Head of Recruiting, Communications, Brand, & Marketing

• Lead, coach, and retain a team of senior recruiters, with a focus on fast and timely feedback • Build deep trust with the leaders of Communications, Brand, and Marketing. Learn what they need, raise hiring risks early, and push back when the plan and the market don't match. • Run a tight operation. Own headcount plans, pipeline data, and reporting, and keep them accurate enough that leaders and operations partners can plan from them. • Use data to show where each search stands, where it is stuck, and what it will take to close. • Work with the operations partners for these teams on headcount, planning, and priorities, and treat them as true partners. • Set one consistent process across the team: how a search runs, how interviews are structured, how data stays clean, and how recruiters use our systems and Claude workflows. • Hire recruiters onto your own team, including specialists in communications and brand hiring. • Partner with Compensation, Finance, People Partners, and Recruiting Operations so that candidates and hiring teams get a clear, fair process.

About Anthropic Anthropic’s mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems. About the role Anthropic's Communications, Brand, and Marketing teams shape how people inside the company and around the world understand AI, its risks, and its benefits. They move fast, often through moments that make headlines. We're looking for a recruiting leader to run the team that hires for them. In this role you will lead a team of experienced recruiters and be the main recruiting partner to the leaders of these functions and their operations partners. The team is seasoned, and each recruiter brings deep context on the business. From day one you have two first priorities: the team you manage and the leaders you support. You might spend one hour coaching a recruiter through a hard search and the next working with a senior leader on how their organization needs to grow. Key responsibilities • Lead, coach, and retain a team of senior recruiters, with a focus on fast and timely feedback • Build deep trust with the leaders of Communications, Brand, and Marketing. Learn what they need, raise hiring risks early, and push back when the plan and the market don't match. • Run a tight operation. Own headcount plans, pipeline data, and reporting, and keep them accurate enough that leaders and operations partners can plan from them. • Use data to show where each search stands, where it is stuck, and what it will take to close. • Work with the operations partners for these teams on headcount, planning, and priorities, and treat them as true partners. • Set one consistent process across the team: how a search runs, how interviews are structured, how data stays clean, and how recruiters use our systems and Claude workflows. • Hire recruiters onto your own team, including specialists in communications and brand hiring. • Partner with Compensation, Finance, People Partners, and Recruiting Operations so that candidates and hiring teams get a clear, fair process. You may be a good fit if: • You have managed recruiters, including senior recruiters, and maintained a strong team culture • You have been the trusted recruiting partner to senior executives, and you can explain how you earned that trust. • You run recruiting operations with rigor. You know your numbers, and your headcount and pipeline data hold up when someone checks them. • You stay steady at a high pace for long stretches, and you keep your team steady too. • You give and take direct feedback, and you handle hard conversations with care. • You keep sensitive information confidential and use good judgment on sensitive searches. Strong candidates may also have: • 10+ years of recruiting experience, including 5+ years managing recruiters or recruiting managers. • Experience leading an executive search function, or owning a recruiting portfolio for Communications, Brand, Corporate Affairs, or Marketing. • Experience supporting leaders whose work is public and high-stakes. • Experience scaling a recruiting team at a fast-growing company. • Fluency with recruiting systems and AI tools, and a record of teaching recruiters to use them well. The annual compensation range for this role is listed below. For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role. Annual Salary: $295,000—$375,000 USD Logistics Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices. Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this. We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work. We think AI systems like the ones we're building have enormous social and ethical implications. We think this makes representation even more important, and we strive to include a range of diverse perspectives on our team. Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information before your first day. If you're ever unsure about a communication, don't click any links—visit anthropic.com/careers directly for confirmed position openings. How we're different We believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact — advancing our