Global Candidate Experience Manager

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, 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 OpenAI 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 exe