaS platforms, and the tradeoffs between configuring third-party tools and building custom
Have worked with or close to recruiting, people, or HR technology and understand how an ATS, HRIS, scheduling, and analytics stack fit together
Can build trust with engineers, recruiters, analysts, and executives, and translate between them
Are genuinely excited about using AI to change how a core business function works, and curious about what recruiting looks like when frontier AI is in the loop on every step
Thrive when the role itself is still being defined and see shaping it as part of the job
Strong candidates may also have
Background in recruiting operations, people analytics, or HR tech product management
Experience integrating AI or LLM-based tooling into operational workflows
Familiarity with headcount planning, workforce planning, or connecting business roadmaps to hiring plans
Experience teaching partner teams how to work with technical program management when the function is new to them
Deadline to Apply: None, applications will be received on a rolling basis.
The annual compensation range for this role is listed below.
For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role.
Annual Salary
$290,000—$365,000 USD
Logistics
Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience
Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience
Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position
Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.
Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.
For roles performing work in California: We will consider for employment all qualified applicants, including those with arrest or conviction records or criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the San Francisco Fair Chance Ordinance, the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.
We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work. We think AI systems like the ones we're building have enormous social and ethical implications. We think this makes representation even more important, and we strive to include a range of diverse perspectives on our team.
Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information before your first day. If you're ever unsure about a communication, don't click any links—visit anthropic.com/careers directly for confirmed position openings.
How we're different
We believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact — advancing our long-term goals of steerable, trustworthy AI — rather than work on smaller and more specific puzzles. We view AI research as an empirical science, which has as much in common with physics and biology as with traditional efforts in computer science. We're an extremely collaborative group, and we host frequent research discussions to ensure that we are pursuing the highest-impact work at any given time. As such, we greatly value communication skills.
The easiest way to understand our research directions is to read our recent research. This research continues many of the directions our team worked on prior to Anthropic, including: GPT-3, Circuit-Based Interpretability, Multimodal Neurons, Scaling Laws, AI & Compute, Concrete Problems in AI Safety, and Learning from Human Preferences.
Come work with us!
Anthropic is a public benefit corporation headquartered in San Francisco. We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues. Guidance on Candidates' AI Usage: Learn about our policy for using AI in our application process.
