Strategic Projects Lead, Recruiting

Anthropic•Seattle, WA

2d•$235,000 - $300,000•Hybrid

About The Position

Anthropic is seeking a Strategic Projects Lead for its recruiting team. This role will focus on the most complex, cross-cutting initiatives within recruiting that don't fit neatly into any single group. The lead will bring structure, coordination, and follow-through to these high-stakes decisions and initiatives as the company scales. The position requires working across all teams involved in hiring, influencing through partnership rather than direct ownership. The core of the job is to bring people together, ensure principled and well-documented decisions, and maintain recruiting's coherence over time. This is a senior individual contributor role focused on how recruiting operates, requiring trust-building with senior stakeholders who have diverse priorities, as well as system design. It's a high-autonomy role for someone who thrives in complexity and ambiguity, understands recruiting deeply, and is energized by managing multiple distinct problems simultaneously to resolution.

Requirements

8-10+ years in program management, business operations, chief of staff, or people/talent roles at a fast-growing company, with increasing scope over time
Been part of a talent team or partnered closely with one, and understand how recruiting operates day to day
Think in systems: you see how the pieces connect, anticipate downstream effects, and design fixes that work across team boundaries
Owned several complex workstreams at once and made hard prioritization calls without much guidance
Set the strategy and vision for your area rather than executing someone else's plan
Create structure and clarity in genuinely ambiguous environments
Put AI to work in real workflows: redesigning process, automating the repetitive layer, and shipping faster
Test the smallest version of an idea in the real world before building the big one, and say clearly what you're not doing and why
Can lose a decision cleanly: disagree, commit, and execute with full credibility, knowing which calls are reversible and which aren't
Taken a big process or policy change through an organization end to end and made it stick
Close the loop, hold the bar, and finish the unglamorous work

Nice To Haves

Experience running recruiting or talent operations at global scale
Working knowledge of recruiting compliance, like OFCCP, GDPR, and regional employment law, and how it shapes process and systems decisions
Experience in deep-tech environments with technical recruiting complexity
Experience operating across multiple time zones and jurisdictions

Responsibilities

Take 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 next
Own the operating rhythm across the teams that support recruiting, so we plan, review, and decide as one function
Spot recurring friction and fix the system behind it, not just the case in front of you
Own process design when company-wide changes run through recruiting, and drive them to real adoption with the partners who own the build and the comms
Be recruiting's DRI for headcount and workforce planning, including hiring pace and readiness for new regions
Own the operating standard for interviewing, like scheduling lead time and interviewer load, and lead the cross-team diagnosis when it slips
Turn analytics into standards and simple SOPs, and build documentation a new leader could pick up without you in the room
Keep 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 decision
Partner directly with the leads for Recruiting Systems, Analytics, Interview Programs, and other teams, understanding each well enough to make calls that hold up across all of them.