Program Manager, Talent Attraction & Candidate Experience

Why Join GEICO? At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities. Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide. Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers. The Program Manager, Talent Attraction & Candidate Experience, shapes how prospective and current talent experience the organization from first impression through offer acceptance and onboarding handoff. The role translates the employer value proposition and Talent priorities into connected attraction strategies, candidate experiences, scalable programs, and measurable outcomes. By bringing together brand, content, channels, technology, data, vendors, recruiters, and business partners, the Program Manager helps the organization attract priority talent, reduce friction, strengthen trust, and deliver a consistent, human-centered candidate journey. Responsibilities Lead the strategy, ongoing health, and evolution of Talent Attraction and Candidate Experience programs, ensuring work remains aligned to workforce priorities, business outcomes, candidate needs, brand standards, and operational expectations. Develop and maintain an integrated roadmap across employer brand, recruitment marketing, career sites, talent communities, candidate communications, events, social channels, referral activation, and candidate experience improvements. Translate hiring priorities and talent market insights into differentiated attraction strategies for priority skills, roles, locations, and talent segments. Map and improve the end-to-end candidate journey from awareness through onboarding handoff, identifying moments that matter, friction points, experience gaps, and opportunities for greater clarity, personalization, accessibility, and trust. Partner with recruiters, hiring teams, employer brand Communications, Marketing, People Technology, Legal, business leaders, and other stakeholders to deliver consistent and compliant candidate messaging across channels and touchpoints. Lead complex scoping, analysis, and design activities for attraction and candidate experience programs, processes, content, and technology enhancements, including requirements, future-state journeys, operating impacts, and validation measures. Establish measurable outcomes and reporting for attraction and candidate experience, including channel effectiveness, engagement, conversion, source quality, candidate sentiment, experience consistency, adoption, and return on investment. Use candidate feedback, funnel data, labor market insights, channel performance, and stakeholder input to identify trends, challenge assumptions, develop insights, and recommend improvements. Manage program governance routines, including prioritization, campaign and content calendars, decision forums, risk tracking, action follow-up, escalation paths, and stakeholder communication cadences. Coordinate cross-functional execution across Talent teams, People Group partners, business stakeholders, agencies, technology vendors, and project teams so that attraction and candidate experience work is integrated, sequenced, and not duplicative. Partner with project managers and product or technology teams to transition new capabilities into steady-state ownership, ensuring adoption, controls, documentation, training, reporting, and continuous improvement plans are in place. Manage agency and vendor relationships as applicable, including briefs, deliverables, budgets, scorecards, service levels, performance reviews, enhancement roadmaps, and governance escalations. Create candidate-facing content and internal enablement that equips recruiters, hiring leaders, and ambassadors to tell a clear, credible, and consistent story about the organization and the opportunity. Prepare concise leadership updates, management-level presentations, and decision-ready materials that synthesize progress, risks, insights, trade-offs, and recommendations. Drive adoption of attraction and candidate experience standards across teams that may not directly report into the role, influencing through clarity, credibility, data, and strong partnership. Required Qualifications 5-7+ years of experience in talent attraction, employer brand, recruitment marketing, candidate experience, talent acquisition, program or product management, marketing, communications, People Operations, or related cross-functional work. Demonstrated experience leading complex programs, products, campaigns, or portfolios of related work, including roadmap development, dependency management, governance, risk and issue management, benefits tracking, and leadership reporting. Experience designing or improving candidate, customer, employee, or user journeys using research, feedback, data, and human-centered design principles. Ability to translate workforce priorities and broad business objectives into clear attraction strategies, audience plans, channel approaches, operating rhythms, measurable outcomes, and practical execution steps. Experience developing integrated content, campaign, channel, or communications strategies for distinct audiences or talent segments. Strong data literacy, including experience interpreting funnel, engagement, conversion, sentiment, channel, market, or campaign data and using insights to support decisions. Experience developing business requirements, journey maps, future-state workflows, briefs, process documentation, validation scenarios, or operating procedures for complex programs or technology-enabled experiences. Experience preparing management-level presentations, stakeholder updates, recommendations, or decision-ready materials for leaders. Strong written and verbal communication skills, with the ability to create clear, credible, audience-centered messaging and synthesize complex information concisely. Strong problem-solving, critical thinking, organization, attention to detail, and follow-through, with the ability to manage ambiguity and balance multiple priorities. Ability to work independently and collaboratively across teams, influencing outcomes without direct authority. Bachelor's degree or equivalent practical experience. Preferred Qualifications Experience with employer brand platforms, career sites, candidate relationship management tools, recruitment marketing technology, social media, job media, talent communities, events, or candidate survey platforms. Experience applying brand, content, media, digital marketing, user experience, service design, accessibility, or personalization practices in a talent or people context. Experience supporting high-volume hiring, specialized or scarce-skill hiring, internal mobility, early career, frontline, professional, or executive talent segments. Experience managing agencies, media partners, technology vendors, budgets, statements of work, performance scorecards, or vendor governance. Experience designing or supporting change management, learning, enablement, or adoption strategies for new processes, tools, standards, or experiences. Experience working with senior leaders, cross-functional partners, vendors, recruiters, hiring leaders, and subject matter experts to align priorities, resolve trade-offs, and drive outcomes. Program management, product management, marketing, change management, Human Resources, user experience, or related certification. Annual Salary $115,825.00 - $189,625.00 The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations. At this time, GEICO will not sponsor a new applicant for employment authorization for this position. The GEICO Pledge Great Company: Protecting customers through life’s twists and turns with innovation and integrity. Great Careers: Personalized development programs, mentorship, and certification assistance. Great Culture: Inclusive and collaborative culture rooted in shared success. Great Rewards: Competitive pay, benefits, and flexibility to support your well-being and future. The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled. GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants. #J-18808-Ljbffr GEICO