Name: Claude Corps Cohort 2: How to Become a Host Organization
Uploaded: 2026-10-08T17:31:37.574Z
Duration: 1 h 36 s
Description: Claude Corps Cohort 2: How to Become a Host Organization

Transcript for "Claude Corps Cohort 2: How to Become a Host Organization": Hi, everyone. My name is Christian, and I'm on the beneficial deployments team here at Anthropic. It's my privilege to be supporting host organizations throughout the Claude Corps fellowship as our selected nonprofits and their fellows adopt Claude to accelerate your mission and your impacts. I'm joined here today by my amazing colleagues, Chris Coleman from CodePath and Jake Edwards from social finance who you'll meet shortly. And if you're on this call, it's because you are currently in consideration for our second Claude Corps cohort that will be getting underway soon. First, I just wanna thank you all for taking the time out of your busy schedules to hop on this call to learn more about Claude Corps. For those of you who are less familiar with the fellowship, I'm gonna take the next few minutes to talk through what exactly the Claude Corps fellowship is and why we think it's important. And I'll spend most of my time, on what participating in the program means for you as a host organization specifically. So what Anthropic, CodePath, and social finance provide, what we expect of host organizations to provide to their fellows, and what we're looking for in our excellent host organization partners. I'll then pass the mic, to Chris and to Jake to talk a little bit more about their organization's role in this strategic partnership. Chris will talk through the fellow journey, then I'll walk through the host journey, and then we'll cover some updates to the cohort two timeline and key dates, address some of the questions that we've been hearing most frequently from organizations in our first cohort, and then we'll open it up to some general Q&A. Before we begin, just a couple of quick housekeeping notes. This webinar is being recorded, and so if you have colleagues who are unable to join today but who you think would benefit, we'll send the recording to everyone who registered for the session. So let me start with why we're doing this. Over the past year or so, we at Anthropic and our partners at CodePath and Social Finance have been noticing two converging challenges, that are also, in our opinion, in a big way opportunities. AI is poised to reshape many aspects of society, and we believe that its benefits should be available to everyone. Amazing nonprofit organizations like yours are eager to start building with AI and using the technology to broaden, to deepen, and accelerate your impact. And at the same time, young people earlier in their careers are wondering where they fit in in this changing economy and how they can get a foothold. As a frontier lab, we believe that we have a responsibility at this moment, and Claude Corps is how we're acting on it by bringing together early career talent and mission driven organizations to put AI work, where it matters the most. Here's that opportunity in a little bit more detail. On one side, early career workers face growing uncertainty. Hiring has slowed for several entry level roles, and there are millions of early career workers who are eager to start their careers doing meaningful and impactful work in their communities, but they're struggling, with how to get started. On the other side, mission driven organizations, nonprofits, government agencies alike, they know they need to adopt AI, but they don't always have the staff or the budget or the technical knowledge to drive that work forward. And Claude Corps is really the converging of these two challenges. We place early career AI skilled fellows with nonprofits where they learn to apply AI for social impacts and get to work on the challenges and opportunities facing organizations like yours. We believe that everybody gains. Fellows gain real, tangible, and useful applied AI experience in a professional setting, and your organization gains a capable team member, a generalist who can help move you forward in your own AI journey along with firsthand understanding of what AI can do for your mission. The broader public also gains with what we hope will be a scalable program for early career workers and impact driven organizations at a critical moment in AI transformation. So what does this program look like, at a glance? So Claude Corps will place a thousand fellows across three cohorts. The first cohort is beginning this November, and then the second in March 2027, and the third in August 2027. As I've alluded to earlier, the organizations joining us here today are under consideration for cohort two, which starts in March. Each placement is twelve months long. It's full time, and it's fully funded. Anthropic has committed a 150,000,000 for these first 1,000 fellows, and we expect roughly 400 nonprofits around the country to host them, spanning everything from food banks and museums, specific tech organizations, to conservation nonprofits, and more. Over the long term, we hope that this is a model that will be replicated and scaled, and we're planning to share our learnings publicly, so that anyone can take them and use them. Now let me spend a few minutes on what Claude Corps means for you as a host organization. First, Anthropic, CodePath, and Social Finance will provide you a fellow. Their salary and their benefits are covered through CodePath as the employer of record. Second, because there are other costs associated with having a new team member, you will receive a $10,000 implementation grant through social finance. And then third, Claude access for the fellow, or fellows that are placed with your organization, will be provided so that they have the tools that they need to do and drive this AI work forward. Fourth, fellows will also receive ongoing training approximately five hours per week, which are led by our colleagues at CodePath so that fellows will arrive with a strong baseline. But over the twelve months, they'll become even more skilled and even more prepared to tackle some of your thorniest challenges. Second, what the host organizations provides. It's really four things. First is a supervisor for the fellow, which is someone who can keep them pointed at both interesting and impactful work along with a named leadership sponsor, who can help keep things, moving and unblocked. Second is equipment and access. So in many cases, that means a laptop. It may mean an email address and the documents and data, that a fellow needs to be successful. Ultimately, it's on the host to control what data and what access, fellows are provided, and anything that the fellows produce, will belong to the host organization. Third is light reporting along the way. Reporting the hours worked by a fellow, to code path as the employer of record, answering occasional surveys, throughout the fellowship so that we can keep improving the program, as well as