SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
OpenAI's Candidate Experience team ensures every interaction candidates and interviewers have reflects excellence, fairness, and humanity. The team owns global coordination, interview logistics, onsite experience, interview programs, and operational workflows supporting all recruiting functions across Executive, Research, Technical, GTM, and G&A roles.
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 operational breakdowns. You own service quality, capacity planning, interviewer readiness, program delivery, and continuous improvement across both high-volume and highly bespoke hiring modalities.
Key responsibilities include:
- Managing and developing CE managers and Interview Programs program managers; supporting their leads and coordinators through clear priorities, delegated decisions, timely feedback, and fair accountability
- Staying close to daily work through queue reviews, workflow walkthroughs, and direct team feedback; diagnosing system, capacity, and skill problems
- Owning CE service delivery across high-volume and confidential Executive/Research hiring; improving scheduling, routing, handoffs, and onsite experience
- Building and maintaining a capacity model covering demand mix, handling time, productive hours, skills, regional coverage, leave, rework, and backlog recovery
- Setting priorities across CE service and Interview Programs with recruiting leaders; making staffing and service tradeoffs early
- Driving programs and projects end-to-end: defining problems, success measures, managing owners, milestones, dependencies, risks, launch readiness, and adoption
- Owning Interview Programs' operating model, priorities, and delivery through accountable program owners
- Personally shaping and testing practical AI-enabled workflows with Recruiting Optimization and People Technology
- Measuring net improvements after review and rework; turning successful pilots into adopted processes
- Running a focused service-health cadence using queue age, SLA attainment, demand/capacity variance, scheduling efficiency, quality/rework, candidate feedback, and interviewer load
- Partnering with Recruiting, Executive Operations, People Technology, People Analytics, Workplace, IT, and HR Operations to remove cross-functional bottlenecks
You are 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 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.
Workplace: San Francisco headquarters, hybrid schedule (Monday–Wednesday in office).
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
