Senior Recruiting Coordinator & Talent Ops Lead

Ode with Anthropic•San Francisco, CA

1d•Hybrid

About The Position

Ode, Anthropic’s services venture, is hiring a person to manage interview scheduling and develop the data and AI tools that help the talent team scale. The team runs approximately 750 interviews per month across engineering, product, and commercial roles, often involving founders and executives. The role is split approximately 60% recruiting coordination and 40% talent operations, data, and tooling, with engineering recruiting coordination taking priority until engineering interview loops run smoothly. The recruiting coordination work includes end-to-end scheduling for interviews and debriefs using ModernLoop and Ashby, protecting founder and executive time, keeping interview loops moving, and managing interviewer capacity. The talent operations work includes building a unified recruiting data system, automating the engineering recruiting dashboard, establishing the talent team’s operating rhythm, and creating AI tools to reduce manual work. The role also administers ModernLoop and provides backup support for Ashby. The first 90 days include taking ownership of engineering onsite and founder-chat scheduling and launching a daily stand-up; automating scorecard reminders and offer-deadline alerts while cleaning up Ashby; and bringing a recruiting data system live across supply and demand, automating dashboard updates, and putting at least three AI tools into daily use with measured time savings. The position is based in San Francisco, California, with an in-person work arrangement four days per week and remote work on Fridays.

Requirements

At least 3 years of experience in recruiting coordination, recruiting operations, or a similar high-volume role at a fast-growing company, including founder and executive scheduling.
Hands-on experience with an applicant tracking system and a scheduling tool.
Comfort with data, including modeling a recruiting pipeline, building a trusted dashboard, and identifying data issues.
Daily use of AI tools and experience building at least one workflow or tool that others relied on.
High agency and ownership: close loops the same day and fix problems proactively.
Ability to anticipate scheduling and recruiting issues, such as conflicts, missing scorecards, and expiring offers.

Nice To Haves

Experience with Ashby and ModernLoop.
SQL or light scripting skills.
Engineering hiring experience.
Experience scaling a recruiting team through fast growth.

Responsibilities

Run end-to-end scheduling for technical screens, onsite interviews, debriefs, and founder and executive conversations in ModernLoop and Ashby, ensuring each invitation has the correct interview type, format, link, and materials.
Protect founder and executive time through held weekly slots, a leadership availability queue, and scheduling onsite-to-founder conversations within 48 hours or less.
Keep interview loops moving by following up on scorecards, tracking offer deadlines, and responding to no-shows, Zoom failures, and double-bookings in real time.
Own the interviewer roster and balance interviewer workloads to prevent bottlenecks.
Partner with the special projects lead to build a recruiting data system that brings pipeline, pass-through, interviewer capacity, hiring plans, and open roles into one source of truth for revenue and headcount forecasting.
Take over the engineering recruiting dashboard and replace manual data pulls and checks for biweekly reviews with automatically updated data.
Run the talent team’s operating rhythm, including a daily 15-minute stand-up, meeting agendas, and follow-up notes with owners and dates.
Build AI and automation tools for scorecard nudges, offer-expiry alerts, conflict checks, and digests using Claude, Ashby, and ModernLoop automation.
Administer ModernLoop and provide backup support for Ashby.
Within the first 30 days, own engineering onsite and founder-chat scheduling, launch the daily stand-up, and become the default engineering leadership contact for hiring logistics.
Within the first 60 days, automate scorecard nudges and offer-deadline alerts, clean up Ashby, and run the engineering recruiting dashboard alongside its current owner.
Within the first 90 days, launch the recruiting data system across supply and demand, automate dashboard updates, and put at least three AI tools into daily use with measured time savings.