People Research Scientist, Recruiting

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 We are seeking a Recruiting Research Scientist to join our People Data Solutions team. You’ll be the research expert supporting our Recruiting organization, using rigorous scientific methods to advance our understanding of recruiting funnels, interview effectiveness, candidate experience, and recruiting capacity. This role sits at the intersection of organizational science, behavioral research, and people strategy – developing novel frameworks and conducting systematic research that drives evidence-based people decisions across our growing organization. This role offers the opportunity to make a significant impact on both our recruiting practices and the broader field of people science at a leading AI safety company. Responsibilities Research design & scientific inquiry - Design and execute systematic research studies to answer fundamental questions about recruiting funnel health, assessment quality, candidate experience, and quality of hire - Generate and test hypotheses about sourcing strategies, interview design, and selection decisions using rigorous experimental and quasi-experimental methods - Conduct mixed-method research to understand what are the drivers and blockers to recruiting operations. - Navigate research ethics considerations when studying candidate data, ensuring responsible research practices Selection & assessment research - Design and execute validation studies to assess the quality of interviews and other selection tools - Utilize psychometric techniques to analyze and improve interviewer calibration and rating consistency - Lead investigative research into innovative approaches for candidate assessment Metrics design and governance - Design the metrics framework for recruiting org health — defining the canonical KPIs, dimensions, and definitions that leadership uses to understand funnel performance, capacity, and hiring quality - Establish the governance and definitional rigor that keeps metrics consistent across tools and reporting surfaces Analytical solution building - Architect analytical solutions that convert research insights into actionable products, empowering stakeholders to execute data-driven scenario and strategic planning - Quantify the adoption and downstream impact of deployed tools, driving iterative improvements Visualization & communication - Build compelling visualizations and dashboards that make complex research findings accessible to diverse audiences - Present research findings to senior leadership with clear, actionable recommendations Minimum Qualifications: - Hold an advanced degree (Master’s or PhD) in I/O Psychology, Organizational Behavior, Statistics, Data Science, Economics, Behavioral Science, or a related research field - Have experience with selection research, assessment validation, psychometrics, or recruiting funnel analytics - Are comfortable working in the People Analytics tech stack and collaborating with data engineers - Are proficient in SQL and Python/R, with experience in statistical analysis and machine learning - Have experience with data visualization and can tell compelling stories with research findings - Possess excellent communication skills and can influence stakeholders at all levels - Thrive in ambiguity and can balance rigor with pragmatism - Have a track record of challenging assumptions with data and changing long-held practices - Can navigate sensitive topics diplomatically while maintaining analytical rigor - Demonstrate intellectual humility and comfort with iterative discovery - Use data to improve how organizations find, assess, and hire talent Preferred Qualifications: - 5 + years of experience in research, people analytics, or related quantitative fields with demonstrated research methodology expertise - Background in recruiting analytics specifically (not just general analytics) - Experience running interview or assessment validation studies - Experience building self-service analytics tools or dashboards - Previous experience in high-growth technology companies or AI/ML organizations - Familiarity with network analysis, machine learning, or advanced statistical methods - Experience with BigQuery and modern data stack tools - Experience with Greenhouse, Gem, ModernLoop, or similar recruiting tools 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 r

Hold an advanced degree (Master’s or PhD) in I/O Psychology, Organizational Behavior, Statistics, Data Science, Economics, Behavioral Science, or a related research field. Experience with selection research, assessment validation, psychometrics, or recruiting funnel analytics. Comfortable with the People Analytics tech stack and collaborating with data engineers. Proficient in SQL and Python/R, with experience in statistical analysis and machine learning. Experience with data visualization and ability to tell compelling stories with research findings. Excellent communication skills and ability to influence stakeholders at all levels. Thrive in ambiguity and balance rigor with pragmatism. Track record of challenging assumptions with data and changing long-held practices. Able to navigate sensitive topics diplomatically while maintaining analytical rigor. Demonstrate intellectual humility and comfort with iterative discovery. Use data to improve how organizations find, assess, and hire talent.

Design and execute systematic research studies to answer questions about recruiting funnel health, assessment quality, candidate experience, and quality of hire. Generate and test hypotheses about sourcing strategies, interview design, and selection decisions using rigorous experimental and quasi-experimental methods. Conduct mixed-method research to understand drivers and blockers to recruiting operations. Navigate research ethics considerations when studying candidate data. Design and execute validation studies to assess the quality of interviews and other selection tools. Utilize psychometric techniques to analyze and improve interviewer calibration and rating consistency. Lead investigative research into innovative approaches for candidate assessment. Design the metrics framework for recruiting org health—defining KPIs, dimensions, and definitions used by leadership to understand funnel performance, capacity, and hiring quality. Establish governance and definitional rigor that keeps metrics consistent across tools and reporting surfaces. Architect analytical solutions that convert research insights into actionable products, enabling data-driven scenario and strategic planning. Quantify the adoption and downstream impact of deployed tools. Build visualizations and dashboards that make complex research findings accessible to diverse audiences. Present research findings to senior leadership with clear, actionable recommendations.