Senior Manager, Talent & People Operations, Claude Corps

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