Technical Program Manager, Recruiting Technology

The shape of it

In the posting’s own words

We're looking for a Technical Program Manager to own the planning and execution rhythm that connects these teams, drive the technical interconnection of the systems, and give Recruiting leadership a single coherent view of priorities, dependencies, and progress.

What it asks for · 7

• Have 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
• Have technical depth in systems integration: APIs, data flows between SaaS platforms, and the tradeoffs between configuring third-party tools and building custom
• Have 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
• Are 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

Also a plus

• 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

What the job covers

• 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

Tools and skills named

Words the posting leans on

• recruiting13×
• planning7×
• program7×
• technical7×
• people6×
• analytics4×
• end4×
• function4×
• headcount4×
• leadership4×
• reporting4×
• roadmap4×
• systems4×
• technical program4×
• tooling4×
• tradeoffs4×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

More open at Anthropic

• Account Executive, AI NativeNew York City, NY; San Francisco, CA | New York City, NY
• Account Executive - DNBSingapore
• Account Executive - Public Sector (ASEAN)Singapore
• Account Executive, StartupsSan Francisco, CA | New York City, NY
• Accounting, Revenue Internal ControlsSan Francisco, CA | Seattle, WA
• AI Engineer, GTM ClaudificationRemote-Friendly (Travel-Required) | San Francisco, CA | Seattle, WA