高级业务招聘专员，传播与市场营销
Sr. Business Recruiter, Communications & Marketing
Perplexity 正在招聘一位经验丰富的传播与市场营销招聘专员，协助打造负责公司及产品定位、发布、解释和体验的团队。
你将主导传播、市场、社交、编辑、内容、活动等相关职能的招聘工作。这些领域需要不同的资源网络和评估人才的方式。一名优秀的产品营销人员可能需要深入的技术理解力和发布经验。传播负责人可能通过其建议质量和写作水平来评判。增长型营销人员需要展示可衡量的业务影响。
这是一个亲力亲为、全流程的招聘岗位。你将与传播和市场负责人紧密合作，定义每项招聘需求，建立市场渠道，评估候选人，并最终录用能够提升工作质量的人才。你需要习惯阅读作品集和写作样本，分析活动结果，并区分个人贡献与团队成果。
你还将帮助我们更有效地在招聘中应用 AI。这意味着将 AI 应用于研究、人才地图构建、联系以及流程自动化，同时保持对判断力和候选人体验的高标准。
你将负责的工作包括：
- 全程负责传播与市场团队的招聘工作。
- 从需求收集到最终录用，与传播和市场负责人合作。将早期或模糊的需求转化为清晰的候选人画像、面试计划和招聘策略。
- 在科技公司、消费品牌、企业软件、媒体机构和广告公司中建立人才地图。
- 针对每个领域制定具体的招聘策略。了解优秀的撰稿人、传播运营者、产品营销人员和以业绩为导向的营销人员在哪里建立声誉。
- 超出职位名称和公司名称评估候选人。查看作品集和写作样本，理解活动背景，明确个人责任，并挖掘可衡量的结果。
- 协助招聘团队建立结构化的作品样本和作品集评审机制，反映每个职位的实际工作内容。
- 为负责人提供直接且有用的信息，包括人才库质量、候选人权衡、薪酬以及市场状况。
- 清晰且可信地代表 Perplexity。解释产品、公司节奏和机会，不依赖通用的 AI 推广话术。
- 从首次沟通到最终录用，全程精心管理候选人流程，包括高级候选人
查看英文原文
Perplexity is hiring an experienced Communications & Marketing Recruiter to help build the teams responsible for how our company and products are positioned, launched, explained, and experienced.
You will lead searches across Communications, Marketing, Social, Editorial, Content, Events and related functions. These disciplines require different networks and different ways of evaluating talent. A strong product marketer may need deep technical fluency and launch experience. A communications leader may be judged by the quality of their counsel and writing. A growth marketer needs to show measurable business impact.
This is a hands-on, full-cycle recruiting role. You will work closely with Communications and Marketing leaders to define each search, build the market, assess candidates, and close the people who can raise the quality of the work. You should be comfortable reading portfolios and writing samples, digging into campaign results, and separating individual contribution from team output.
You will also help us use AI more effectively across recruiting. That means applying it to research, talent mapping, outreach, and workflow automation while maintaining a high bar for judgment and candidate experience.
WHAT YOU’LL DO
- Own full-cycle recruiting across the Communications & Marketing team.
- Partner with Communications and Marketing leaders from intake through close. Turn early or ambiguous briefs into clear candidate profiles, interview plans, and sourcing strategies.
- Build talent maps across technology companies, consumer brands, enterprise software, media organizations, and agencies.
- Develop sourcing strategies specific to each discipline. Know where strong writers, communications operators, product marketers, and performance-minded marketers build their reputations.
- Evaluate candidates beyond titles and company names. Review portfolios and writing samples, understand campaign context, clarify individual ownership, and probe for measurable results.
- Help hiring teams build structured work-sample and portfolio reviews that reflect the actual work of each role.
- Give leaders direct, useful reads on pipeline quality, candidate tradeoffs, compensation, and the state of the market.
- Represent Perplexity clearly and credibly. Explain the product, the pace of the company, and the opportunity without relying on a generic AI pitch.
- Run a thoughtful candidate process from first conversation through close, including senior candidates with competing offers and high expectations for the recruiting experience.
- Use AI tools for research, sourcing, outreach, and recruiting operations. Identify where automation improves speed and where recruiter judgment needs to stay central.
- Track pipeline health and search performance, identify gaps early, and adjust the strategy before a search stalls.
WHAT YOU BRING
- 7+ years of full-cycle recruiting experience, including meaningful depth across Communications and Marketing.
- Experience hiring across several of the following areas: Product Marketing, Corporate or Executive Communications, Editorial, Content, Social Media, Brand, Growth, Demand Generation, Field Marketing, or Events.
- A track record of partnering closely with senior Communications or Marketing leaders on important and difficult searches.
- Strong functional judgment. You understand the differences between product marketing, communications, editorial, brand, growth, and field marketing, including which backgrounds transfer well between them.
- Comfort evaluating portfolios, writing samples, campaign work, and business results alongside the hiring team.
- Strong writing and communication skills. You can sharpen a search brief, write credible outreach, and communicate clearly with candidates and executives.
- Experience recruiting in a high-growth startup or similarly fast-moving environment.
- Hands-on experience using AI tools to improve sourcing, research, outreach, or recruiting workflows.
- Fluency with modern ATS and recruiting systems. Experience with Ashby is preferred.
- Sound judgment, attention to detail, and the willingness to push back when the market or candidate evidence does not support the original brief.
- The ability to manage several distinct searches without giving candidates or hiring teams a generic experience.