joining other host organizations to share what's working, what some of the challenges are or pain points, and really helping the broader community, advance through practice. And then fourth is really a plan for what's next. You certainly don't need to commit to carrying every single project forward, but we do ask that you begin the program thinking about what happens, when it concludes. This map shows, some of the examples of nonprofits that have signed up to host Claude Corps fellows in our first cohort, and I think it's a good picture of what we're looking for in our host organization partners. First and for... And foremost, is enthusiasm. We know that we are asking a fair amount from the hosts who participate and that it takes a lot, to onboard a new full time team member even where their salary and benefits are provided. So we're really looking for organizations that are genuinely enthusiastic about the program, about using AI to deepen and to broaden and accelerate their impact. Beyond enthusiasm, there's a few additional things, that we are looking for and considering. So one you can see from this map is the geographic variety. We really want our host organizations to represent the entire United States. We're also interested in domain domain variety, and that has a lot to do with our fellows in particular. Some of our fellows are joining because they really wanna work on on highly technical AI powered projects, and they don't necessarily mind too much what domain they work in. But others have had a lifetime dream of tackling food insecurity in their community, for example. And so we really want to provide as much domain variety as possible amongst our hosts along with a range of organizational structures and and resource levels and more. There's two more things that we'll be be looking for, and I'll, speak to this towards the end in some of our FAQs. But one is a a vision for the fellow. So, we're looking for how you're thinking about the fellow fitting into your broader team, how you plan to support them, and how you expect to sustain the work, that they produce after the fellowship. You don't necessarily need a long list of projects that are sitting on the shelf and ready from day one, but we are looking for a sense of what it would mean to you to have a Claude Corps fellow as a core member of your team. The last is really your your AI readiness. And by readiness, we don't mean expertise. You don't need to be an organization that has a bunch of agentic workflows and AI powered products already in place. What I mean is is more of an appetite, so an eagerness to explore how AI can better serve your mission, which is a fundamental, purpose of this program. So now that I've covered, what hosts can expect to receive and and what we expect from hosts and what we're looking for, I'm really pleased to introduce you to our partners. So Anthropic is the funder of this program. As I mentioned, we're providing a 150,000,000 in initial funding and leading the overall program strategy and providing some of the Claude expertise and support. But this is a strategic partnership, and we could not do it without our partners at CodePath and Social Finance. So I'm delighted to hand you over to Chris Coleman from CodePath, and then Jake Edwards from Social Finance so they can talk a little bit more about their organizations and their roles. So, Chris, over to you. Alright. Well, thank you, Christian. And it's really wonderful to see such a great, turnout, to this information session. I'm Chris Coleman, chief product officer here at CodePath, along with the Anthropic team, I owe me end to end, experience for, the fellows and the host of works. A little bit more about CodePath and our background. We're a national nonprofit. We're the country's largest provider of collegiate computer science education, and we've been in technical training and CS education for over a decade. And we've turned, early career talent into technical professionals, consistently during that time, who get hired and succeed at some of the top technical companies. In this engagement, we're gonna be, also supporting as the employer of record. So that means that your fellows will be employees of CodePath, that'll be assigned and deployed out to your organization. We recruit, hire, run payroll, carry the benefits, handle the HR for them. The goal here is that you all will receive a capable AI trained, fellow on your team for a full year without, having to take on all the overhead of managing that person, and the HR aspects as well. We also support the programming across the the whole fellowship. So from structured curriculum to hands on instruction, applied exercises, and the mentorship that's provided, for all twelve months. All of that support is going to start before the fellows reach you, and and it will run through their last day with you. We also, you know, are really, focused on evolving the program. So as Anthropic, you know, continues to push what's, capable with Claude and with AI, you know, our position as CodePath is pushing on how fast people can learn and how effectively we could prepare them for, you know, the necessary skills, as we're moving into this AI era. And this program is gonna benefit from both. So really excited to be a part of this. Excited to see all of the interest. And with that, we'd love to pass it over to my partner, Jake, with Social Finance. Thank you, Chris, and thank you, Christian. My name is Jake Edwards. I'm a managing director at Social Finance, and I lead our workforce and education practice here. Social Finance is a national nonprofit and and registered investment adviser, and we're focused on using different and new funding models to drive economic mobility. Our Claude Corps partnership fits broadly within that strategy, where we manage 13 funds with more than $325,000,000 from public, philAnthropic, and private sources that we deploy across the country to help individuals get skills that lead to good paying jobs. That work and that portfolio informs our role with Claude Corps, which is twofold. First, we are leading the measurement and learning agenda. And second, we're designing and managing the strategies to scale and sustain the program over time. On the learning agenda, we expect this will encompass three different tiers of impact. First, on the fellows as it relates to the AI skill acquisition and fluency during the fellowship and the longitudinal employing outcomes that those individuals experience after the fellowship. On hosts, as it relates to the organizational capabilities, they are expanded through the program and the value that that creates through the implementation over time within the organizations themselves. And then third, on the field as it relates to the ability to scale and replicate and adapt this program over time through different partners and different modalities and ultimately help inform public policy as we try to think about the new ways in which we can help, support