Senior Recruiting Coordinator & Talent Ops Lead

Ode with Anthropic•San Francisco, CA

11d•Hybrid

About The Position

Ode, Anthropic’s services venture, is hiring a Senior Recruiting Coordinator & Talent Ops Lead to manage interview scheduling and build the data and AI tools that help the talent team scale. The company runs approximately 750 monthly interviews across engineering, product, and commercial roles, including interviews with founders and executives. The role is approximately 60% recruiting coordination and 40% talent operations, data, and tooling, with engineering coordination taking priority until engineering interview loops run seamlessly. The position is based in San Francisco, with four days per week in person and Fridays remote. The coordinator will manage interview scheduling end to end, protect founder and executive time, keep interview loops moving, and balance interviewer workloads. They will also build a recruiting data system that connects hiring supply and demand, maintain and automate recruiting dashboards, establish the talent team's operating rhythm, and deliver AI-enabled tools that reduce manual work. The role administers ModernLoop and provides backup support for Ashby. Within the first 90 days, the person is expected to take ownership of engineering onsite and founder-chat scheduling, launch a daily stand-up, automate scorecard nudges and offer-deadline alerts, improve Ashby data, and help bring a recruiting data system and automated dashboard online. They are also expected to have at least three AI tools in daily use with measured time savings by day 90.

Requirements

At least 3 years of experience in recruiting coordination, recruiting operations, or a similar high-volume role at a fast-growing company.
Experience scheduling for executives and founders.
Hands-on experience with an applicant tracking system and a scheduling tool; Ashby and ModernLoop are ideal.
Comfort with data, including modeling a pipeline, building a trusted dashboard, and identifying data problems.
Daily use of AI tools and experience building at least one workflow or tool that others relied on.
High agency, ownership of outcomes, same-day follow-through, and initiative in fixing problems.

Nice To Haves

SQL or light scripting experience.
Engineering hiring experience.
Experience scaling a recruiting team through fast growth.

Responsibilities

Run end-to-end scheduling for technical screens, onsites, 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 using held weekly slots and a leadership availability queue, and schedule onsite-to-founder chats within 48 hours or less.
Keep interview loops moving by chasing scorecards, tracking offer deadlines, and resolving 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 connecting pipeline, pass-through rates, interviewer capacity, hiring plans, and open roles in one source of truth that feeds revenue and headcount forecasts.
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 tools and automations with Claude, Ashby, and ModernLoop to reduce manual work, including scorecard nudges, offer-expiry alerts, conflict checks, and digests.
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 engineering leadership's default 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.