Program Specialist, M&A

The shape of it

In the posting’s own words

We're looking for a Recruiting M&A Program Specialist to join our Talent team and coordinate the interview experience behind our acquisition hiring. You'll be a key point of contact across Corporate Development, Legal, People, and the technical organization, coordinating interviews and guiding candidates and incoming employees from first conversation through to their start date. Your work will be challenging and unique, and it directly supports Anthropic's efforts to remain on the frontier. Role required to work out of the Anthropic San Francisco Office - Relocation available.

What it asks for · 8

• 3+ years of program management, recruiting coordination or high-volume scheduling experience, ideally including confidential, executive, or M&A/acquihire hiring, and familiarity with modern recruiting systems
• Track record of creating, documenting and educating on evolving hiring approaches - proven experience in building and developing these over time.
• A track record of delivering an excellent candidate experience and partnering closely with recruiters
• Experience with confidential or sensitive work where discretion, trust, and sound judgment are essential
• Strong organizational instincts and comfort creating structure in ambiguous, fast-moving situations
• Comfort working efficiently with AI tools; experience with Claude
• A genuine interest in Anthropic's mission and the role M&A plays in supporting it
• Excellent written and verbal communication skills

What the job covers

• Coordinate across Corporate Development, Legal, People, and technical leadership, keeping everyone informed, flagging what needs attention, and keeping the process moving.
• Educate deal sponsors and cross functional partners on standard approaches for M&A recruiting, interviewing and processes.
• Be a primary point of contact for candidates, delivering a warm, high-touch, and discreet experience from first conversation through their start date. Make sure people going through a sensitive transition feel supported and informed at every step.
• Be the primary point of contact for scheduling logistics for acquisition-related hiring, navigating complex, confidential scenarios across time zones and multiple stakeholders.
• Keep the trackers, checklists, timelines, and playbooks that keep acquisition coordination organized and consistent, and flag improvements as the function grows.
• Maintain confidentiality and handle sensitive information and conversations with discretion.
• Use AI tools (e.g., Claude) as a core part of your daily workflow as we build toward a more automated way of recruiting.
• Take on other high-priority recruiting and operations projects as needed and grow within the role over time.

Tools and skills named

Words the posting leans on

• experience7×
• recruiting7×
• keeping4×
• confidential3×
• coordinate3×
• corporate development3×
• development legal3×
• keep3×
• legal people3×
• point contact3×
• sensitive3×
• acquisition2×
• approaches2×
• attention2×
• claude2×
• comfort2×

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.

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