early career professionals gain skills that lead to good paying jobs. On the second part of our work, we hope to test and refine different scaling strategies through multiple channels. This is very much being adapted and built in real time, but we have some early hypotheses. Those include working with philanthropies, through building AI capacity for the nonprofit sector and helping those nonprofits better address the issues in the communities that they care about by partnering with the public sector and by governments in the capacities of of hosting and and funding fellows to create new approaches and models to upskilling and catalyzing new service models, that are popping across the country. And third, through engaging with the private sector, through hiring fellows, adopting and replicating AI training and curriculum, and financially contributing to the program sustainability. So it's a little bit about self defining it, our role, incredibly excited to engage with you all as this moves forward. And with that, I'll pass it back to Chris. Alright. Thank you, Jake. Okay. Let's go ahead and head to the next slide here. Sure. Everybody's very curious about, you know, some of the mechanics of, what the journey looks like both for the host org and for the fellow. So, we wanna walk you through what the twelve month period looks like. And let me help get you guys oriented to this slide here a little bit first before we started. So if you look across the top, effectively there's two tracks that are running in parallel. Right? So left to right is kind of the timeline from, pre training that'll take place before they're deployed all the way through, the twelve month period. And on the top section in yellow, you see the fellow journey, and in the bottom section you see, bottom section, you see, the corresponding, host or journey, at the same stage. Alright. So, first off, we're gonna start, with some free training to get everybody kinda baselined and ready to, to be deployed and hit the ground running day one ready. So that looks like, what we're referring to as foundations in Basecamp. So this is preprogrammed training. It's about sixty hours of applied AI training. We're be... Gonna be covering, foundations remotely first. So the, candidates, the fellows are all going to go through about two weeks of structured training online, before they then join us live for a full week, Basecamp training that we're doing live in person. And, during that time, the, host organizations are going to be attending the Basecamp training as well. So our our intent here is during this period, we are training the candidates on, the skills that are needed to be able to hit the ground running day one. We're also, working with the host organizations and who you delegate to join the base camp, to help set, expectations, do a little bit of training around how to be prepared and how to work with your fellow, and really how to optimize the program, for impact and outcomes. So getting everybody together for a five day period there, and getting ready for the program. Now after, that, Basecamp concludes, we then start day one of the program. So the candidates would have... The fellows would have been deployed out to your organization. And we're going to start, with a thirty day sprint, where the fellows are going to, you know, land, get, oriented to your organization. But they're then gonna start running discovery. Right? Kind of, exploring the projects and concepts that you'll surf... That you have surfaced as, the host organ in your application. Right? But also interviewing and talking to folks within the organization to understand some of the biggest pain points and where AI can play the biggest role, in providing solutions. Right? So that discovery period, interviewing folks and understanding the pressures and the challenges of the business is gonna take about a thirty day period. And in that, time, they're going to be creating a road map and kind of describing their understanding of the problem statements of what a solution might look like. So the goal is that at day 30, they have a, set of requirements in hand, and a road map in hand that you all, and and us as advisors can help to review and approve to make sure that everybody's aligned on the work that's going to be performed. Right? And then after that thirty day period, we're really gonna start, formally working towards bringing those requirements to life and developing, some of the, MVPs or or early aspects of, what those solutions are going to look like. So that's going to kind of be the cycle while they are on the job. Right? Exploring and doing discovery. Might be some large projects, might be a sequence of smaller projects, right, but they'll be surfacing the solutions within the roadmap along with some timing, and then moving towards, completing those solutions. Also, while they're on the job, and after that thirty day sprint, once we have a roadmap and we have requirements in place, we then kick in with some on the job training that's formalized as well. So about five hours a week throughout the end of the program, the fellows are gonna be going through two different learning segments, here with CodePath. Right? One is what we refer to as reinforcement training. This includes, advanced concepts and it includes support for any, deficiencies that we find. Right? If they had low performance in a particular area, we're really going to reinforce those concepts to make sure that they have a very strong foundation. This also gives us a little bit more room and space to introduce more advanced concepts. We also have a notion of just in time training. This is a really exciting concept and the intent is, you know, there's a lot for all of us to discover as part of this process, right, and deploying these fellows and what's possible. So we expect that a lot of things are gonna change over the next twelve months. New models are going to come out, possibly new paradigms and how we use the models will come out, you know, and, new challenges, that our fellows are going to face that might be unexpected. Right? So the intent here is we're going to be, working with all of the fellows at scale nationwide to understand what types of challenges they're facing. Right? Developing training content to deliver to them just in time. The intent would be that the pod that would be deployed to your organization will be sharing and surfacing both the successes and challenges that they're seeing, and they'll be getting training and, direct live instruction on those challenges the following week. Right? So we're experiencing and cataloging, challenges, opportunities, and ways for us to accelerate in real time on a weekly basis, and we're acting on it and teaching it to them, in the following week. So really excited about that component as well. As we approach the mid year, we're gonna have a mid year showcase and, QBRs. So this is where your fellow is going to show and demo, the progress that's been