Director, Early Talent, Claude Corps

CodePath is the largest educator of college computer science students in the country. We've trained over 50,000 students from more than 1,000 universities. Our partners include Amazon, Google, and other leading technology companies. After nearly a decade of training technical talent, we launched a $150M initiative with Anthropic to prepare people for careers in AI.

We're expanding into new markets and growing our team as AI changes the workforce. People joining CodePath now will help shape this next stage of our work.

We believe technical skills create opportunities. Our goal is to train millions of learners and create lasting economic impact. If you want to build something new, take ownership, and see the results of your work, this is a place to do it.

Role Details

Location: Remote (US)

Role Type: Full-Time

Reporting to: Head of People

Compensation: $165,000 - $195,000

About Claude Corps

Claude Corps is a fellowship that places early-career talent in nonprofits, government agencies, and public-interest organizations to build AI solutions those organizations can continue using after the fellowship ends. It is a partnership between Anthropic, CodePath, and Social Finance. Fellows are full-time employees for a one-year term.

Each cohort is larger than the last, and every candidate deserves a process that feels organized, responsive, and human. That’s where you come in.

About the role

You’ll own recruiting and selection for Claude Corps, from finding candidates through accepted offers and the handoff to the teams responsible for onboarding and program delivery.

You set the recruiting plan for each cohort: how many fellows we need, when we need them, where we’ll find them, and how we’ll select them. You lead the team that makes it happen, hold the bar for who moves forward, and answer for hiring results to CodePath leadership and our partners.

You’ll partner across Marketing, Anthropic, the Claude Corps program team, and the AI Practice Leads, use data to guide decisions, and use AI to reduce repetitive work.

Key Activities

Set the plan and own the numbers

Build the recruiting plan for each cohort, covering fellows needed, timeline, sourcing, selection, staffing, and tools Own the hiring forecast from application volume to accepted offers, with one weekly view of progress and risks Adjust the plan as results come in and bring clear recommendations to leadership and partners Keep program leadership and partners aligned on sourcing, selection, staffing, and progress toward hiring goals

Run selection

Manage selection from application review through accepted offer, using the program’s eligibility requirements and evaluation criteria Train screeners and interviewers to apply the same standards as volume grows Use hiring results to sharpen screening questions, review guidance, and interviews Give candidates clear expectations, timely updates, and consistent follow-through from first contact to offer acceptance

Lead and grow the team

Lead the Senior Manager, recruiters, screeners, and coordinator Set weekly priorities, shift work as deadlines tighten, and coach the team to the hiring standard Develop leaders within the team and plan staffing for each cohort Help the whole team use AI well in daily work, keeping people responsible for decisions that need judgment

Partner across the program

Work with Marketing on application volume and quality targets and on which sources produce qualified candidates Set clear recruiting steps, response times, and handoffs with program partners and the onboarding team Build processes that let the team handle larger cohorts with the same quality

Requirements

You have led early-talent or high-volume recruiting at scale, owning the hiring plan, candidate pipeline, team, and results You can work backward from a hiring goal, track how candidates move through each stage, plan staffing, and explain why results differ from the plan You ha...