Recruiting Operations Program Manager

Job Description

About AnthropicAnthropic’s mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems.

About the roleAnthropic is seeking strategic Recruiting Operations Specialists to design and build the systems that enable recruiting at scale. We need builders who can take our most complex recruiting infrastructure challenges from current-state to future-state—architecting solutions that balance speed with sustainability while maintaining the talent quality and human-centered practices that define us. In this role, you’ll own strategic initiatives end-to-end: diagnosing operational bottlenecks, designing scalable solutions, leading cross-functional implementations, and transitioning programs to permanent owners. You’ll work on high-impact, high-visibility projects that directly shape how Anthropic recruits globally.

This combines systems thinking, program leadership, and deep operational expertise—you’ll need to think like a strategist, execute like a program manager, and understand recruiting operations well enough to design solutions that actually work at scale. We’re hiring multiple Recruiting Operations Program Managers.

Some will focus more heavily on transformation initiatives; others will focus on planning and operations. All will need to flex across both. ResponsibilitiesOwn 2-3 quarter-long strategic programs end-to-end: scope complex problems, design solutions, lead cross-functional implementation, and establish sustainable ownership before moving to the next initiativeDefine success metrics and transition criteria upfront—what adoption, documentation, and process embedding are needed before handoffLead cross-functional teams through complex initiatives—managing dependencies, aligning stakeholders across recruiting, talent systems, candidate experience, and business partners, and driving to deliveryScope ambiguous challenges into clear plans with defined milestones, success metrics, and owner transitionsRapidly prototype and iterate based on feedback; test ideas, learn what works, and refine as you goCreate comprehensive documentation, playbooks, and training materials that enable permanent owners to sustain and evolve the work long-termManage recruiting planning cycles and operating rhythms (OKR planning, roadmap tracking, leadership reporting, hiring forecasts) that keep the recruiting function aligned and visible to leadershipPartner with recruiting leaders to translate business strategy (hiring targets, geographic expansion, talent quality standards) into operational plans and resource allocationIdentify and mitigate operational risks; surface capacity constraints and trade-offs to leadership proactivelyPartner cross-functionally to streamline processes and ensure complianceCollaborate with Candidate Experience & Programs on interview initiatives, interviewer enablement, and candidate journey improvementsWork with Talent Systems to implement and optimize recruiting tools, workflows, and automationsYou may be a good fit if youHave 6+ years of experience building systems and programs in fast-growing organizations, with demonstrated success designing solutions to complex, ambiguous problems from scratchHave strong program and project management skills—you can scope complex initiatives, manage multiple workstreams and dependencies, and drive clarity from ambiguityBring exceptional systems thinking; you see how different operational pieces connect and design holistic solutions rather than point fixesHave a track record of working across organizational silos and influencing senior leaders without direct authority—you build credibility and alignment quicklyExperience with change management initiatives at scaleDemonstrate strong written and verbal communication skills, including ability to distill complex operational challenges into clear narratives for executive audiencesThrive in ambiguity and rapid context-switching; you’re energized when the path isn’t clear yet and you have to figure it outBring genuine curiosity about how organizations scale, what makes recruiting operations work effectively, and what drives recruiting outcomesStrong Candidates May Also HaveExperience designing and implementing recruiting operations or recruiting systems in high-growth technology companies, particularly in the 500-5,000 employee rangeDemonstrated expertise with recruiting technology platforms (Greenhouse, BrightHire, Workday, etc.

) and ability to optimize workflows and integrationsBackground in management consulting, internal strategy roles, or chief of staff positions in People/Talent functionsExperience with organizational design, workforce planning, or HR transformation initiativesUnderstanding of frontier technology, AI, or the recruiting landscape for technical talent (not required, but helpful for context)Proven ability to zoom between strategic thinking and tactical execution—comfortable in both 30,000-foot problem definition and hands-on implementationKnowledge of global recruiting, employment law requirements, or international expansion considerationsThe expected base compensation for this position is below. Our total compensation package for full-time employees includes equity, benefits, and may include incentive compensation. Annual Salary:$170,000 – $220,000 USDLogisticsEducation requirements: We require at least a Bachelor’s degree in a related field or equivalent experience.

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.

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.

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