made, the solutions that have been developed, and to kind of enter a formal reporting process to let the organization, and let us as partners, you know, get caught up to speed with all the progress that's been made and, and what's been accomplished thus far. So midyear, showcase and a QBR presentation. As we start progressing towards month nine and we start looking towards kind of the final quarter of, the program, we wanna understand the, pathway for both the host org and the fellow moving forward. Right? And so what we are expecting, or what we're anticipating, but certainly not requiring, is that we expect that a number of the fellows, may be in position to stay on with the host org. And the host org may want to hire them afterwards. Right? And that's something that we would certainly support, but it's not, an expectation for the host org or for the fellow. So we also wanna be in position where if the host org doesn't have that opportunity. Right? We can transition the fellow out and make sure that the host org, has a plan to maintain continuity and to continue to grow and develop the solutions that have been produced. So those last couple months, while we're still developing solutions, right, and continuing to train the candidates, we're also thinking about what a stay on would look like and retaining your fellow or what a, you know, party weighs, and us helping that fellow go achieve, employment somewhere else. And then lastly, as we're completing the program, you know, CodePath engages with our employer network and some of the tooling assistance that we have, a platform called Career Connect that's going to, help the fellows enter kind of our employment network and try to find opportunities if the stay on with the host organization is not the pathway forward. So the goal here is, a structured program, right, that, provides the essential support that all of the fellows need, that is continuing to evolve in real time as we are learning and adapting over the next twelve months. And the world, and capabilities of AI are gonna continue to adapt, but having those right supports in place to make sure that we're successful on both sides. And what we're hoping of our host organizations is, as much engagement as you all are, willing or interested in. Right? That's where Christian was talking a little bit about, you know, the, AI maturity of the organization. It's not necessarily your implementation. It's it's the engagement there. So we also wanna make sure that we're supporting the host orgs and the leadership in developing their skills, their understanding, and their expectations of how to leverage AI. So that's where the community of practice and some opportunities for us to synchronize, across some different groups and organizations so that we can all, learn a little bit together as well. Okay. So, so that's a little bit more about, the, journey over the first, twelve month period and some of the different stages and different supports that we have in place. I wanted to take a quick moment, because I'm sure you all are curious, and we have a couple of questions that are popping up. But, specifically, what does the the training cover, and what does AI ready look like. Right? And so so first and foremost, we're covering all of the, technical considerations that the candidates are going to need. Right? So deep proficiency, leveraging the tools, the latest, models and capabilities through Claude. And so, Claude, Cowork, Code, design, you know, the different capabilities that are available there. We also cover security and ethics. Right? And when to identify and sense that AI is not the right, potential solution for something or require some deeper, security consideration. We cover how foundational models work. We cover things like, prompting and context engineering, how to put evals in place, and agentic search. We also spend a lot of time on, judgment and domain awareness, so that they can understand when AI is generating or recommending a solution, how appropriate it is to the organization, how relevant it is. And so that judgment and understanding what a good solution looks like, you know, is a key aspect that we're focused on as well. And that'll take some calibration with your organization and your domain. But we have tried to do the best of our ability to match, the fellows with a domain that they have prior experience or or certainly a mission interest in. So that's a little bit more on the training, and that will span from, you know, the pre training through the on the job training that they're gonna be taking, while they're deployed in your organization. So I wanted to cover a little bit more in there. And with that, I will send it back to you, Christian. Thank you so much, Chris. I really appreciate it. I do wanna cover, and we have a a couple of of questions about this as well. The timeline between now and Basecamp. One, I know this timeline has shifted since you applied. And as you'll see from this slide, it's changed again. So I just wanna be, first, I wanna acknowledge that. And then two, I wanna make sure that I'm very clear about the dates here. These dates on this slide replace the dates that we shared in our most recent update. And when we follow-up with a copy of this recording, we'll also be sure to to communicate these date changes there as well. So first, we will be releasing our, revised supervisor intake interview, for November 9 to the twentieth. So this will give you about two weeks to complete that interview, and I'll I'll touch on what that covers, momentarily. And that means that we'll have this completed before the holidays, so that we can sit down and do some of our evaluation of your, intake and select our cohort to host organizations, before the holidays, in December. So a note on that intake, it is going to be a guided interview with Claude. So it is not an interview, with a member of the Anthropic team. And that interview is not meant to be evaluative. It's really meant to collect more information, that all our team can sort of take in and and match with your application and consider, whether we think you would be the right fit for cohort two or for cohort three depending on on some of those responses. We plan to get our decisions out on December 18 so you'll know whether or not you were selected for cohort two, before any breaks for the holidays. In mid January, selected organizations will complete matching with their fellows. You'll meet with two to three fellows, per position at your organization, and then you'll be assigned your fellows, before the end of January, so before January 25. So that's a relatively, short window for you to complete those conversations with fellows. And, really, what we are trying to provide is is a long window for fellows who may need to relocate during that February and March time frame, before Basecamp. So fourth are those dates for Basecamp. So, Basecamp will take place now from March 22 through March 26. Base camp, as Chris alluded