Head of Talent Experience & Enablement
ABOUT THE TEAM
As OpenAI scales rapidly, attracting and retaining world-class talent requires an interconnected, systems-designed approach. Brand perception, candidate experience, internal and external communications, frontline recruiting and HR programs need to work together to deliver on our employee value proposition.
This role will serve as a strategic hub to ensure our employer brand and employee experience stay aligned and tightly tethered to three critical inputs: what top talent wants, what the competitive market is providing, and what our employees feel is an authentic representation of our internal culture and their day-to-day work experience.
ABOUT THE ROLE
This senior individual contributor role owns the integrated talent-attraction and experience strategy across Employer Brand, Global Candidate Experience, Recruitment Marketing, and Recruiting Enablement. It sets shared priorities and measures of success, resolves cross-functional dependencies, and builds scalable frameworks that enable functional leaders to deliver against that strategy. Functional leaders retain day-to-day execution accountability; this role is accountable for the effectiveness of the integrated approach. Communications retains ownership of corporate messaging.
KEY RESPONSIBILITIES
- Develop a credible data-backed employer narrative with Communications and People leaders, grounded in OAI’s culture, employee experience, values, and operating principles— tailored to priority talent audiences, including research.
- Connect the dots across programs through a candidate and employee lens. Partner with Recruiting and People leaders to pressure-test how programs and changes work together, using a broader perspective to inform a cohesive design. Bring this context to Employer Brand and Candidate Experience so brand campaigns, candidate communications, and interview messaging stays aligned as the employee experience evolves.
- Ensure core messaging is consistent, consumable, and accessible across key audiences. Align campaigns, candidate communications, and interview touchpoints so recruiters, hiring managers, and interviewers have the context they need. Comms remains the DRI.
- Serve as Recruiting’s point of contact with Communications during emerging issues and fast-moving news. Coordinate timely, approved external guidance, and bring unanswered candidate questions back to the appropriate partners.
- Own repeatable systems that turn candidate feedback, employee insights, and market intelligence into prioritized changes to recruiting strategy, messaging, and enablement. Define and resolve cross-functional priorities and trade-offs within the role's remit, with functional leaders retaining day-to-day delivery ownership and Communications retaining corporate-messaging ownership. Set measures of success for the integrated approach—including employer-positioning effectiveness, candidate-experience health, and adoption and effectiveness of recruiting enablement—and distinguish this role's direct accountability from shared hiring outcomes.
REPORTING & PARTNERSHIPS
The role reports to the Head of Recruiting and is accountable for the integrated talent-attraction and experience strategy, the operating mechanisms that support it, and the results defined above. It works in close partnership with People, Global Affairs, Marketing, Brand Strategy, and Communications; those partners retain ownership of their functional programs, while Communications owns corporate messaging.