# Head of Talent Acquisition at CodePath > Remote · United States · Director+ · Other · open. Source: https://alderhq.app/jobs/greenhouse%3Acodepath%3A5190130007 (read 2026-11-09). ## Facts (observed) - Company: [CodePath](https://alderhq.app/companies/codepath) - Location text: Remote, United States; CodePath - Where it can be done from (inferred): Remote · United States (evidence: "Location: Remote, United States; CodePath") - Posted: 2026-07-18 (114 days ago) - First seen by alder: 2026-11-04 · last verified: 2026-11-07 - Reposted: 0 times · edited: 0 times - Apply on the employer's site: https://job-boards.greenhouse.io/codepath/jobs/5190130007 - Skills listed (inferred): React ## Pay and sponsorship - Posted pay: $175k–$200k per year (from the listing's pay field) - Market band for similar posted roles (United States, n 3921): p25 $171k, median $215k, p75 $260k ## Description (the employer's text) CodePath is the largest educator of college computer science students in the country. We've trained over 50,000 students from more than 1,000 universities. Our partners include Amazon, Google, and other leading technology companies. After nearly a decade of training technical talent, we launched a $150M initiative with Anthropic to prepare people for careers in AI. We're expanding into new markets and growing our team as AI changes the workforce. People joining CodePath now will help shape this next stage of our work. We believe technical skills create opportunities. Our goal is to train millions of learners and create lasting economic impact. If you want to build something new, take ownership, and see the results of your work, this is a place to do it. About the Role Team: People Reports to: Head of People Location: Remote (US) Type: Full-time Compensation: $175,000 - $200,000 ### Why This Role, Now 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. ### What You Will Own 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. ### What Success Looks Like in Your First Year 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. --- Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/greenhouse%3Acodepath%3A5190130007 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.