Director of Talent Acquisition

About this role

CodePath is the largest educator of college computer science students in the country. We've trained over 40,000 students from 1,000+ universities, and our partners include Amazon, Google, and other leading technology companies. We've spent nearly a decade training the next generation of technical talent, and we just launched a $150M initiative with Anthropic, building one of the most ambitious AI workforce programs in the world.

We're now expanding into new markets and scaling our team so we can move at the speed AI is transforming the workforce. People joining CodePath now will have the opportunity to help architect the next frontier of our work.

We believe technical skill is the fastest way to turn raw talent into real opportunity. We train the engineers the AI era runs on, building toward millions of learners, hundreds of millions in revenue, and billions in economic impact. If you want to own something and be part of a 0-to-1 journey at an organization moving at the speed of AI, this is the place to build it.

About the Role

Team: People Reports to: Head of People Location: Remote (US) Type: Full-time Compensation: $150,000 - $175,000

Why This Role, Now

CodePath's hiring has outgrown the setup that got us here. Our next challenge is reimagining the hiring engine so it reliably turns our growth into great hires: a clear bar at every stage, enough qualified candidates in every pipeline, and a team equipped to move quickly without lowering the standard.

This is a net-new leadership role. You will own the talent acquisition function end to end, lead the team that runs it, and partner directly with our senior leaders on the hires that shape the company. You will report to the Head of People and sit at the center of how CodePath grows.

What You Will Own

This role runs at scale. CodePath is hiring across every function at once, engineering, product, growth, curriculum, delivery, and revenue, alongside seasonal instructor hiring and fellowship surge hiring that arrives fast and cannot miss. You will own two outcomes that have to hold together: time to hire, kept to a predictable and competitive window so we do not lose the people we want, and quality of hire, held to a bar that does not drop when the pressure is on. Everything below serves those two outcomes.

Own the hiring system. You will own the process end to end: the rubrics, the interview stages, the scorecards, the paid work sample every CodePath hire completes, and the gates that decide who advances. You will own the operating cadence that keeps searches on clock and the recruiting stack and metrics that run underneath it, pipeline health, conversion, time to offer, and source performance, and you will use them to decide where to invest. You will make sure every stage produces real signal, so that decisions are trustworthy, and you will keep hardening how we evaluate as AI changes what a strong candidate looks like.

Scale pipeline and throughput. You will drive the volume and quality of candidates across every search, from individual contributors to executive and program-launch surge hiring. The goal is straightforward and measurable: every search reaches a strong slate of finalists, sourced and inbound work together, our pipelines reflect the communities CodePath serves, and no role stalls for lack of qualified candidates.

Own the employer brand and candidate experience. You will own how CodePath shows up to candidates who are also evaluating us. On a mission-driven, nonprofit compensation model, the sell is trajectory, craft, and impact rather than top-of-market cash, and it has to carry through every touchpoint from first outreach to offer. You will make that experience a reason strong people choose CodePath.

Lead and grow the talent team. You will manage a team of recruiters, sourcers, and coordinators across full-time and contract roles. You will set the operating rhythm, coach the team, decide where to add capacity, and build a staffing model that matches the hiring load rather than reacting to it.

Partner with the Head of People and leadership. You will turn company goals into a hiring plan, working with the Head of People and senior leaders on org design, leveling, and where headcount should go against what the organization can absorb. You will set talent priorities across competing searches, keep leadership honest about whether we are on track to build the teams the mission needs, and bring a point of view rather than a status report.

What Success Looks Like in Your First Year

In your first 90 days, you will learn our funnel from application to offer, meet every hiring manager, and diagnose where signal and volume break down today.

By six months, you will have a hiring process where each stage carries a defined purpose and a clear bar, interviewers are trained and accountable for a specific signal, and hiring managers engage on a predictable cadence.

By the end of your first year, open roles consistently reach strong finalist slates, time to hire is under control because the process produces good decisions rather than fast ones, and CodePath has a talent function that scales with the organization instead of straining against it.

Who You Are

• You have 5+ years of experience in talent acquisition, including several years leading a recruiting team through a period of significant growth.

• You have built or rebuilt a hiring process, not just run one. You can point to specific changes you made to rubrics, interview design, or gating, and the outcomes they produced.

• You lead with data. You know your funnel math, you can name your conversion rates by stage, and you use them to decide where to invest.

• You hold a high bar on quality and can defend it under pressure to move faster. You understand that compressing a process that is not yet producing good signal only leads to worse decisions sooner.

• You are a strong people manager. You coach recruiters to raise their game, and you build teams that own their

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