Talent Marketing Manager, AIM (Attraction, Influence and Marketing)

Talent Marketing Manager, AIM (Attraction, Influence and Marketing) Job ID: 10582989 | Amazon.com Services LLC - A57 We're reinventing how to attract and hire quality talent at scale — come join us. We're seeking a Talent Marketing Manager to lead the strategy, execution and performance behind two of the AIM organization's most critical marketing functions: activation management and integrated marketing and campaign planning across Workforce Staffing's global hiring portfolio. This role starts with the customer: understanding hiring needs, translating them into marketing goals, and owning how those goals are achieved. You define how marketing support is prioritized, how campaigns are strategically planned, measured and optimized, and how the team scales its impact through automation, data-driven decisioning, and cross-functional orchestration. You help thousands of people get a job every year. As a marketing strategist and cross-functional operator, you set the vision for how activation logic, campaign planning, override management, and performance optimization work together to drive fill rate outcomes at scale across priority geographies globally. You translate complex performance data into decisive activation recommendations, manage daily pacing and spend governance, and own the narrative for senior leadership. You flex between deep-focus, data-rich environments and wide-focus, relationship-heavy environments with equal confidence. You shape organizational strategy, build trust, drive clarity, and solve problems before they escalated. Your insights don't just inform decisions — they define them. You influence partner team roadmaps and align business managers on fill risk strategy, and represent both the activation and campaign functions in cross-functional planning. You identify gaps between teams and processes, hold partner teams accountable for improvements, and build scalable mechanisms that outlast your direct involvement. You build the trust, mechanisms, and reporting that close the existing gap. You don't wait for perfect data — you make decisions with what exists and build toward what's needed. Key job responsibilities Performance Optimization & Marketing Strategy: Define the annual marketing strategy and plan the direction for channel mix, spend efficiency, fill rate improvement, and labor order trajectory across your portfolio. Lead quarterly strategy reviews, updating priorities based on performance data, market shifts, and evolving business needs. Partner with analytics teams to move beyond single-metric measurement to comprehensive campaign performance frameworks. Push back on media recommendations with data where channel performance does not support continued investment. Activation Strategy & Risk Management: Own the strategic framework for weekly marketing activation logic across assigned markets, including application need and paid application need assessments. Define the override governance model, ensuring decisions are logged and structured to accelerate automation development. Set the standard for how risk is identified, escalated, and resolved across the portfolio. Integrated Campaign Planning & Execution: Own annual integrated campaign plans for assigned markets, with focus on building and testing during low-volume periods and maintaining readiness for high-volume hiring events. Lead working-backwards planning from hiring projections, site capacity, and historical performance data. Consult senior leadership on quarterly strategy, budget allocation, and major campaign pivots. Translate changing labor order visibility into dynamic marketing adjustments, flagging risks and mitigation plans early. Cross-Functional Orchestration: Drive collaboration with Performance Marketing, Journey Orchestration, Creative, Talent Engagement, Marketing Analytics, and Business stakeholders. Manage stakeholder expectations across business partners, country leads, and global teams. Bridge the gap between marketing capabilities and operational hiring realities. Manage a wide portfolio of countries with varying levels of data maturity, labour order certainty, and stakeholder sophistication. Pacing & Spend Governance: Oversee daily pacing reviews, implementing ramp-down or pause decisions when application delivery targets are met. Share insights with Performance Marketing to improve paid marketing efficiency. Own escalation thresholds and spend decision governance. Stakeholder Communication & Alignment: Own weekly and monthly Business Review deep dive presentations for senior leadership, translating risk sites and marketing performance into clear strategic narrative. Maintain regular alignment with Business Managers and cross-functional partners on fill rate risk and marketing actions. Influence investment priorities and partner team roadmaps through data-driven business cases. Adapt communication to audience maturity — from sophisticated data-driven forums to foundational trust-building conversations. Application Quality & Fill Rate Improvement: Monitor performance against goals including fill rate, non-paid application share, spend per hire, and application-to-usable application ratios. Implement data-driven optimisations for underperforming sites. Identify quality gaps (geo-targeting, shift messaging, channel mix) and coordinate with Paid Marketing, Creative, and Owned Marketing teams to resolve. Own the activation logic that balances cost efficiency with fill rate delivery. Automation & Process Improvement: Identify, develop, and drive adoption of mechanisms that improve activation efficiency, reduce manual override volume, and accelerate the path to automated decisioning. Own the automation of campaign planning processes — from discovery through recommendation to implementation. Eliminate redundant workflows and hold partner teams accountable for process improvements across both functions. A day in the life Your morning starts with reviewing overnight pacing data across your markets and making activation decisions for the day. You join the weekly reporting call with your stakeholders, leading the marketing view for your area with a clear recommendation for each at-risk site. Mid‑morning, you're on a stakeholder call with business partners in Brazil translating application pacing risk into language they understand and building alignment on marketing levers available. After lunch, you're deep‑diving a high‑spend site in Germany where channel efficiency has dropped — pulling site‑level data, identifying the issue, and producing an internal discussion analysis for the Paid Marketing team. In the afternoon, you're working through quarterly initiatives with other teams — defining what to learn, which markets to test in, and how results will inform next quarter's strategy. Later, you prepare the MBR narrative for senior leadership, connecting this month’s activation decisions to fill rate outcomes. You close the day connecting the dots: what patterns are emerging across your portfolio, what's working, what needs to change, and how to translate that into the quarterly strategy update you're presenting to leadership next week. About the team Workforce Staffing (WFS) hires thousands of Amazonians every year. The Attraction, Influence, and Marketing (AIM) team achieves high-volume hiring goals by delivering exceptional, multi‑channel candidate experiences — engaging and hiring job seekers with maximum efficiency and precision. Leveraging paid digital advertising, owned channels, web experience, and local grassroots efforts, AIM delivers quality candidates at scale. Practicing transformational thinking empowered by leading‑edge tech and tool development, this team constantly innovates new processes to increase marketing efficacy. Basic Qualifications Experience using data and metrics to measure impact and determine improvements Experience in marketing or marketing research Experience presenting metrics and progress to goal to senior leadership Experience driving direction and alignment with cross‑functional teams Experience with Excel or Tableau (data manipulation, macros, charts and pivot tables) Preferred Qualifications Experience using SQL to pull data and metrics to deliver reports Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner. USA, WA, Seattle - 142,000.00 - 192,000.00 USD annually #J-18808-Ljbffr Amazon Inc.