Senior Manager, Recruiting, Claude Corps

CodePath is the largest educator of college computer science students in the country. We've trained over 50,000 students from more than 1,000 universities. Our partners include Amazon, Google, and other leading technology companies. After nearly a decade of training technical talent, we launched a $150M initiative with Anthropic to prepare people for careers in AI. We're expanding into new markets and growing our team as AI changes the workforce. People joining CodePath now will help shape this next stage of our work. We believe technical skills create opportunities. Our goal is to train millions of learners and create lasting economic impact. If you want to build something new, take ownership, and see the results of your work, this is a place to do it. About the Role Location: Remote (U.S.) Role Type: Full-Time Reports To: Director, Early Talent, Claude Corps Manages: Claude Corps screeners Compensation: $110,000 to $150,000 About Claude Corps Claude Corps is a fellowship that places early-career talent in nonprofits, government agencies, and public-interest organizations to build AI solutions those organizations can continue using after the fellowship ends. It is a partnership between Anthropic, CodePath, and Social Finance. Fellows are full-time employees for a one-year term. Each cohort is larger than the last, and every candidate deserves a process that feels organized, responsive, and human. That’s where you come in. You’ll lead the Claude Corps screener team day to day. You make sure applications are reviewed, screens are completed, and every candidate decision is documented on time. The Director sets recruiting strategy and cohort hiring goals. You turn those goals into weekly targets, plan staffing, and manage the team’s work. This is a hands-on management role. You train and coach screeners, review their work, and keep selection standards consistent as volume grows. You work closely with the Director, the recruiting coordinator, and the Claude Corps program team. Key Activities Run screening delivery • Turn cohort hiring goals into weekly review and screening targets with the Director • Assign work based on volume, deadlines, and screener availability • Track outstanding reviews, screens, and decisions, and flag staffing gaps early • Deliver a steady pipeline of qualified candidates to final-round interviews Maintain clear selection standards • Train screeners on the program’s eligibility requirements, interview questions, and evaluation criteria • Make sure every decision has a completed scorecard with clear evidence • Review decisions regularly for consistency across screeners, and resolve unclear guidance • Use candidate and final-round results to sharpen screening guidance and questions Build and lead the screener team • Hire and train screeners as cohort needs grow • Set clear expectations for output, decision quality, documentation, and candidate communication • Coach screeners with regular feedback and address performance issues directly • Run weekly team meetings and keep the screener guide and process instructions current Run the operation • Keep Greenhouse reviews, stages, and scorecards complete and accurate • Give the Director weekly results, explain what’s driving changes, and recommend actions • Plan screening capacity ahead of application surges and share what results show about where more qualified applicants are needed • Use AI and automation to cut repetitive administrative work, and train screeners to check the quality of what it produces • Keep people responsible for evaluating candidates and making selection decisions Key Success Metrics • Weekly delivery: Application reviews and screens meet agreed targets, and delays and staffing gaps are flagged early • Selection