to, is our in person kickoff. The location is still to be determined. I I can say, that Basecamp for our first cohort is here in San Francisco. There's a pretty high likelihood that it would either be, in San Francisco or New York, but we would communicate that at a later date. Fellows will begin working at your organization immediately after Basecamp. So the most useful thing that you can do right now, before November 9 is consider who your fellow supervisor or supervisors will be. And if you think that that cohort two timeline no longer works for your organization, please just reach out, to the host@claudecorps.org alias that you've been communicating with, and we can talk about moving you to the cohort three process, which will start, in the new year. So with that, let me touch on a few frequently asked questions, that have been coming up. I'll take a lot of these, and and then we'll, tap in Chris and Jake for, some that are specific for code pack CodePath, excuse me, and social finance. So first, I've had a lot of folks who have already asked, our projects have changed since we originally applied. What should we do? Don't worry about that for now. We will have a revised project intake process for you, in the new year that will kick off in January for selected host organizations. For some folks, those projects may be the same. But for others, as you can imagine, the the work has progressed quite far since you first submitted your application in June. The purpose of getting that updated project, from you is so that we can understand what you, what your needs for your fellows might look like so that we can best match fellows, to those specific needs. We have some folks, that are looking for fellows to jump in more around process reimagination for efficiency, others that have more deeply, technical product development work. And so we wanna make sure that we, can give fellows the visibility into what the, what your organization is looking for, and we can best match, fellows to your needs. So we'll release that in January. Nothing that you need to do right now, and that will be for our folks that are selected for, cohort two. Second, what does the supervisor evaluation step involve? A live call, a form, written questions, and how should we prepare? So I touched on this briefly, but I do wanna to share a little bit more about our, intake conversation with Claude. So this is expected to be about thirty minutes in length. We will provide to you sort of, in broad strokes what that conversation will cover before you get started. And that way your supervisors can consider their answers to those questions that conversation is really meant to to sort of, ask and answer and push your thinking about your project. We actually found that more than half of our host organizations in cohort one, said that they were more clear or significantly more clear about their project and their expectations of fellows as a result of that conversation. So we're hopeful that that will be, valuable for your team in addition to our team. The third question is, will the evaluation go directly to our designated supervisor or to the primary contact and which supervisor does it mean? So we'll be sending those to your primary contact. Again, it's very possible that you may, have pointed those projects at new teams or new managers, or maybe folks have left the organization. So we'll be communicating with your, points of contact directly, and they'll be able to identify the appropriate folks to complete, those intake conversations. Next, how many fellows will we host, and can we get more than we were originally assigned? So our cohort two, organizations will receive one to two fellows. There was a question in the chat earlier around have we determined, the sort of size threshold that will determine whether or not, an organization gets one or two. And the answer to that question is is no. We haven't yet. We will be considering this, sort of in a more holistic view. I I... There's not going to be a firm cutoff that says, you know, if your organization has 20 or fewer, you can only have one fellow. It will really be driven in in part by, the projects that you're considering, your readiness to absorb those fellows, and, whether or not, we think those those fellows are able to hit the ground running right away. So we'll sort of take those on a case by case basis. If your organization is interested in more fellows, that's certainly something that you can, communicate, but we'll, as you can imagine, need to be sort of balancing, that supply demand question, if you will. I think a lot of folks would like as many fellows as they could get. And although we wanna support you to do, you know, deeply meaningful and impactful work, so, again, that'll be a a sort of nuanced answer to that question. And then can you specify your own fellows? So this is a question that we've heard before. That might mean fellows, who go to a specific college or university in your area, perhaps alumni of your programs, so on and so forth. The answer to that question is is no. We're not able to accommodate organizations, to request specific backgrounds, or experiences of, the fellows that are, placed with their organization. And so to touch on the profile of the fellows that you might be matched with, just just to answer this a little bit, specifically, and Chris touched on this as well, your fellows are going to be strong AI generalists. There are folks who will have a wide range of experiences. Some have college degrees, some do not. Some have a couple of years of experience, or maybe veterans, some don't. And I would say the unifying theme here is, as Chris mentioned, all of our fellows are provided a very rigorous applied AI training, from Anthropic as well as just in time training from CodePath, throughout the program. The... Your fellows will receive, upwards of a hundred hours of training before the first day with your organization, so that they're ready to hit the ground running from day one. And as Chris mentioned, an additional five hours of training, approximately each week, so that your fellows continue to learn, improve, and tackle those, hard, thorny questions. If you have a very specific, need or requirement for your fellow, there will be an opportunity for you to flag that for the team. I do wanna be transparent that it may mean that we can't accommodate those requests. And so, if you as an organization need fellows, to do sort of deep research, have a deep software engineering background, you know, we're happy certainly to take those requests. But we cannot guarantee that we'll be able to accommodate those, and it's possible that we may have to defer you to a future cohort depending on the degree of specificity, in those profiles that you're looking for. Third, and... Or I guess sixth, but third in this row. This is a really important question, actually. Must fellows relocate and work on-site, or can they be remote? So I just wanna be, super