Social Media/Branding Specialist

Employer Brand Audit and Improvement

• Review our talent-facing channels — LinkedIn Life page, Glassdoor, Indeed, the careers site and search results — and deliver a prioritized list of fixes.
• Update our LinkedIn Life page and talent content presence, and claim and refresh our Glassdoor and Indeed profiles. (Note: our LinkedIn company brand page is owned by Corporate Communications; you will work closely with them to ensure talent content is aligned and complementary.)
• Set a baseline for followers, career site traffic, applications and ratings across talent channels.

Plano and DFW Employer Awareness

• Build and run an employer brand awareness campaign targeting talent in the DFW market, centered on employee voices, life at the Plano office and our priority hiring needs.
• Support open roles with targeted content and promotion across relevant talent channels.

Inbound Application Flow

• Build and run programs that drive a strong flow of qualified applicants to our open roles, balancing volume with quality.
• Partner with recruiters to identify priority roles and talent pools, and align campaigns, messaging and spend to those priorities.
• Build and grow a talent community and nurture programs using our recruiting CRM.
• Partner with recruiting operations on career page, job posting and applicant tracking improvements that make it easier for candidates to find and apply to our roles.
• Track applicant source, cost per application and conversion, gather recruiter feedback on applicant quality, and adjust targeting and messaging to improve results.

Employee-Voice Content Program

• Launch a short-form video program on LinkedIn for recruiters and hiring managers, covering open roles, team culture and life in Plano.
• Create formats, script frameworks, a simple filming kit and a posting rhythm, and coach participants on showing up on camera consistently.
• Build a content calendar and shared content bank for recruiting-focused employee posts, and partner with Corporate Communications to ensure any employee social sharing aligns with existing company guidelines — they own that policy, you apply it to talent content.
• Partner with our HR Culture team to identify employee stories, culture moments and internal programs that translate well into external talent content.

Measurement and Recommendations

• Report on reach, engagement, career site traffic, applications, cost per application, lead-to-application conversion, applicant quality and recruiter inbound against the baseline you set.
• Recommend next steps — including paid media, events and tools — with budget and expected return.

What You Bring

• 4+ years in recruitment marketing, employer brand, or social or content marketing with a hiring focus.
• A portfolio of short-form video and social content you planned, shot or edited.
• Experience auditing or improving employer brand channels such as LinkedIn and Glassdoor.
• Experience driving applications or leads through channels such as LinkedIn, job boards, social content or email.
• Hands-on experience with an applicant tracking system and recruiting CRM, ideally Greenhouse, including career page configuration, talent community or prospect nurture, and source tracking.
• Comfort coaching non-creators to show up on camera and post consistently.
• Strong writing and storytelling, plus basic video editing skills (CapCut, Descript or similar).
• A data-minded approach to tying content to hiring outcomes.
• Ability to work independently and build from scratch.

Nice to Have

• Experience running paid LinkedIn campaigns, search marketing (SEO or SEM) or email nurture programs.
• Event marketing experience, in person or virtual.
• Experience in tech, consumer electronics or a large enterprise.
• University or early-career marketing experience.
• DFW market knowledge.

How You Will Work

You will sit within the Talent Acquisition team and partner closely with:

• Recruiters and hiring managers — to understand priority roles, source the right stories and build content that drives qualified applicants.
• Recruiting Operations — on careers site configuration, job posting quality and applicant tracking improvements.
• HR Culture team — to tap into employee stories, culture programs and internal moments that can be brought to life as external employer brand content.
• Corporate Communications — to ensure your talent content aligns with brand standards and company messaging. Corporate Communications owns the LinkedIn brand page and company-level narrative; your lane is talent. Content that touches broader company announcements, press or consumer-facing stories will be led or approved by them.

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