Senior Public Relations Manager

Senior Public Relations Manager

At AudioEye, we believe access to digital content is a fundamental right, not a privilege. Our mission is clear: eliminate every barrier to digital accessibility so that everyone, regardless of ability, can experience the web without limitations.

We are a team of passionate problem-solvers who are driven by purpose and impact. Every challenge we tackle moves us closer to a future where creating accessible experiences is the standard. If you're looking for meaningful work where you can drive real change, influence how people with disabilities experience the internet, and be part of a mission that matters, AudioEye is the place for you.

AudioEye runs PR like a newsroom. We publish original research, place executive thought leadership, and earn third-party validation, because those are the signals that now move both journalists and AI-driven search. It works: our share of voice in the accessibility category grew from 27% to 50% in 2025. This role holds that lead and extends it into the EU, where competitors have almost no presence.

This is a writing-heavy, fast-turn role. In a given month, you will draft multiple 1,200-word bylines, pull vertical cuts out of our accessibility research and pitch it to trade editors, write a press release and drive it through approvals, work a batch of cold pitches to editors who have never heard of us, and file same-day commentary when a court ruling or regulatory deadline lands.

The Senior Public Relationship Manager owns the PR content calendar, the media list, the awards and speaking pipeline, customer case studies, and a monthly budget for paid byline placement. This role will work directly with the CEO and alongside content, social, and customer teams. There is no agency doing this for you, and no one waiting to hand you a brief.

How you'll contribute:

• Own a rolling calendar of releases, bylines, data stories, and reactive commentary, from messaging through approvals
• Merchandise our original research, including the Digital Accessibility Index and annual ICP surveys, cut by vertical (retail, government, travel, tech, financial services) so it lands with audiences who do not think about accessibility daily
• Bylines and commentary for the CEO and other leaders on AI and accessibility, global compliance readiness, and accessibility as a layer of the modern tech stack. Lead with outcomes, not features
• Develop proactive story angles and timely commentary on cultural moments and regulatory changes
• Build and keep warm a contact list aligned to our ICPs, and manage a monthly budget to place bylines in high-visibility business, tech, and trade outlets. Much of the outreach is cold
• Pursue industry awards, customer awards, executive recognitions, and speaking engagements as authority signals
• Region-specific programs tied to the European Accessibility Act, including EU data, customer stories, and releases
• Align with content, social, SEO, revenue, and executive comms so every placement reinforces the same message
• Share of voice and sentiment, media pickups, earned traffic, and article views, used to sharpen what we pitch next
• Interview customers, write case studies grounded in measurable outcomes, and manage our G2 presence: drive review volume, keep profiles and category placement current, and turn ratings and review quotes into pitchable proof points

Who you are:

• 5 - 7 years in public relations, with enterprise SaaS experience required
• Exceptional writer who can produce a 1,200-word byline and a tight press release with equal skill, and can match an executive's voice
• Comfortable with data and can read a research dataset, find the story, and build a pitch around it
• Quickly produces credible work on a news cycle timeline and knows when speed beats polish
• Resilience to build new media and publication relations via targeted, cold outreach to media contacts.
• Understands how AI-driven search and answer engines (AEO/GEO) are changing the value of earned media
• Runs a calendar and drives approvals across stakeholders without being asked twice
• Proficient with media monitoring and measurement platforms. Proficiency in Meltwater and Cision a plus
• Solid judgment under pressure on urgent PR matters
• Accessibility, compliance, or regulated-category experience a plus

Our values:

• Relentlessly prioritize the customer
• Own outcomes
• Be straightforward
• Act now & iterate
• Grit
• Decide with data
• Hire and develop a players
• Be coachable
• Organize and plan
• Expect and embrace change

Benefits and perks:

• Work with a talented but humble team
• Competitive compensation and equity
• Weekly paid family meal
• 401k, medical, dental, and vision insurance
• Flexible PTO policy
• 15.5 company-paid holidays including Juneteenth, MLK Day and a 1-week company shut down
• To support remote work conditions, AudioEye provides each employee a one-time stipend of $300

Equal opportunity employer: We embrace equal employment opportunity. AudioEye is committed to a policy of equal employment opportunity for all applicants and employees. It is our policy that employees will not be subjected to unlawful discrimination on the basis of race, color, religion, sex, age, national origin or ancestry, physical or mental disability, veteran or military status, marital status, sexual orientation, political ideology and any other basis protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including but not limited to: recruitment, hiring, transfers, promotions, training, discipline, termination, compensation and benefits, performance appraisals, education, and social and recreational programs. We welcome and encourage applications from candidates of all backgrounds, abilities, and seek to ensure that all candidates have the opportunity to showcase their skills and qualifications during the hiring process. Please email View email address on click.appcast.io if you require an accommodation.

Notice to staffing agencies: It is our policy that any and all contact with third party staffing vendors come through our Talent Acquisition department directly. We have established a preferred network of staffing partners that we engage with if and when we deem necessary. We ask that staffing agencies refrain from contacting our executives, hiring managers, or employees directly. Unsolicited resumes and inquiries will not be considered or responded to. Thank you for your understanding and cooperation.