Technical Program Manager, Recruiting Technology

About this role

<div class="content-intro"><h2><strong>About Anthropic</strong></h2> <p>Anthropic’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.</p></div><h2><strong>About the Role</strong></h2> <p>Anthropic is growing fast, and recruiting is one of the highest-leverage functions in the company. We’re constantly investing in systems and processes to support our rapid scale and enable our recruiters and hiring teams to be more efficient. The current technology stack is built and operated by several teams across third-party platform configuration, custom internal tooling, analytics and forecasting, core people systems, and an AI tooling layer. </p> <p>We're looking for a Technical Program Manager to own the planning and execution rhythm that connects these teams, drive the technical interconnection of the systems, and give Recruiting leadership a single coherent view of priorities, dependencies, and progress. </p> <p>You’ll help evolve how recruiting functions through the use of Claude, connecting that work to where the broader company is going. That includes building the bridge between recruiting and company-wide roadmap and headcount planning so we're staffing proactively rather than reacting.</p> <p>This is a first-of-its-kind role at Anthropic. It sits within the centralized Technical Program Management organization and partners directly with Recruiting and People leadership. Part of the job will be to help us figure out the right long-term model for TPM support for the People org.</p> <h2><strong>Responsibilities</strong></h2> <ul> <li>Build and run the cross-team planning and operating cadence for recruiting technology: a shared roadmap, clear DRIs, sequenced dependencies, and a single source of truth on priorities and status for Recruiting leadership</li> <li>Drive the highest-priority cross-team programs end to end, from scoping and tradeoff decisions through delivery, across teams that don't share a reporting line</li> <li>Lead the technical interconnection work: integration across third-party platforms, internal custom tooling, and the data and analytics layer so information flows cleanly end to end</li> <li>Partner with engineering and AI teams to bring Claude deeper into the recruiting workflow, balancing speed of adoption with the controls and human-in-the-loop design that make it trustworthy</li> <li>Connect recruiting to company-wide planning: build the link to roadmaps across the business so headcount needs are visible early and recruiting can staff proactively</li> <li>Own build-vs-buy and vendor evaluations where they cross team boundaries, including the security, contract, and integration tradeoffs that come with them</li> <li>Establish the program infrastructure: governance, status reporting, risk tracking, and the escalation paths that let leadership make tradeoffs quickly</li> <li>Help define the durable model for TPM support in the People organization, including scope, headcount, and reporting structure</li> </ul> <h2><strong>You may be a good fit if you</strong></h2> <ul> <li>Have 6+ years of technical program management experience, with a track record of building cross-functional programs from scratch in ambiguous environments</li> <li>Have driven planning and execution across teams that don't share a reporting line, and are comfortable influencing without authority</li> <li>Have technical depth in systems integration: APIs, data flows between SaaS platforms, and the tradeoffs between configuring third-party tools and building custom</li> <li>Have worked with or close to recruiting, people, or HR technology and understand how an ATS, HRIS, scheduling, and analytics stack fit together</li> <li>Can build trust with engineers, recruiters, analysts, and executives, and translate between them</li> <li>Are genuinely excited about using AI to change how a core business function works, and curious about what recruiting looks like when frontier AI is in the loop on every step</li> <li>Thrive when the role itself is still being defined and see shaping it as part of the job</li> </ul> <h2><strong>Strong candidates may also have</strong></h2> <ul> <li>Background in recruiting operations, people analytics, or HR tech product management</li> <li>Experience integrating AI or LLM-based tooling into operational workflows</li> <li>Familiarity with headcount planning, workforce planning, or connecting business roadmaps to hiring plans</li> <li>Experience teaching partner teams how to work with technical program management when the function is new to them</li> </ul> <p><strong>Deadline to Apply: </strong>None, applications will be received on a rolling basis.</p> <p> </p><div class="content-pay-transparency"><div class="pay-input"><div class="description"><p>The annual compensation range for this role is listed below. </p> <p>For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role.</p></div><div class="title">Annual Salary:</div><div…