About this role.
CodePath is seeking a senior Talent Acquisition leader to design and own the company-wide recruiting strategy during a period of rapid growth. Reporting to the Head of People, this person will build the TA organization, establish scalable hiring processes, improve funnel performance, and manage recruiting budgets, tools, and vendors. The role requires hands-on leadership across technical and non-technical hiring, executive partnership, employer branding, and data-driven workforce planning. Success is measured by stronger candidate pipelines, calibrated interview systems, reduced time to hire, trained interviewers, and a scalable recruiting function. This US-remote role is positioned as a high-urgency, high-autonomy opportunity within an AI-focused education organization.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
5/5Pace & Pressure
5/5Autonomy Level
5/5Communication Load
5/5Salary analysis
Estimated compensation compared with the broader US market for similar roles.
Core skills
Skills and capabilities most closely associated with this opportunity.
Sample interview questions
I would map each active and recent requisition from intake through acceptance, establish baseline conversion rates and cycle times by function, and interview hiring managers, recruiters, and recent candidates. I would identify the highest-impact constraints, such as weak sourcing volume, unclear role definitions, inconsistent interviewer calibration, or delayed feedback. I would then publish a prioritized 30-, 60-, and 90-day operating plan with owners, targets, and a recurring executive review cadence.
I start with a demand plan that forecasts expected openings by function, seniority, geography, and quarter, then translate that plan into recruiter and sourcer capacity requirements. I define clear role ownership, standardize intake and pipeline-review rhythms, and hire leaders who can develop specialized recruiting capability. I monitor requisition load, quality-of-slate metrics, and conversion rates so staffing changes are proactive rather than a reaction to missed hiring goals.
I align stakeholders on a written success profile and define which interview stages produce the evidence needed to make a confident decision. Rather than simply removing steps, I eliminate redundant or low-signal activity, train interviewers on structured evaluation, and enforce timely scorecards. This shortens cycle time while protecting the quality bar, because the process produces clearer evidence earlier.
I would report hiring-plan attainment, open requisition aging, time to slate, time to hire, stage-by-stage conversion, source quality, offer acceptance, and candidate experience indicators. I would segment the data by function and seniority to reveal where constraints differ, then pair every metric with a decision, corrective action, owner, and expected outcome. For board reporting, I would focus on the hiring capacity and risks most material to company growth.
I would use AI for repeatable administrative work such as sourcing research, outreach drafting, interview scheduling support, note organization, and reporting preparation, subject to privacy and bias controls. Decisions on candidate potential, job-relevant evidence, and final selection would remain with trained human evaluators using structured rubrics. I would establish clear team guidelines, audit outputs for quality and fairness, and train recruiters and hiring managers on appropriate use cases.
CodePath is the largest educator of college computer science students in the country. We’ve trained over 40,000 students from 1,000+ universities, and our partners include Amazon, Google, and other leading technology companies. We’ve spent nearly a decade training the next generation of technical talent, and we just launched a $150M initiative with Anthropic, building one of the most ambitious AI workforce programs in the world.
We’re now expanding into new markets and scaling our team so we can move at the speed AI is transforming the workforce. People joining CodePath now will have the opportunity to help architect the next frontier of our work.
We believe technical skill is the fastest way to turn raw talent into real opportunity. We train the engineers the AI era runs on, building toward millions of learners, hundreds of millions in revenue, and billions in economic impact. If you want to own something and be part of a 0-to-1 journey at an organization moving at the speed of AI, this is the place to build it.
About the Role
Team: People
Reports to: Head of People
Location: Remote (US)
Type: Full-time
Compensation: $175,000 – $200,000
Why This Role, Now
CodePath is hiring across product, engineering, growth, curriculum, and revenue at the same time, and the quality of every one of those hires runs through Talent Acquisition. We have proven we can generate demand. Our next challenge is building a hiring engine that reliably turns that demand into great hires: a clear bar at every stage, enough qualified candidates in every pipeline, and a team equipped to move quickly without lowering the standard.
This is the senior leader who owns that engine. You will define CodePath’s talent acquisition strategy, build and scale the team that runs it, and sit at the table with our senior leadership on the decisions that shape the company. You will report to the Head of People and own recruiting outcomes across the organization.
What You Will Own
The talent acquisition strategy. You set the vision for how CodePath attracts, evaluates, and hires talent, and you translate the company’s growth plans into a workforce and hiring plan the organization can execute against.
