IT Operations Engineer, Asset Management

We need to output HTML fragment with sections for headings that have real content. Use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include only sections that have real specific content. The posting includes: About Anthropic (mission) - but we only need sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes "About The Role" which is a section heading. So we can output

About the role

with paragraph(s) containing the description. Responsibilities: there is a big list. So we output

Responsibilities

with

• items. Requirements: The posting includes "You may be a good fit if you" and "Strong candidates may also". Those are qualifications/requirements. We need to decide which sections to use: Requirements, Qualifications, Skills. The instruction: Use headings for those categories if they have real content. We can split: Requirements (mandatory) from "You may be a good fit if you". Qualifications maybe from "Strong candidates may also". Skills maybe from scripting, AI tools, etc. But we need to avoid thin sections. Perhaps combine into Requirements and Qualifications. However we must follow instruction: "Prefer a few substantive sections over many thin ones." So we could have sections: About the role, Responsibilities, Requirements (including both mandatory and preferred), Benefits, Pay. Schedule not mentioned (no schedule specifics). Benefits: The posting mentions at end: "We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space". That's benefits. So we can include Benefits section. Pay: The posting includes "Annual Salary $180,000—$230,000 USD". So we include Pay. Schedule: Not specific; only location-based hybrid policy: "Currently, we expect all staff to be in one of our offices at least 25% of the time." That's schedule-ish but not explicit schedule. Might be considered schedule? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state location-based hybrid policy, which is about schedule/location. Could be considered schedule. But we might decide to include Schedule section with that info. However it's not a clear schedule like "full-time", but it's a policy. Might be okay. But we need to avoid filler. It's substantive: "Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time." So we can include Schedule. We must not include boilerplate like EEO, scam warning, etc. Also remove duplicated lines, navigation, cookie, legal, etc. Also remove "How We're Different", "Guidance on Candidates' AI Usage", etc. Also remove "Deadline to apply: None." etc. Also remove "Logistics Minimum education: ..." That's qualifications; we can incorporate into Requirements. We need to preserve all substantive information. So we need to include details about responsibilities, requirements, qualifications, skills, benefits, pay, schedule. Let's extract content. About the role: The paragraph after "About The Role": "The IT Operations team keeps Anthropic running. We make sure every employee can do their best work without friction. We're hiring an IT Operations Engineer to develop our global asset management and hardware lifecycle program across our offices in San Francisco, New York, Seattle, London, Dublin and Sydney. You will bring program expertise to how we track hardware as inventory through its whole life: procurement and receiving, the inventory of record, assignment, refresh, collection and recovery, e-waste and secure disposal, and reseller relationships, iterating and scaling practices as we mature. The same person runs day-to-day operations for our corporate mobile program in addition to expertise in management of laptop and workstation lifecycle operations. You'll partner with several teams within the IT, Security and business operations organizations: IT Hardware Ops runs procurement, fleet logistics, onboarding and offboarding, the storage room, and physical intake. The Endpoint pod owns MDM, device policy and enrollment. Finance owns the budget and vendor contracts. Hardware requests that come through the IT Support queue land with the IT Support team, and you'll help define how they are handled." We'll put that in

  . Responsibilities: The bullet list under "Responsibilities" heading includes several subheadings: Strategy and Tooling, Inventory and Assignment, Procurement and Refresh, Collection, E-waste and Disposal, BPO and Contingent Fleet, Corporate Mobile, Automation. Each has sentences. We need to turn each duty into

