Responsibilities

• Lead OpenAI’s employer brand strategy for the full range of talent we need, anchored in our identity as a frontier research lab.
• Build a distinctive “why OpenAI / why now” narrative translating our culture, technical ambition, and impact into credible stories.
• Use candidate, employee, recruiter, and market insights to sharpen audience priorities, positioning, content, and the candidate experience.
• Create and lead a scalable content and enablement system—from the careers site and employee stories to job descriptions, outreach, events, closing materials, and guidance for recruiters and leaders.
• Ensure the external brand promise holds throughout the candidate journey, from first impression through onboarding.
• Measure brand perception, audience engagement, candidate understanding and experience, and recruiting impact.
• Build an AI-native operating model across Recruiting, Communications, Marketing, Brand, Recruiting Operations, Legal, and external partners—with clear decision rights, quality standards, and human judgment.

Requirements

• 7+ years of experience in employer branding, talent marketing, research communications, recruitment marketing, brand strategy, or a closely related field.
• Have experience across both high-growth startups and larger, more established organizations, with the ability to move quickly while building programs that scale.
• Possess high agency, strong judgement, bias toward action, and a willingness to figure things out without leaning on a playbook.
• Have built an employer brand capability from the ground up and can translate a strategy into durable systems, content, and operating practices.
• Can build trust with technical leaders, ask technically informed questions, and preserve nuance while making the work accessible.
• Are an exceptional writer and editor who can translate fast-moving technical work into accurate, credible, and compelling narratives without oversimplifying it.
• Use research and data to define audiences, identify perception gaps, prioritize investments, and measure recruiting impact.
• Have a track record of influencing senior technical stakeholders.
• Exercise sound judgment in high-stakes, high-scrutiny environments where narrative accuracy, approvals, and discretion matter.
• Have experience leading external agencies or creative partners from brief through delivery.