Pipeline and throughput at scale. You are accountable for the volume and quality of candidates across every open role. Every search reaches a strong slate of finalists, sourced and inbound work together, and no role stalls for lack of qualified candidates.
Build a team that scales. You will grow talent acquisition from a lean team into a function built for scale. You decide the shape of the org, hire and develop the recruiters, sourcers, and managers who run day-to-day recruiting, and size capacity to the hiring load rather than react to it. You set the operating rhythm that keeps hiring on track as the team grows.
The hiring system. You own the process end to end: the rubrics, the interview stages, the scorecards, and the gates that decide who advances. You make sure every stage produces real signal, so that decisions are trustworthy before we ask them to be fast.
Employer brand and market presence. You own how CodePath shows up to candidates. You build the brand and the always-on talent pools that bring strong people to us, so the function does not run on outbound alone.
The executive partnership and the numbers. You partner directly with the senior leadership team and hiring managers on role definition, calibration, and decisions. You own the recruiting narrative to executives and the board, pairing the numbers with the action being taken and the next step. You also own TA’s budget, tooling, and vendor strategy.
What Success Looks Like in Your First Year
In your first 30 days, you will map the funnel end to end, meet every hiring manager and senior leader, and put a diagnosis and a plan on the table: where signal and volume break down, and exactly how you will fix each.
By 90 days, every stage carries a defined purpose and a hard bar, interviewers are trained and cannot interview until they are, hiring managers are on a cadence they do not get to skip, and your team plan is approved with hiring underway.
By the end of your first year, every open role runs with a full slate of strong finalists, time to hire drops because the process makes good decisions the first time, employer brand pulls qualified candidates to us instead of us chasing them, and CodePath has a talent function that scales ahead of the company’s growth instead of racing to catch up.
Who You Are
- You have 10 or more years in talent acquisition, including experience leading the function through a period of real growth.
- You have built or rebuilt a hiring function, not just run one. You can point to the strategy you set, the process you changed, and the outcomes both produced.
- You lead with data. You know your funnel math, you can name your conversion rates by stage, and you use them to decide where to invest and how to size the team.
- You hold a high bar on quality and can defend it under pressure to move faster. You understand that compressing a process that is not yet producing good signal only reaches bad decisions sooner.
- You have built and scaled a recruiting team, not just managed one. You have hired recruiters and managers, designed the org, and grown headcount to match a rising hiring load.
- You are credible with executives and the board. You can push back with respect, hold the line on process, and keep senior stakeholders aligned on a shared bar.
- You use AI as a genuine multiplier on the mechanical parts of recruiting, and you have a clear point of view on where human judgment has to stay in the loop.
- “You are hands-on today. Your recent work has you inside a team, personally owning outcomes, not primarily advisory, fractional, or consulting engagements you hand off to someone else to run.”
- “You bring visible urgency to this work. You want to get in and personally fix what is broken in the first 90 days, not just describe what you would advise someone else to do.”
Nice to Have
- Experience owning talent across technical and non-technical functions at once (engineering, product, growth, operations).
- Fluency with Greenhouse, Gem, and LinkedIn Recruiter, and a track record of choosing and running the TA tool stack.
- Experience in a high-growth startup or a mission-driven organization.
- A history of building employer brand and always-on talent pools that draw candidates in.
How We Work
We recruit AI-first. AI clears the busywork so that human judgment on candidates gets more attention, not less. We expect you to set the standard for how the team uses these tools, and to have a clear view on where they help and where they do not belong. We value leaders who adopt new tools because they want to work better, not because someone told them to.
Why Join
You will own and build a function, with the mandate and the executive support to do it right. Your work will directly determine the caliber of people who carry CodePath’s mission forward, which means it directly determines how many students reach a career in tech that would otherwise have been out of reach.
Compensation
CodePath standardizes salaries by level, no matter where you live. Salary within this band is determined by the relevant experience and skills you demonstrate through our interview process.
Full-Time Employee Benefits
This is a 100% remote position, work from anywhere in the U.S. CodePath prioritizes employee well-being with a competitive benefits package to support your health, financial security, and work-life balance.
- 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 to 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
Pay range
$175,000—$200,000 USD
Upload your resume now
- To unlock remote work opportunities and be discovered by global employers.
This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content.
