Strategic Projects Lead, Recruiting

Strategic Projects Lead, RecruitingSan Francisco, CA | New York City, NY | Seattle, WAAbout the RoleWe're looking for a Strategic Projects Lead to take on recruiting's most complex, cross-cutting work: the high-stakes decisions and initiatives that span many teams and don't fit neatly into any one group's remit. You'll bring the structure, coordination, and follow-through that help these get made well, and see them through as the company scales.You'll work across every team that touches hiring, and you'll move work forward through partnership, not ownership. The job is influence: bring the right people together, make sure decisions are principled and well-documented, and keep recruiting's approach coherent over time. You'll be the most senior individual contributor for how recruiting operates, and success depends as much as on building trust across senior stakeholders with different priorities as it does on building good systems.This is a high-autonomy role for someone who thrives in complexity and ambiguity. You know recruiting well enough to feel where it breaks, and you're energized by holding several very different problems at once and driving each to a clear resolution.Key ResponsibilitiesTake on recruiting's biggest ambiguous bets: define the problem, ship the smallest testable version, and hand each one off as a repeatable program before moving to the nextOwn the operating rhythm across the teams that support recruiting, so we plan, review, and decide as one functionSpot recurring friction and fix the system behind it, not just the case in front of youOwn process design when company-wide changes run through recruiting, and drive them to real adoption with the partners who own the build and the commsBe recruiting's DRI for headcount and workforce planning, including hiring pace and readiness for new regionsOwn the operating standard for interviewing, like scheduling lead time and interviewer load, and lead the cross-team diagnosis when it slipsTurn analytics into standards and simple SOPs, and build documentation a new leader could pick up without you in the roomKeep the right people informed at the right time without becoming a bottleneck, and stay fluent in our recruiting systems and data so you can call the downstream impact of any decisionMinimum QualificationsHave 8-10+ years in program management, business operations, chief of staff, or people/talent roles at a fast-growing company, with increasing scope over timeHave been part of a talent team or partnered closely with one, and understand how recruiting operates day to dayThink in systems: you see how the pieces connect, anticipate downstream effects, and design fixes that work across team boundariesHave owned several complex workstreams at once and made hard prioritization calls without much guidanceSet the strategy and vision for your area rather than executing someone else's planCreate structure and clarity in genuinely ambiguous environmentsHave put AI to work in real workflows: redesigning process, automating the repetitive layer, and shipping fasterTest the smallest version of an idea in the real world before building the big one, and say clearly what you're not doing and whyCan lose a decision cleanly: disagree, commit, and execute with full credibility, knowing which calls are reversible and which aren'tHave taken a big process or policy change through an organization end to end and made it stickClose the loop, hold the bar, and finish the unglamorous workPreferred QualificationsExperience running recruiting or talent operations at global scaleWorking knowledge of recruiting compliance, like OFCCP, GDPR, and regional employment law, and how it shapes process and systems decisionsExperience in deep-tech environments with technical recruiting complexityExperience operating across multiple time zones and jurisdictionsLogisticsAnnual Salary: $235,000 - $300,000 USDMinimum education: Bachelor's degree or an equivalent combination of education, training, and/or experienceRequired field of study: A field relevant to the role as demonstrated through coursework, training, or professional experienceLocation-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. Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information before your first day. If you're ever unsure about a communication, don't click any links—visit anthropic.com/careers directly for confirmed position openings.How We're DifferentWe believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact — advancing our long-term goals of steerable, trustworthy AI — rather than work on smaller and more specific puzzles. We view AI research as an empirical science, which has as much in common with physics and biology as with traditional efforts in computer science. We're an extremely collaborative group, and we host frequent research discussions to ensure that we are pursuing the highest-impact work at any given time. As such, we greatly value communication skills.The easiest way to understand our research directions is to read our recent research. This research continues many of the directions our team worked on prior to Anthropic, including: GPT-3, Circuit-Based Interpretability, Multimodal Neurons, Scaling Laws, AI & Compute, Concrete Problems in AI Safety, and Learning from Human Preferences.Come Work With Us!Anthropic is a public benefit corporation headquartered in San Francisco. We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues. Guidance on Candidates' AI Usage: Learn about our policy for using AI in our application process.