About the Role
This role is accountable for how fellows are hired and employed, combining recruiting management and HR operations leadership. You will lead a small team of fractional recruiters and HR coordinators, own screening and selection from application to offer, manage the employer-of-record lifecycle, integrate AI to automate repetitive tasks, co-manage employee relations with program managers, and build scalable systems for multi-state compliance and operations. The pod grows with the program, and you will use AI to maintain efficiency as volume increases from 100 to 10,000 fellows.
Responsibilities
- Lead the pod: manage fractional early-talent recruiters and HR coordinators supporting Claude Corps, set weekly priorities, balance workload during cohort deadlines, coach against standards, and grow team headcount and capability as cohorts scale.
- Own screening and selection: manage the funnel from application review through offer using the program's selection rubric and calibration process, ensuring throughput, signal quality, and candidate experience.
- Own the employer-of-record lifecycle: oversee offers, e-sign, background checks, I-9 and work authorization, payroll setup, benefits enrollment, and onboarding, directing fractional coordinators rather than doing all tasks yourself.
- Use AI to hold the ratio: identify and automate or AI-assist repetitive work in recruiting and HR ops, such as resume screening, interview scheduling, candidate communications, offer and onboarding document generation, multi-state compliance tracking, and cohort reporting, while keeping judgment calls with humans.
- Co-own employee relations and performance with program management: handle documentation, process, consistency, and employment decisions for fellow performance or conduct issues, while the program manager owns host relationships and ground-level context, escalating to the Head of People when needed.
- Build the systems: transform one-cohort processes into repeatable operations including screening workflows, HR SLAs, multi-state compliance, and clean handoffs with program partners, deciding what to standardize and what to keep flexible.
Requirements
- 5+ years across recruiting and HR or people operations, including time owning both areas.
- Experience managing people and managing through others' capacity, including contractors, shared services, or fractional support.
- Experience running high-volume or early-talent hiring and owning HR operations (payroll, benefits, compliance, onboarding).
- Already uses AI in own work and can point to something automated or rebuilt with it; comfort with ATS and HRIS configuration, workflow automation, and prompting is expected.
- Experience handling employee relations and performance conversations with steadiness.
- Comfortable in a program that is still being built, bringing structure without waiting for direction.
- Holds a high bar on quality and candidate experience simultaneously.
- Communicates directly and works well across partner organizations with different systems and cultures.
- Cares about the mission: expanding who gets to build with AI and doing right by the people you employ.
Nice to Have
- Employer-of-record, PEO, or multi-state employment experience is a strong plus.
Benefits
- Medical, dental, and vision insurance (90% employer-covered for employees and dependents)
- Employer-funded healthcare reimbursement
- FSAs
- Employee Assistance Program
- 401(k)
- Employer-paid life & disability insurance
- Identity theft protection
- Generous PTO
- Paid holidays
- 10 weeks of fully paid parental leave
- Annual year-end company closure (Dec 24 – Jan 2)
- $1,000 annual professional development stipend
- Home office setup support
- Public Service Loan Forgiveness (PSLF) eligibility
- Pet wellness plans
- Legal services
- Home/auto insurance discounts
- Exclusive marketplace savings
Compensation
Not specified
Work Arrangement
100% remote—work from anywhere in the U.S.
Team
You will lead a pod of fractional early-talent recruiters and HR coordinators supporting Claude Corps, working closely with program managers and the Head of People.
Why this role, now
Claude Corps needs one person accountable for how fellows get hired and how they get employed. Not a strategic HR seat at a distance from the work, and not a recruiting manager who hands off at the offer. A pod lead, running a small team that carries both. You'll manage the recruiters screening early talent, and you'll manage the fractional HR coordination support that turns an accepted offer into a real employee. Where the program touches the person, you and the Claude Corps program managers work the case together: performance concerns, employee relations, a placement that isn't landing. You bring the process and the employment side. They bring the day-to-day context and the host relationship. Both names are on the outcome. The math is the other half of the job. We go from 100 fellows to 1,000 to 10,000, and the pod does not grow 100x to match. A team this size clears that volume by building AI into the work: screening support, scheduling, candidate communication, onboarding packets, compliance tracking, the reporting that eats a coordinator's week. We train people to build with AI. We expect the people running our own operations to do the same. The pod is small in Cohort 1. It grows with the cohorts, and how much it has to grow is partly up to you.
What success looks like
Each cohort is screened and hired on time, at target size, without cutting corners on signal quality. The employment lifecycle runs cleanly: offers, onboarding, payroll, and benefits land on time and compliant across every state we hire in. Cost and hours per fellow hired and onboarded drop cohort over cohort, because the work got automated and not because the team absorbed it. Performance and ER issues get handled early, documented consistently, and resolved with the program manager rather than around them. The pod grows in capability and ownership as the program scales, and the fractional support model either scales with it or you make the case for what replaces it.
Other
- This is a 100% remote position—work from anywhere in the U.S.!
- Full-Time Employee Benefits
Not specified
