About this role.
This senior HR and recruiting operations role leads the Claude Corps talent-and-people-operations pod for a rapidly scaling AI fellowship program. The manager owns high-volume early-career selection, recruiter capacity, and the employer-of-record lifecycle, including offers, onboarding, payroll, benefits, work authorization, and multi-state compliance. The role also partners with program managers on employee relations and performance matters while building repeatable operating systems for cohorts growing from 100 to potentially 10,000 fellows. Success depends on applying AI and workflow automation to reduce administrative effort without sacrificing candidate quality, employee experience, or compliance. It is a highly hands-on leadership position in an evolving, mission-driven organization.
Role DNA
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Job Complexity
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Core skills
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Sample interview questions
I would first map the end-to-end funnel, quantify volume and cycle-time constraints at each stage, and identify repetitive, rules-based work for automation. I would standardize selection rubrics, interview scheduling, candidate communications, offer generation, and reporting, while preserving human review for quality, equity, and sensitive judgment calls. I would manage weekly capacity dashboards and service-level agreements so the team can rebalance quickly during cohort peaks.
I would establish clear ownership, checklists, and controls for offers, background checks, I-9 verification, work authorization, payroll setup, benefits enrollment, and required state-specific notices. I would partner closely with payroll, benefits, legal or compliance providers, and HR coordinators to ensure each handoff is documented and auditable. I would also use exception tracking and pre-start readiness reporting to surface risks before a fellow's start date.
I use AI to accelerate structured, repeatable tasks such as drafting candidate communications, summarizing non-sensitive interview feedback, preparing onboarding packets, and identifying workflow bottlenecks. Before implementation, I define the approved use case, validate output quality, protect candidate and employee data, and set explicit human-review checkpoints. The goal is to reduce administrative load rather than delegate selection, employee-relations, or compliance judgments to automation.
I would promptly align with the program manager on the reported facts, the host context, expectations communicated to the fellow, and immediate risk. I would ensure the issue is documented consistently, meet with the fellow to understand their perspective, and determine whether coaching, a formal improvement plan, accommodation review, or escalation is appropriate. Throughout the process, I would maintain clear communication, procedural consistency, and a well-documented employment decision trail.
I set explicit deliverables, quality standards, escalation paths, and measurable weekly outcomes for each contributor. I use capacity planning to match available hours to the most important cohort deadlines, make tradeoffs visible, and regularly review where work should be automated, reassigned, or converted into additional headcount. Consistent coaching and concise operating rhythms help fractional team members stay connected to program goals and accountable for outcomes.
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
Location: Remote (U.S.)
Role Type: Full-Time
Reporting to: Head of People
Compensation: $110,000 to $150,000 per year
Manages: A pod of early-talent recruiters plus fractional HR coordination support
Key Activities
Claude Corps is a fellowship that places early-career technologists inside nonprofits, government agencies, and public-interest organizations to build AI solutions that keep working after the fellow leaves. It runs as a partnership between Anthropic, CodePath, and Social Finance, backed by a $150M initiative with Anthropic. CodePath is the Employer of Record: we own the full fellow lifecycle, from recruiting and selection through employment, onboarding, benefits, and host support.
Cohort 1 places 100 fellows. The program scales toward 1,000 fellows in year one and 10,000 by year three. This role builds the pod that makes that scale real.
Why this role, now
Claude Corps needs one person accountable for how fellows get hired and how they get employed. Not a strategic HR seat at a distance from the work, and not a recruiting manager who hands off at the offer. A pod lead, running a small team that carries both.
You’ll manage the recruiters screening early talent, and you’ll manage the fractional HR coordination support that turns an accepted offer into a real employee. Where the program touches the person, you and the Claude Corps program managers work the case together: performance concerns, employee relations, a placement that isn’t landing. You bring the process and the employment side. They bring the day-to-day context and the host relationship. Both names are on the outcome.
The math is the other half of the job. We go from 100 fellows to 1,000 to 10,000, and the pod does not grow 100x to match. A team this size clears that volume by building AI into the work: screening support, scheduling, candidate communication, onboarding packets, compliance tracking, the reporting that eats a coordinator’s week. We train people to build with AI. We expect the people running our own operations to do the same.
The pod is small in Cohort 1. It grows with the cohorts, and how much it has to grow is partly up to you.
What you will own
Lead the pod. Manage the fractional early-talent recruiters and the HR coordinators supporting Claude Corps. Set the week’s priorities, run the load-balancing when a cohort deadline compresses, coach against the bar, and grow the team’s headcount and capability as cohorts scale. Fractional support means you are explicit about what you’re buying with those hours and what falls to you.
Own screening and selection. Run the funnel from application review through offer, against the program’s selection rubric and calibration process. Keep throughput honest: the pod moves volume, and you hold the line on signal quality and candidate experience while it does.
Own the employer-of-record lifecycle. Offers and e-sign, background checks, I-9 and work authorization, payroll setup, benefits enrollment, onboarding. Fellows are CodePath employees, and the experience should feel like it. You direct this work through the fractional coordinators rather than doing all of it yourself.
Use AI to hold the ratio. Find the repetitive work in recruiting and HR ops and get it automated or AI-assisted: resume screening support, interview scheduling, candidate comms, offer and onboarding document generation, multi-state compliance tracking, cohort reporting. Judgment calls stay with humans, and you decide where that line sits. Come with a bias toward trying things, and bring the team along so the whole pod works this way, not just you.
Co-own employee relations and performance with program management. When a fellow’s performance or conduct needs attention, you and the program manager run it together. You own documentation, process, consistency, and the employment decisions that follow. The PM owns the host relationship and what’s actually happening on the ground. Escalate to the Head of People when the situation warrants it, and know where that line is.
Build the systems. Turn one-cohort processes into repeatable operations: screening workflows, HR SLAs, multi-state compliance, and clean handoffs with our program partners. Bring a point of view on what to standardize and what to leave flexible while the program is still forming
Who you are
- 5+ years across recruiting and HR or people operations, including time owning both, not just one
- You’ve managed people, and you’ve managed through others’ capacity, including contractors, shared services, or fractional support
- You’ve run high-volume or early-talent hiring, and you’ve owned HR operations (payroll, benefits, compliance, onboarding). Employer-of-record, PEO, or multi-state employment experience is a strong plus
- You already use AI in your own work and can point to something you automated or rebuilt with it. Comfort with ATS and HRIS configuration, workflow automation, and prompting is expected, not a bonus
- You’ve handled employee relations and performance conversations, and you’re steady in them
- You’re comfortable in a program that is still being built. You bring structure without waiting for someone else to hand it to you
- You hold a high bar on quality and candidate experience at the same time
- You communicate directly and work well across partner organizations with different systems and cultures
- You care about the mission: expanding who gets to build with AI, and doing right by the people you employ
What success looks like
- Each cohort is screened and hired on time, at target size, without cutting corners on signal quality
- The employment lifecycle runs cleanly: offers, onboarding, payroll, and benefits land on time and compliant across every state we hire in
- Cost and hours per fellow hired and onboarded drop cohort over cohort, because the work got automated and not because the team absorbed it
- Performance and ER issues get handled early, documented consistently, and resolved with the program manager rather than around them
- The pod grows in capability and ownership as the program scales, and the fractional support model either scales with it or you make the case for what replaces it
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 – 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
$110,000—$150,000 USD
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