• . We should preserve all details. Let's extract each bullet. Strategy and Tooling: - Develop the global asset management strategy: the lifecycle model, the data we keep on every device, and how each office executes against it - Select, implement and administer the asset management tool, define its data model and integrations, and partner with IT Engineering where the work needs platform-level access - Contribute to and develop the processes on-site engineers in each office execute against, including the storage room process - Support the evaluation and onboarding of a hardware lifecycle services vendor and, once in place, run the day-to-day relationship Inventory and Assignment: - Establish the inventory of record across systems and keep it accurate, from receiving through disposal: every device, its state, its location, and who has it - Run audits of who-has-what and reconcile physical counts against the system of record - Manage demo, loaner, and travel device inventories, ensuring devices are accurately tracked through complex logistical deployments - Maintain up-to-date inventory counts and make strategic purchasing decisions in support new hire onboarding and peripherals stock levels Procurement and Refresh: - Support hardware purchasing through our reseller and vendor relationships, working from the refresh calendar - Build out the refresh calendar and advance it across offices - Reconcile purchase orders, deliveries and invoices with Accounting and vendors so that what was ordered, received, and billed line up Collection, E-waste and Disposal: - Develop device collection and recovery workflows: offboarding returns, refresh swaps, remote-employee returns and the BPO fleet, including the shipping and tracking that goes with them - Build the e-waste program: certified recycling and secure disposal partners in each region, data destruction records, and the chain of custody from collection to certificate - Handle equipment under legal hold or other chain-of-custody requirements BPO and Contingent Fleet: - Provision, track and recover the device fleet for our BPO partners, and be the day-to-day hardware contact for those vendors Corporate Mobile: - Run day-to-day operations for the corporate mobile program and write its runbook - Manage deployment, break-fix, and carrier relationships associated with a mobile device fleet Automation: - Identify repetitive work throughout the operation and automate it with the tools at hand (scripts, systems integrations / connectors, AI tools) We'll put each as
• . Requirements: The "You may be a good fit if you" list includes: - Have implemented an asset management and lifecycle program for a multi-office fleet, not only run one: taken it from spreadsheets or nothing to a system of record and defined the processes around it (procurement, inventory, assignment, refresh, collection and disposal), ideally in a fast-paced or high-growth environment - Have selected or implemented an asset management platform such as Jira Assets, Snipe-IT or similar, and developed the data model - Have run an e-waste or secure disposal program with certified partners and chain-of-custody records - Have managed reseller or vendor relationships for hardware purchasing and asset disposal - Write things down: runbooks, how-to guides and knowledge base articles - Recognize when a request reaches past this role and route platform work to IT Engineering, policy to the Endpoint pod, and budget to Finance Strong candidates may also: - Have supported a corporate mobile program or carrier account - Have basic scripting experience (Bash or Python) for inventory or reporting automation - Have experience using AI tools to improve personal or team productivity - Have been the hands-on asset contact for an ISO 27001 or SOC 2 audit: pulled extracts from the register, produced disposal certificates and evidence of returned assets We could split into Requirements (mandatory) and Qualifications (preferred) or Skills. But we have headings: Requirements, Qualifications, Skills. We could put the first list under Requirements, the second under Qualifications, and maybe Skills under Skills (scripting, AI tools). However the second list includes scripting and AI tools which could be Skills. But we can also combine. Given instruction to prefer few substantive sections, we could have Requirements (covering both mandatory and preferred) and Skills (covering scripting, AI tools). But we also have Qualifications heading available. Let's think: The posting includes "Minimum education: Bachelor’s degree or an equivalent combination..." and "Required field of study: A field relevant to the role..." and "Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position". That's also requirements. We could create Requirements section that includes education, experience, and the "You may be a good fit if you" list. Qualifications could be the "Strong candidates may also" list. Skills could be scripting, AI tools experience (but those are already in strong candidates). Might be redundant. Better: Use Requirements for the mandatory items (including education, experience, and the first list). Use Qualifications for the "Strong candidates may also" list. Use Skills maybe not needed if we already covered scripting and AI tools in Qualifications. But we could still have Skills for scripting and AI tools. However that would be thin. Given instruction to prefer few substantive sections, we could combine Requirements and Qualifications into one Requirements section, and maybe not have Skills. But we need to follow the instruction: "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't say we must use all; we can omit sections lacking real content. So we can have About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. That's five sections. That seems fine. We'll put all candidate fit items (both mandatory and preferred) under Requirements. We'll also include education, experience, location-based hybrid policy? That's schedule. Now Benefits: The paragraph at end: "We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues." Also maybe mention "competitive compensation" but we have Pay separate. So Benefits: optional equity donation matching, generous vacation and parental leave, flexible working hours, lovely office space. Pay: Annual Salary $180,000—$230,000 USD. Schedule: Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. Also maybe mention visa sponsorship? That's not schedule. We'll keep schedule as that. We must not include boilerplate like "Deadline to apply: None." etc. Now produce HTML fragment. We need to ensure we use

  • for any list of duties/requirements/benefits. For Benefits we have a list; we can make
    • . For Requirements we have a list; we can make
      • . For Responsibilities we already have
        • . For About the role we use

          . For Pay we can use

          . For Schedule we can use

          . Make sure not to repeat job title as heading. Let's craft. HTML:

          About the role

          The IT Operations team keeps Anthropic running. We make sure every employee can do their best work without friction. We're hiring an IT Operations Engineer to develop our global asset management and hardware lifecycle program across our offices in San Francisco, New York,