clear, about this question because it's one of the larger points of friction that we're experiencing with cohort one. So remote first organizations are permitted to participate in cohort two, and this is a change from our first cohort. So if your team works remotely, you will be asked to indicate this during the supervisor interview. That said, if your team largely works in person or hybrid, then you should indicate that worksite location, whether that's Boston, New York, Montgomery, Grand Rapids, so on and so forth. If your supervisor or broader team are on-site, then we would expect your fellows to relocate there and work alongside your team. So you'll need to pick one worksite in that, instance and to be thoughtful about where your team can at best absorb a fellow. If your manager, or broader team are split across regions, we'll ask you to choose one. What's most important is that you're clear between whether you are, accepting, or whether your organization was remote first or in person or hybrid, you can't be both. And that's because it's a really important criteria in matching our fellows. We've had more than one, host organization in cohort one, who's had a fellow decline as a result of of confusion about this expectation. And so it can have a negative impact, on the the match for both the fellow and the organization. Jake, I'd love to tap you in, for this next question about what out of pocket costs, will host organizations need to cover? Sure thing. And so just to kind of reiterate what Christian said at the top, for every host that is selected, you'll receive a $10,000 implementation grant. So that is $10,000 for every host. So not a function of the number of fellows you get, but one time $10,000 at the start of the particular cohort to support the individual host needs as well as fellows... Fellow needs. It's a very light touch implementation award letter that you will each receive signed by Social Finance, and it lays out eligible uses, ineligible uses, and expected, responsibilities of the particular hosts. In terms of its eligible uses, it's pretty broad. It It could be anything from dedicated workspace, laptop, software licenses, supplies to, training materials, team building, and professional development. It could be travel costs and related costs associated with attending Basecamp as well. In terms of the ineligible uses, similarly quite narrow and really just focused on, the no lobbying, and anything unlawful, if you will. In terms of the expectations or the responsibilities associated with the host receiving that implementation grant, it's similarly quite light. We, want to kind of have your approval to engage in a learning agenda, have the opportunity to engage with you to share reflections and, reflections and, insights from your experience through the fellowship program. But that is more or less the extent of the implementation grant and, kind of associated uses of the funds that come with that. Christian, anything else that would be helpful to to double click on? There's been a couple of questions in the chat around whether an organization who receives, two fellows will get twice that implementation grant, or is it 10,000 per organization? 10,000 per organization. Thank you, Jake. I appreciate it. And while I've got you, Jake, can you touch on what contracts are required on the social finance side? And then, Chris, I'll I'll ask you for the same on the CodePath side in a moment. Just that from Social Finance, and it is in theory an implementation grant, which takes the form of a contract, but it is just a countersigned, implementation grant from Social Finance that upon onboarding and beginning in the cohort, you would receive directly from us with no countersign signature necessary that would then trigger upon receipt the transfer of the $10,000 implementation grant on a per host basis. Oh, well, thank you, Chris? Jake. On the on the CodePath side, the one required contract is our employer of record agreement. And so, you know, still a couple of questions, surfaces. So to be totally clear, every fellow is an employee of CodePath. And so your organization, CodePath, will have, a contract and agreement in place for us to serve as the employer of record for you. But, that's that's the mechanism. So they'll all be employees of ours, and we had a couple of, questions related to that as well. And we got quite a few more here that we can go through, Christian. Yeah. Let's Great. One of the questions, it comes up pretty frequently is what happens, if the fellow leaves earlier if the fit isn't working? And we are certainly expecting... We're we're trying to minimize. Right? But we're expecting that there's gonna be circumstances where that's going to happen. Our current thinking on it is, you know, based on when, during the cycle that happens. Right? If it's a very early obvious bad fit. Right? And, hopefully, that's not the case because we're, you know, doing the matching and and getting you all connected and Basecamp will have some more time together as well. But if an early bad fit occurs, then we may have an opportunity to replace that candidate early. Right? If it occurs more, in the middle of the program, right, or it wouldn't make sense for us to, replicate at that point, then we would look at drawing them from the next cohort. Right? So we wanna make sure that we're able to support the engagement, but we wanna be flexible on this process. And based on the circumstances and when it happens, we would do our best to support it either immediately, right, or at the appropriate time for the next cohort. And, Chris, I'm wondering if you can also address, this question that we received as well. Are all of the fellows US based, or do we also have, fellows who are on visas, for example? Yeah. They are all US based, and that's that's the circumstances for now. Of course, we've got, aspirations and interest in, you know, exploring what, international, folks might look like here. But, but for the moment, for the second cohort, US based. Wonderful. I wanted to take, a question that sort of straddles here, but but I've heard this from host orgs, as well. So there's a question around, at a salary of $85,000, fellows may have difficulty with getting housing and and high cost of living areas. So the question is, will CodePath be assisting and ensuring, that they're able to have accommodations near the organization? Are they fully on their own? So, Chris, maybe you can speak to how you're supporting on the CodePath side, and then I I can touch on sort of where this feeds into the match and preferences as well. Yeah. Yeah. To a large degree, we're trying to, first off, source fellows near the location when and where that's possible, right, to limit the the relocation. That said, there... There's a couple of techniques that we are, helping to support the candidates with. Right? To... For the majority of it, they are on their own to go find that opportunity, to go find that housing. But some