Head of Talent Acquisition
codepath
Remote, United States · Remote · United States
Posted Jul 18, 2026
- Full-time
- Remote
- Recruiting
codepath
Remote, United States · Remote · United States
Posted Jul 18, 2026
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: $175,000 - $200,000
CodePath is hiring across product, engineering, growth, curriculum, and revenue at the same time, and the quality of every one of those hires runs through Talent Acquisition. We have proven we can generate demand. Our next challenge is building a hiring engine that reliably turns that demand 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 the senior leader who owns that engine. You will define CodePath's talent acquisition strategy, build and scale the team that runs it, and sit at the table with our senior leadership on the decisions that shape the company. You will report to the Head of People and own recruiting outcomes across the organization.
The talent acquisition strategy. You set the vision for how CodePath attracts, evaluates, and hires talent, and you translate the company's growth plans into a workforce and hiring plan the organization can execute against.
Pipeline and throughput at scale. You are accountable for the volume and quality of candidates across every open role. Every search reaches a strong slate of finalists, sourced and inbound work together, and no role stalls for lack of qualified candidates.
Build a team that scales. You will grow talent acquisition from a lean team into a function built for scale. You decide the shape of the org, hire and develop the recruiters, sourcers, and managers who run day-to-day recruiting, and size capacity to the hiring load rather than react to it. You set the operating rhythm that keeps hiring on track as the team grows.
The hiring system. You own the process end to end: the rubrics, the interview stages, the scorecards, and the gates that decide who advances. You make sure every stage produces real signal, so that decisions are trustworthy before we ask them to be fast.
Employer brand and market presence. You own how CodePath shows up to candidates. You build the brand and the always-on talent pools that bring strong people to us, so the function does not run on outbound alone.
The executive partnership and the numbers. You partner directly with the senior leadership team and hiring managers on role definition, calibration, and decisions. You own the recruiting narrative to executives and the board, pairing the numbers with the action being taken and the next step. You also own TA's budget, tooling, and vendor strategy.
In your first 30 days, you will map the funnel end to end, meet every hiring manager and senior leader, and put a diagnosis and a plan on the table: where signal and volume break down, and exactly how you will fix each.
By 90 days, every stage carries a defined purpose and a hard bar, interviewers are trained and cannot interview until they are, hiring managers are on a cadence they do not get to skip, and your team plan is approved with hiring underway.
By the end of your first year, every open role runs with a full slate of strong finalists, time to hire drops because the process makes good decisions the first time, employer brand pulls qualified candidates to us instead of us chasing them, and CodePath has a talent function that scales ahead of the company's growth instead of racing to catch up.
We recruit AI-first. AI clears the busywork so that human judgment on candidates gets more attention, not less. We expect you to set the standard for how the team uses these tools, and to have a clear view on where they help and where they do not belong. We value leaders who adopt new tools because they want to work better, not because someone told them to.
You will own and build a function, with the mandate and the executive support to do it right. Your work will directly determine the caliber of people who carry CodePath's mission forward, which means it directly determines how many students reach a career in tech that would otherwise have been out of reach.
CodePath standardizes salaries by level, no matter where you live. Salary within this band is determined by the relevant experience and skills you demonstrate through our interview process.
This is a 100% remote position, work from anywhere in the U.S. CodePath prioritizes employee well-being with a competitive benefits package to support your health, financial security, and work-life balance.