Global Candidate Experience Manager

Compensation

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The salary range for this role is $216K - $240K, with generous equity, performance-related bonuses, and the following benefits:

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts
• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)
• 401(k) retirement plan with employer match
• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)
• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees
• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time
• Mental health and wellness support
• Employer-paid basic life and disability coverage
• Annual learning and development stipend to fuel your professional growth
• Daily meals in our offices, and meal delivery credits as eligible
• Relocation support for eligible employees
• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends

About the Team

The Candidate Experience team ensures that every interaction candidates and interviewers have with OpenAI reflects excellence, fairness, and humanity. This team owns global coordination, interview logistics, onsite experience, Interview Programs, and the operational workflows that support all recruiting functions.

About the Role

As Global Candidate Experience Manager, you will manage CE managers and Interview Programs program managers, with global responsibility for candidate experience, coordination, and interview program delivery. You will lead through the team’s managers, leads, and program owners while staying close enough to daily work to understand where it breaks. You will own service quality, capacity planning, interviewer readiness, program delivery, and continuous improvement across high-volume and highly bespoke hiring.

Responsibilities

• Manage and develop CE managers and Interview Programs program managers; support their leads and coordinators through clear priorities, delegated decisions, timely feedback, and fair accountability.
• Stay close to daily work through queue reviews, workflow walkthroughs, and direct team feedback. Diagnose system, capacity, and skill problems, and personally lead selected projects with clear ownership.
• Own CE service delivery across high-volume and confidential Executive/Research hiring. Improve scheduling, routing, handoffs, and onsite experience, with clear exception and escalation boundaries.
• Build and maintain a capacity model covering demand mix, handling time, productive hours, skills, regional coverage, leave, rework, and backlog recovery.
• Set priorities across CE service and Interview Programs with recruiting leaders. Make staffing and service tradeoffs early, accounting for regional coverage, workforce continuity, interviewer bandwidth, and fair coordinator workloads.
• Drive programs and projects end-to-end: define the problem and success measures; manage owners, milestones, dependencies, risks, launch readiness, and adoption.
• Own Interview Programs’ operating model, priorities, and delivery through accountable program owners, including readiness, onboarding, calibration support, question governance, integrity escalation, and loop health.
• Personally shape and test practical AI-enabled workflows with Recruiting Optimization and People Technology; use approved data, evaluation cases, human review, monitoring, and rollback.
• Measure net improvements after review and rework, and turn successful pilots into adopted processes with training, documentation, and accountable owners.
• Run a focused service-health cadence using queue age, SLA attainment, demand/capacity variance, scheduling efficiency, quality/rework, candidate feedback, and interviewer load.
• Partner with Recruiting, Executive Operations, People Technology, People Analytics, Workplace, IT, and HR Operations to remove cross-functional bottlenecks.

Requirements

• Strong operations leadership: Led high-performing teams in People Operations, Recruiting Operations, or another operations function, with clear accountability for service quality and results.
• Experience at scale: Managed high-volume operations in a high-growth environment, adapting staffing, workflows, and priorities as demand and complexity increased.
• Excellent program management: Delivered complex, cross-functional programs from problem definition through launch and sustained adoption, with clear owners, milestones, dependencies, and measures of success.
• People leadership: Managed and developed managers and program owners through effective coaching, delegation, feedback, and accountability.
• Hands-on execution and bias to action: Stays close to frontline work, uses data to diagnose problems, and moves work forward with sound judgment,even when the path is unclear.
• Practical AI experience: Personally built, configured, or tested AI-enabled workflows and can explain what improved, how they evaluated it, and what they learned.

Nice to Have

• Experience running multi-region coverage or supporting a mix of high-volume and confidential, bespoke hiring.
• Contingent-workforce planning, including vendor coordination, handoffs, and continuity through departures.
• Ashby and Guide experience, or deeper experience with question governance, integrity escalation, and interviewer readiness.