Technical Program Manager, Recruiting Technology

Anthropic•San Francisco, NY

1d•Hybrid

About The Position

Anthropic is growing rapidly, and recruiting is a critical function. The company is investing in systems and processes to support this growth and enhance the efficiency of recruiters and hiring teams. The current technology stack involves multiple teams managing third-party platform configuration, custom internal tooling, analytics and forecasting, core people systems, and an AI tooling layer. This role is for a Technical Program Manager to oversee the planning and execution that connects these teams, drive the technical integration of systems, and provide Recruiting leadership with a clear view of priorities, dependencies, and progress. The TPM will help evolve recruiting functions through the use of Claude, aligning this work with the company's broader objectives. This includes bridging the gap between recruiting and company-wide roadmap and headcount planning to enable proactive staffing. This is a new role within the centralized Technical Program Management organization, partnering directly with Recruiting and People leadership. A key aspect of the job will be to help define the long-term model for TPM support within the People organization.

Requirements

6+ years of technical program management experience, with a track record of building cross-functional programs from scratch in ambiguous environments
Have driven planning and execution across teams that don't share a reporting line, and are comfortable influencing without authority
Technical depth in systems integration: APIs, data flows between SaaS platforms, and the tradeoffs between configuring third-party tools and building custom
Worked with or close to recruiting, people, or HR technology and understand how an ATS, HRIS, scheduling, and analytics stack fit together
Can build trust with engineers, recruiters, analysts, and executives, and translate between them
Genuinely excited about using AI to change how a core business function works, and curious about what recruiting looks like when frontier AI is in the loop on every step
Thrive when the role itself is still being defined and see shaping it as part of the job
Bachelor’s degree or an equivalent combination of education, training, and/or experience
A field relevant to the role as demonstrated through coursework, training, or professional experience

Nice To Haves

Background in recruiting operations, people analytics, or HR tech product management
Experience integrating AI or LLM-based tooling into operational workflows
Familiarity with headcount planning, workforce planning, or connecting business roadmaps to hiring plans
Experience teaching partner teams how to work with technical program management when the function is new to them

Responsibilities

Build and run the cross-team planning and operating cadence for recruiting technology: a shared roadmap, clear DRIs, sequenced dependencies, and a single source of truth on priorities and status for Recruiting leadership
Drive the highest-priority cross-team programs end to end, from scoping and tradeoff decisions through delivery, across teams that don't share a reporting line
Lead the technical interconnection work: integration across third-party platforms, internal custom tooling, and the data and analytics layer so information flows cleanly end to end
Partner with engineering and AI teams to bring Claude deeper into the recruiting workflow, balancing speed of adoption with the controls and human-in-the-loop design that make it trustworthy
Connect recruiting to company-wide planning: build the link to roadmaps across the business so headcount needs are visible early and recruiting can staff proactively
Own build-vs-buy and vendor evaluations where they cross team boundaries, including the security, contract, and integration tradeoffs that come with them
Establish the program infrastructure: governance, status reporting, risk tracking, and the escalation paths that let leadership make tradeoffs quickly
Help define the durable model for TPM support in the People organization, including scope, headcount, and reporting structure