Head of Talent Experience & Enablement

About the Team As the company 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. About the company the company is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity. We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic. For additional information, please see the company’s Aff… Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations. To notify the company that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link. the company Global Applicant Privacy Policy At the company, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology. #J-18808-Ljbffr