Global Candidate Experience Manager

Openai; United States; Hybrid; USD 180,000 - 240,000; Full time

Job summary

OpenAI in San Francisco is seeking a Global Candidate Experience Manager to lead CE managers and Interview Programs, delivering high-quality candidate experiences across global operations. You will drive capacity planning, program delivery, and continuous improvement while maintaining hands-on involvement in critical workflows.

You will guide teams through complex programs, align priorities with recruiting leaders, and shape AI-enabled processes that balance speed, quality, and fairness.

Qualifications

• 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.

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. Preserve technical approval, hiring and investigation decisions with their designated owners.
• 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.

Skills

Operations leadership

Program management

People leadership

Hands-on execution

AI experience

Experience at scale

Multi-region hiring

Job description

About the Team

The Candidate Experience team ensures that every interaction candidates and interviewers have with the company 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, from Executive and Research to Technical, GTM, and G&A. The Candidate Experience team supports a wide range of hiring modalities (from executive and research to high-volume technical roles), and we need someone who understands how to adapt across them. As the company scales globally, this team plays a critical role in designing experiences that are both bespoke for highly specialized searches and scalable across rapidly growing teams and offices.

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.

We are looking for a hands‑on operating leader who can build useful AI-enabled workflows, forecast and allocate capacity, and drive complex programs from diagnosis through launch and sustained adoption. You should be comfortable reviewing a queue with coordinators, testing a workflow with technical partners, and translating a broad goal into clear owners, milestones and decisions. Your aim is to strengthen the team’s judgment and autonomy while improving candidate care.

You can move between global operating design and frontline detail, reprioritize as demand changes, and deliver high-quality work quickly despite ambiguity. You know when to standardize and automate, when a human should remain accountable, and how to explain practical tradeoffs among speed, quality, workload and fairness.

In this role, you will:

• 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. Preserve technical approval, hiring and investigation decisions with their designated owners.

• 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.

You might thrive in this role if you have:

• 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.

Workplace and Location

San Francisco headquarters. Hybrid schedule - Monday to Wednesday in office.

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 Affluent Action and Equal Employment Opportunity Policy Statement.

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.

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