Director, Early Talent, Claude Corps - CodePath

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.

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 have built new candidate pipelines and partnerships, and you can show which sources led to hires
• You have built and led a team, including managing managers
• You have improved selection processes, trained interviewers to apply consistent standards, and used recruiting tools and AI to handle more hiring while maintaining candidate quality

Key Success Metrics

• Cohort hiring: Each cohort reaches its hiring target on time, with fellows who meet the program’s standards
• Candidate pipeline and sourcing: Applications open early, and effective candidate sources are established for every cohort
• Selection quality: Screeners apply the same criteria, and regular reviews and final-round results help the team improve
• Offer acceptance: Offers go out on time, enough candidates accept to meet cohort goals, and the onboarding team receives complete information
• Team development: Team members take on more responsibility, and managers are ready to lead as the program grows

Benefits

• Health & Wellness: Medical, dental, and vision insurance (90% employer-covered for employees and dependents), employer-funded healthcare reimbursement, FSAs, and Employee Assistance Program
• Financial Security: 401(k), employer-paid life & disability insurance, and identity theft protection
• Work-Life Balance: Generous PTO, paid holidays, 10 weeks of fully paid parental leave, and an annual year-end company closure (Dec 24 – Jan 2)
• Professional Growth: $1,000 annual professional development stipend and home office setup support
• Student Loan Forgiveness: CodePath is a qualifying employer for Public Service Loan Forgiveness (PSLF), helping employees manage student loan debt
• Additional Perks: Pet wellness plans, legal services, home/auto insurance discounts, and exclusive marketplace savings