Senior Manager, Talent & People Operations, Claude Corps

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