Onboarding Program Manager

Anthropic•San Francisco, CA

8d•Hybrid

About The Position

Anthropic is seeking an Onboarding Program Manager to oversee the live delivery of its new hire onboarding program. This role is crucial for ensuring that every new cohort has a well-run, welcoming experience that aligns with Anthropic's mission and culture, accelerating their productivity. The Program Manager will own the San Francisco onboarding program end-to-end, including facilitating sessions, managing the operational rhythm for each cohort, and coordinating with various departments such as Recruiting, People Services, Workplace, and IT. While working within the established onboarding strategy and program design, the focus will be on reliable weekly delivery and identifying areas for improvement to inform program evolution. This position is ideal for someone who excels at program execution, thrives on detailed preparation, enjoys facilitating in-person interactions, and can establish repeatable systems for scale. The role requires a calm demeanor when plans change, a keen eye for details that shape first impressions, and the ability to bring warmth and clarity to new hires. The position requires being in the office at least two days a week, specifically on all programming days and as needed otherwise.

Requirements

Interest in Anthropic's mission and helping new hires connect their work to it.
Extensive experience owning the end-to-end delivery of a recurring program, event series, or training program with multiple stakeholders.
Advanced experience facilitating or presenting to large groups, both in-person and virtually.
Strong project management skills, including building and managing timelines, trackers, and checklists using Google Workspace (Docs, Sheets, Calendar) or similar tools.
Working proficiency with Slack and Google Workspace.
Exceptional written and verbal communication skills, adaptable to audiences ranging from new hires to senior leaders.
Demonstrated ability to coordinate effectively across teams without formal authority to meet fixed, recurring deadlines.

Nice To Haves

Experience running onboarding, orientation, or learning and development programs in a fast-growing organization.
Experience scaling a program's cadence or volume (e.g., moving from biweekly to weekly delivery) while maintaining quality.
Experience building workflows or automations with AI tools like Claude to reduce manual work.
Familiarity with program measurement, including survey tools (e.g., Qualtrics), feedback analysis, and reporting on program metrics.
Experience managing a bench or rotation of presenters, facilitators, or volunteer contributors.

Responsibilities

Own weekly program delivery: Run each onboarding cohort from pre-arrival readiness through program close, ensuring a consistent, high-quality experience.
Facilitate live sessions: Serve as the primary facilitator and host for each cohort, setting the tone and keeping the program on time and on message.
Support presenters and facilitators: Brief and prepare speakers, panelists, and backup facilitators, ensuring sessions are effective regardless of the presenter, and provide feedback for content iteration.
Oversee cross-functional execution: Collaborate with the NHO coordinator to manage logistics across Recruiting, People Services, Workplace, IT, and AV, ensuring smooth coordination of start dates, device readiness, rooms, catering, and communications.
Set the weekly operating rhythm: Prioritize and sequence program logistics and coordination tasks weekly to prevent any details from being overlooked.
Support improvements to the program's operating system: Work with the NHO coordinator to enhance run-of-show documents, checklists, playbooks, and automations for repeatability, reduced single points of failure, and flexibility with varying cohort sizes.
Track program health: Monitor operational and experience metrics through new hire feedback, identify trends and friction points, and propose recommendations for program design and priorities.
Drive content improvement: Iterate on and enhance program content based on new hire feedback and company needs, in collaboration with facilitators and the broader onboarding team.
Plan ahead for potential changes: Anticipate fluctuations in cohort size, holidays, space constraints, and last-minute changes, developing contingency plans.