Position Summary:

For most of the last two decades, identity verification has meant one thing: check the box once, then move on. A business signs up, submits its documents, passes a screen, and is trusted from that day forward, until an audit eventually forces someone to look again. That model was built for a world where risk held still. It doesn't anymore. Shell companies change hands overnight. Fabricated documents pass automated review. A vendor that was clean in January can be laundering money by June.

Trulioo's bet is that trust isn't a moment. It's a lifecycle: screen, verify, assess, monitor, on repeat, for as long as the relationship lasts. The world of risk has quietly evolved... and so has Trulioo.

We're not hiring someone to keep a blog updated or manage a content calendar. We're hiring the person who builds the public case for why continuous intelligence beats a one-time stamp of approval, and who makes Trulioo the name people associate with that idea before a competitor claims it first.

This role is expected to leverage AI and emerging technologies to improve productivity, enhance decision-making, and continuously optimize how work is performed.

This will be a full-time, permanent position, preferably working out of one of our offices on a hybrid model (3-days per week in the office), but could be done remotely for the right candidate.

What You'll Be Doing:

• Build the story and own it everywhere it needs to live: PR, thought leadership, and an editorial cadence that actually ships, not one that lives in a content calendar nobody opens.
• Take Trulioo's category language, verified identity versus verified risk, defensible decisioning, a system of trust, and turn it into something a CRO or CCO repeats back to us unprompted.
• Own the website as a narrative surface, not a features list. If someone reads the homepage and doesn't understand Trulioo's value by the time they leave, it's not done yet.
• Turn Trulioo's own data on fraud patterns, identity risk, and verification trends into original research and benchmark reports, the kind of proprietary insight that makes a journalist call us first, not a whitepaper that makes them delete an email.
• Push the work past the page. Build a video and multimedia approach where a founder story, a conference clip, and a long-form report all sound like the same company said them.
• Build the brand agents. Not a PDF of brand guidelines, but working systems for voice, tone, and messaging that the rest of the team and our AI tools can run against consistently, so quality doesn't depend on everyone remembering the rules.
• Build a real feedback loop between what ships and what lands. Know which pieces move a CCO from aware to convinced, which ones an AI search result actually surfaces, and let that shape what gets made next, not a vanity pageview count.
• Take over management of our agency partners; hire, ramp, and direct a lean editorial team that will build the ideation, workflow, and social listening agents underneath your content engine. You architect the system. They help run it.
• Write and edit the work yourself. This isn't a role where you only direct traffic. The pieces that carry the most weight should have your hand on them. AI is an enabler but shouldn't replace our brand's humanity.
• Prep executives and internal spokespeople for press and narrative-sensitive moments, uncovering the whitespace and partnering with our risk team to stay ahead of regulations, ready with sharp perspectives and market analysis.
• Sit close enough to product and product marketing that launches carry the narrative forward instead of flattening into another feature announcement.

You'll Thrive Here If:

• You've built an editorial voice from close to nothing before, not scaled an existing one. You know the difference.
• You know how to build agents that enable your workflow and improve the quality of your work, rather than simply inflate the quantity.
• You already have opinions and experience knowing where AI helps content and where it flattens it into something forgettable, and you can defend that line under real questioning, not just describe it in the abstract.
• You'd rather ship something today and sharpen it in public than sit on a polished draft for another week.
• You want a small team and real leverage, not a large team you're mostly managing.
• You read regulatory, fintech, or compliance trade coverage the way some people read sports scores, and you already have a point of view on where this category is headed.
• You understand that everything is content.

This Probably Isn't For You If:

• You need an established playbook before you're comfortable moving.
• You want a team of writers to direct rather than a system to build.
• You care more about a fancy title than making a measurable impact.

Nice To Have:

• Experience building something with its own name and following, a newsletter, a publication, content channel, an internal platform that people sought out rather than were served.
• Background in fintech, identity, cybersecurity, or another regulated B2B category.
• A (poor) experience in/at a PR or brand agency (you left because you were frustrated with the bloat and ended up building something AI-enabled, and better, in-house)
• A fresh perspective on how to utilize agencies and contractors alongside agents to enable scale and efficiencies, and experiment with new mediums.

Interview Process:

At Trulioo, we strive to create an interview experience that is transparent, engaging, and respectful of your time. Our process is designed to help us learn more about your skills and experience while giving you insight into our team, culture, and the impact of the work we do.

Here's what you can expect throughout the interview process:

• Application Submission:
  
  • The shift from one-time identity verification to continuous monitoring is a live debate in this industry. In place of a cover letter: Give us your take on this shift through two separate lenses:
    
    • A paragraph the way you'd say it to a room of chief risk officers, and
    • The same idea, reframed as an opening line for a public audience (blog article, LinkedIn post, etc.) who's never thought about identity verification before
• Recruiter Interview: 30 minutes
• Hiring Manager Interview: 45 minutes
  
  • Conversation on narrative philosophy and ownership style
• Panel Interview: 60 minutes
  
  • Built specifically around AI-native thinking, not a conversation about principles
• Final Leadership Interview: 30 minutes

Please note: Applications require a human-crafted cover letter. See above for more details.