Director of Talent Acquisition

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 work.
• You partner well with executives and hiring managers. You can push back with respect, hold the line on process, and keep senior stakeholders aligned.
• You use AI as a genuine multiplier for the mechanical parts of recruiting, and you have a clear view of where human judgment should stay in the loop.

Requirements

• Experience hiring across technical and non-technical functions at once (engineering, product, growth, operations).
• Fluency with Greenhouse, Gem, and LinkedIn Recruiter (standard recruiting stack).
• Experience in a high-growth startup.
• A track record of building always-on talent pools and an employer brand that draws candidates in.

How We Work

We recruit AI-first. AI clears the busywork so that human judgment on candidates gets more attention, not less. We expect you to adopt and improve these tools, and to have a view on where they help and where they do not belong. We value people who pick up new tools on their own because they want to work better, not because someone told them to.

Why Join

You will take a function that got CodePath this far and reimagine it for a much larger scale, 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 will determine how many students reach a career in tech that would otherwise be out of reach.

Compensation

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.

Full-Time Employee Benefits

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.

• Health & Wellness: Medical, dental, and vision insurance (90% employer-covered for employees and dependents), employer-funded healthcare reimbursement, FSAs, and Employee Assistance Program
• Financial Security: 401(k), employer-paid life & disability insurance, and identity theft protection
• Work-Life Balance: Generous PTO, paid holidays, 10 weeks of fully paid parental leave, and an annual year-end company closure (Dec 24 to Jan 2)
• Professional Growth: $1,000 annual professional development stipend and home office setup support
• Student Loan Forgiveness: CodePath is a qualifying employer for Public Service Loan Forgiveness (PSLF), helping employees manage student loan debt
• Additional Perks: Pet wellness plans, legal services, home/auto insurance discounts, and exclusive marketplace savings