techniques in similar programs that I've seen be effective in the past, like matching them together as roommates is is a really effective technique. So a lot of our, fellows in cohort one are already connecting, identifying their, location. And when they're deploying new pods, they're having conversations around potentially rooming together, which, helps to address some of the the cost of living there. And so definitely, we're gonna see how, you know, things play out at this rate. But, we're gonna do the best that we can to support candidates and help them, you know, find accommodations. And also just, to add a couple of things there as well. So fellows do receive a $6,000 relocation grant that helps to defray some of those costs. And the other nuance that I I like to emphasize here too is we have, fellows are in part selecting organizations based on, the... Some of those regional preferences. So that goes into our matching process. If a student, really wants to work in New York only, we will try to give them New York based organizations, for example. And our belief is in in some cases, folks want to stay local. In other cases, they've been local their whole lives, and they're really looking for something new. And so we're allowing that preference, to feed into, the process where we identify, good matches based on on those preferences. So, everything Chris mentioned plus a little bit of nuance around, where fellows have some agency in this process as well. So API credits for the fellows, do they work alongside the existing Claude enterprise account? That's a great question, Chris. I need to follow-up on this, and I will give an answer to you all off this call. We've been going back and forth on this for cohort one. I believe it's been solved in the past, twenty four to forty eight hours, but I wanna make sure that I give everyone an accurate representation, rather than misspeaking there. There's had a question question. from earlier. Oh, Nope. go ahead. ahead. We had a question earlier. I love this one. My... Maybe my favorite question. What happens if we wanna hire the fellow on afterwards? So just kinda coming back to that topic. That's our hope. That's that's likely the hope of your fellow as well. And so we're looking forward to that. We're looking forward to supporting you all if that's the the circumstances. Right? So around that month nine, we'll have a conversation about, what you all are thinking in terms of, moving this work forward. Right? And and everything from the fellow retaining and making them an offer to stay on full time, part time, whatever suits you. Right? Through transitioning that work internally and identifying an internal champion that the fellow can, you know, kind of train and transition on, their way out of the program. But we're certainly, hopeful and and, excited to see interest from our orgs in in preserving the fellows beyond the engagement. There's a... An important question here that I wanna, touch on, which was, do the security and ethics cover HIPAA and FERPA considerations for fellows who are working with that type of confidential information? So I'm gonna answer this question from a couple of different angles. First is to say, yes. We do touch on, how to handle some of those various types of confidential in... Information in our safeguarding training. That said, this is also an area where we expect that host organizations, will be on the hook for making sure that those policies, data governance, AI use, are understood by fellows and being, followed. So your organization may have additional compliance training that fellows need to complete. We support that. You may have specific, role based access controls inside of con... Inside of Claude that will govern what kind of data or information that your fellows have access to. And so this is really something that we we can, you know, collaborate with you on to think through. But we definitely lean on our host organizations to ensure that fellows remain compliant, with whatever data, tools and access that they have. The other thing that I I just want to address here is a little bit more operational answer to this question, but was also flagged, earlier in the questions to say, because fellows are employees of CodePath as the employer of record, that may also mean that your host or host organization will need to figure out how to get, fellows access to, say, an email address, single sign on, any of those data systems, etcetera. We've had a couple of host orgs who have flagged that this is is challenging for them, and this is something that code code path as the employer of record can help you all sort of think through and and what types of arrangements, whether that's a... As a vendor or consultant, you might need to pursue to ensure that fellows have the access they need to do real work on behalf of your organization as of... As opposed to, sort of, you know, toy projects, on the side, if you will. One more one more question here I'm happy to take on. Question was, in addition to supporting specific AI projects and opportunities, will the fellows be able to support organizational AI enablement literacy, such as supporting AI training for staff? This is something we're really excited about. And so, our perspective and what we're doing is part of our training with the fellows is training them in kind of like a teacher to teacher model, right, for them to be able to come in and deliver, you know, small lessons and learnings based on some of the progress that we're making. How will that fit into each organization is probably slightly different. Right? So for your organization, you may have a different appetite. You may wanna dedicate more or less time of your fellows, you know, weekly time, to that. But I'd really encourage something like a a... You know, let's get through the thirty day discovery period. But then I would encourage something like a a lunch and learn Friday and have them come in and share a little bit, right, or set up some type of cadence or structure to give them an avenue. That will also help you to tease out kinda where the champions internally are. And in the event that we don't retain the fellow and and, bring them on full time after the engagement, while we would have already had some of the transition of knowledge taking place, we would have identified a good champion to transition some of that work too. So highly I'll answer this as well from the Anthropics side. Part of, our support, is through host organizations. to also ensure that we can, provide some of that enablement, community of practice work that Chris alluded to earlier. The one thing that I I would just caution you to, I I agree with everything that Chris said. We also don't want you to see your fellows as your sort of IT team during the, portion of this fellowship, and where you might have specific, issues with Claude in terms of, your settings or, as I mentioned, role based access controls. That's where you can come, to me as a