Senior Employer Brand Specialist

At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo (we call ourselves Klaviyos) brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciate the experiences each person brings beyond the traditional job requirements. If you’re a close but not exact match with the description, we hope you’ll still consider applying. Want to learn more about life at Klaviyo? Visit klaviyo.com/careers to see how we empower creators to own their own destiny. At Klaviyo, we're Built Different: a company of builders who take ownership, operate with candor, and believe we're 1% done. That extends to how we tell our own story, both inside and out. We're seeking a Senior Employer Brand Specialist to own recruitment marketing execution across every channel candidates meet us in: social, our career site, and job boards. You'll bring Klaviyo's employer brand narrative to life in the channels that matter for hiring – turning strategy defined by our Internal Communications team into campaigns, content, and a career site experience that actually convert. This role reports into the Internal Communications team and partners closely with them on Klaviyo's broader employer brand narrative. You own bringing that story to candidates: the channels, the campaigns, and the performance behind them. You'll also be the person with the closest read on the market and our own hiring funnel, and you'll use that to help shape what the team writes about next, not just execute what's already decided. We need someone who's built recruitment marketing or employer brand programs before and can set the operating model, not just run one someone else has already defined. The ideal candidate is an experienced recruitment marketer who's comfortable owning a budget and vendor relationships, producing content and lightweight design work, and using performance data to sharpen what's working. You'll have real latitude to run channels and a budget, and you'll be looked to for judgment on how this function should operate day to day. How You'll Make a Difference • Own recruitment marketing strategy execution across channels: social, career site, and job boards. • Bring an established point of view on how recruitment marketing should run here, since this function is new to the team. Set the operating rhythm rather than waiting for one to be defined for you. • Analyze what's happening in the market and within Talent Acquisition — hiring trends, candidate sentiment, competitive employer brand moves, and funnel data — and partner with the internal communications and experience teams to help shape what we write about and when. • Govern the career site: content, job distribution, page performance, and analytics. • Execute paid social and recruitment ad campaigns across LinkedIn, job boards, and other targeted channels. • Produce recruitment marketing content: video, social, and candidate-facing storytelling. • Design and produce quick-turn ad creative and social assets in-house — banners, social graphics, simple video/motion edits, so most day-to-day recruitment marketing needs don't have to route through our brand agency partners. Loop in the brand agency for larger or more complex creative work. • Analyze recruitment marketing metrics and campaign performance, and refine strategy accordingly. • Manage the recruitment marketing budget and channel vendor relationships. • Own job posting strategy and optimization across all channels. • Partner with the internal communications and experience teams to translate Klaviyo's employer brand narrative into recruitment marketing execution that stays consistent with the broader story, while surfacing market and funnel insight that informs what that narrative should be. • Partner with Talent Acquisition on funnel performance, req-level needs, and hiring priorities to keep recruitment marketing aligned with what TA actually needs. • Coordinate with the internal communications and experience teams on career site content updates and consistency with other comms channels. Who You Are • 5+ years of experience in recruitment marketing, employer brand, or performance marketing, including having built or run a recruitment marketing function from the ground up. • A sharp read on the market and the hiring funnel, comfortable pulling signal from hiring trends, candidate feedback, and competitive employer brand moves, and turning that into concrete content ideas. • Comfortable owning a budget and vendor relationships independently, with a track record of doing so. • A strong content producer who can create or direct video, social, and candidate-facing storytelling. • Working design skills, comfortable in tools like Figma, Canva, or Adobe Express to quickly produce clean, on-brand ad creative and social assets without always needing to route through a brand or design agency. • Data-literate: you read campaign and funnel performance and use it to make real decisions, not just report numbers. • A clear communicator who can both take direction on narrative and bring your own point of view to what that narrative should cover next. • Comfortable operating with real autonomy and minimal oversight, since this is a new function for the team you're joining. You'll be defining as much as executing. • Proficiency with GSuite and Slack required; experience with career site platforms, ad platforms (LinkedIn Campaign Manager, job board ad tools), lightweight design tools, and content production tools preferred. Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Our salary range reflects the cost of labor across various U.S. geographic markets. The range displayed below reflects the minimum and maximum target salaries for the position a