ABOUT ODE WITH ANTHROPIC
How do you turn a decades-old dataset into an industry-leading medical coding agent? Teach an AI receptionist to book appointments in Spanish? Automatically generate working data connectors from API docs? Build agents that write, test, and deploy their own software packages?
Anthropic is defining frontier AI. Ode is the team bringing frontier AI into practice.
We are a team of experienced builders who care deeply about getting complex AI systems into production, with strong conviction about what makes them succeed. As Anthropic’s services venture, we tackle the hardest, most consequential AI problems for companies with real stakes, working closely with their Applied AI and Product teams to turn frontier technology into real world impact.
We're backed by Anthropic, Blackstone, Hellman & Friedman, Goldman Sachs, General Atlantic, Leonard Green & Partners, Apollo Global Management, GIC, and Sequoia Capital.
We're headquartered in SF with offices in NYC, Raleigh-Durham, and Dubai.
THE ROLE
We're hiring one person to run interview scheduling at Ode and to build the data and AI tools that let the talent team scale without adding headcount at the same pace. We run about 750 interviews a month across engineering, product and commercial, many with founders and execs. You make that volume feel calm.
The split is about 60% recruiting coordination and 40% talent ops, data and tooling. Engineering coordination comes first: until eng loops run seamlessly, it beats everything else in this role.
Location: San Francisco, CA
WHAT YOU'LL OWN
RECRUITING COORDINATION (~60%)
- Run scheduling end to end for tech screens, onsites, debriefs and founder and exec chats in ModernLoop and Ashby, with the right interview type, format, link and kit on every invite.
- Protect founder and exec time. Held weekly slots, a leadership availability queue, and onsite to founder chat in 48 hours or less.
- Keep loops moving. Chase scorecards, track offer deadlines, and handle no-shows, Zoom failures and double-bookings in real time.
- Own the interviewer roster so load stays balanced and no single interviewer becomes a bottleneck.
Talent ops, data and tooling (~40%)
- Build the recruiting data system. Partner with our special projects lead to bring supply (pipeline, pass-through, interviewer capacity) and demand (hiring plan, open roles) into one source of truth that feeds the company's revenue and headcount forecast.
- Take over the engineering recruiting dashboard and replace the manual pulls and double-checks behind each biweekly review with data that updates itself.
- Run the operating rhythm. A daily 15-minute talent stand-up, agendas before meetings, and notes after with owners and dates.
- Ship AI tools that remove manual work: scorecard nudges, offer-expiry alerts, conflict checks and digests, built with Claude and Ashby and ModernLoop automation. Admin ModernLoop and back up Ashby.
FIRST 90 DAYS
- Day 30: own all eng onsite and founder-chat scheduling, launch the daily stand-up, and become engineering leadership's default contact for hiring logistics.
- Day 60: automate scorecard nudges and offer-deadline alerts, clean up Ashby, and run the eng recruiting dashboard alongside its current owner.
- Day 90: the recruiting data system is live across supply and demand, the dashboard updates without manual pulls, and at least three AI tools are in daily use with measured time savings.
WHAT YOU BRING
- High agency, "why not today?" by default. You own outcomes, close loops the same day, and fix what's broken without being asked.
- You see around corners. The conflict, the missing scorecard or the expiring offer gets caught while it's still smoke, not flames.
- 3+ years in recruiting coordination, recruiting ops or a similar high-volume role at a fast-growing company, including exec and founder scheduling.
- Hands-on with an ATS and a scheduling tool (Ashby and ModernLoop ideal).
- Comfortable with data: you can model a pipeline, build a…