customer success manager. We'll do broader enablement for your organization as well, as well as bringing together you and your peers, in different and rotating communities where you can share use cases. We can debug challenges together, and you can start to build that community that will last, amongst your peers, beyond the life of the fellowship. So I'd say there's just two aspects, both support from fellows as well as support from Anthropic as well. There's a couple of questions around, the supervisor evaluation. And if you've, submitted a proposal for two fellows, should you have each supervisor participate in one interview, two separate interviews, or or how you should be thinking about that? So, there's going to be sort of two parts, to this this answer. So the supervisor interview in November is not going to go super deep into the project details. We really wanna understand, where your organization is in its AI maturity, how you would plan to absorb your fellows and support your fellows. We have a few questions trying to understand some of the barriers, as well as some of the accelerators, if you will. One person can complete that intake conversation on behalf of your organization. It could even be the sponsor. So for that November 9 conversation, it does not explicitly, need to be a supervisor or multiple supervisors. As I mentioned, we will be doing a separate project intake conversation in January for selected organizations, and this is where you would want to have each of your supervisors, participate. So we wanna make sure that we get those projects well defined and well scoped out. And that way your fellows have a great sense of of what they're going to be tackling, what your KPIs are as an organization. And that's not meant to replace all of the discovery work that they'll be doing in their first thirty days, but certainly gives them a sense of, what the runway looks like and and what your expectations for them might look like. So, you can plan for those two parts of the conversation. And there's a question here about for remote only organizations, might this be a negative to find a fellow? I don't believe that will be the case. We have a lot of interest from our fellows in remote placements. Unfortunately, we have not been able to accommodate all of those, requests, for accommodations. The... I think that will be a a really interesting opportunity for fellows in cohort two. So if you are a fully remote organization, I I don't think that you should see that as a limiting factor. We are not making matching decisions based only on, remote preference on behalf of fellows, but it certainly will be one factor that we're considering. Working remotely is is quite a different experience than working in person where you might get to know and build relationships with the teammates. You might be engaging with the constituents, on a a regular basis. And so we expect some fellows will, choose one over the other, but we'll have a preference, in either case. We're just reading through the questions if there's any more that we're we're gonna cover in our last few minutes here. So I see the question about besides the initial launch and midyear gathering, will there be opportunities to network with other host sites? Yes. Absolutely. This is, part of that community of practice where we will meet on a recurring basis, in small groups, large groups. And there will be opportunities for folks to network with organizations in similar sectors, but also similar sizes or or similar phases of their AI maturity as well. So we're going to be very intentional about how we bring folks together and when, what you can learn from the people in the room. And so that will be certainly a a large feature that we hope many folks will opt into, by participating in the Claude Corps fellowship. So if that is of interest to you, I certainly would encourage you to highlight that in your intake conversation. Another question around, remote or hybrid dependent. You will indicate this as part of your intake conversation. So it will be very clear, to say that either we are a fully remote organization or have an on-site work expectation. If there is an on-site work expectation, then then you will indicate the specific, city or region, and that's what fellows will see as part of their matching process as their ranking preferences. In terms of costs, for Basecamp and who would attend Basecamp in March, we really, try to encourage organizations to identify one attendee for Basecamp. In the event that you have multiple projects and multiple supervisors, we may consider, both supervisors attending base camp, but it is really focused on the manager enablement, making sure that fellows can hit the ground running on day one, that their projects ladder up into your organizational OKRs, and your broader AI road map and vision. There will certainly be things that we expect participants at Basecamp to take away and and bring back to the sponsors at the organization, But it is not meant for, or or necessary for everybody at your organization to participate. So that's a question we've had quite a bit. The costs, are in part supported by the implementation grant from social finance. Hotel blocks and ground transportation are provided by Anthropic, but flights and any other travel associated costs like per diem are are covered by the organization. Christian, we had a we had a question about, has the selection process for the fellowship applicants been competitive? Yes. Very. We have a really exceptional group of fellows, that we're very, very proud, to be able to place with your organization. I wish I could tell some of the stories, that they've shared with us, but, what I can say is that they are inspiring. These are folks that are deeply committed, are truly sort of AI fluent and are excited to be able to join your organizations and and make an impact right away. By and large, all of our cohort one host organizations have been very pleased with their placements, at the end of our matching process. So we're we're quite proud of that cohort, and we expect that will be true for cohort one... Or cohort two as well, which is currently in the process of being selected. So with that, let's leave that as our last question. And, Jake, maybe I'll have you come back to the the stage once more, and we can just give you all a a quick thank you for joining. We will follow-up, with a recording that you can share with your colleagues. Again, I think we covered on on some topics that are new from the previous recording and certainly just double clicking on some topics that have been, pain points or caused quite a bit of friction for both organizations and fellows. So, hopefully, there's something new here that you all can take away, in the last couple of minutes. So thank you all very much. We're very excited to be in touch with you in the next couple of weeks, about the intake conversations. So we'll be in touch soon. Thank you all. Have a great rest of the day.