The OpportunityAdobe's employer brand is a largely untapped strength. We have a compelling story about our work, culture, and impact, and we need someone to own how that story enters the market globally. The Senior Manager of Global Talent Marketing & Employer Brand will set the strategy behind how Adobe attracts talent worldwide: defining what we need to do to deliver our talent strategy, building the EVP and brand framework that anchors it, and directing the recruitment marketing plan that brings it all to life. Partnering closely with Adobe's Global Marketing Organization (GMO) for execution, you'll serve as GTA's strategic lead and accountability owner for how Adobe's employer brand enters the market alongside the regional talent marketing leads.
Key Responsibilities- Own the Global Employer Brand Strategy. Define what Adobe needs to do to attract the talent our business requires, globally and by critical talent segment. Set the strategic direction: the audiences we need to reach, the perceptions we need to shift, and the hiring outcomes employer brand is accountable for delivering. The EVP, brand framework, and recruitment marketing plan all serve this strategy.
- Build the EVP and Brand Framework. Translate the strategy into the system that delivers it. Define Adobe's EVP, the global narrative that anchors all candidate-facing communications, and set the brand standards, messaging, and governance structures that allow regional teams to localize without losing coherence. Establish how the employer brand shows up across every touchpoint: job descriptions, recruiter outreach, offer materials, and the interview experience.
- Lead the Global Recruitment Marketing Strategy. Build and execute the GTA recruitment marketing plan - channels, campaigns, and content that convert the employer brand into pipeline. Own results: pipeline quality, conversion rates, and brand perception metrics that connect marketing investment to hiring outcomes.
- Manage the GMO Partnership. Act as the primary GTA contact for Adobe's Global Marketing Organization. Define the scope of work, set performance benchmarks, align on priorities, and hold the partnership accountable for execution quality and on-brand delivery.
- Champion Local Brand Activation. Partner with regional TA leaders to understand market dynamics, candidate expectations, and competitive context. Work with the team to translate those insights into local activation guidance that brings the global employer brand to life in each market, including the career site, without losing coherence across regions.
- Measure and Optimize. Build the measurement framework for employer brand and recruitment marketing, from awareness through offer acceptance. Produce reporting that links brand investment to hiring results, and use data to sharpen targeting, messaging, and channel strategy over time.
- Build for Scale with AI. Build the infrastructure the function needs to operate globally: processes, tools, workflows, and vendor partnerships. Develop a clear point of view on how AI is reshaping content creation, candidate targeting, and personalization and build those capabilities into the function.
What You Bring- 10+ years in employer brand, or recruitment marketing, with demonstrated global enterprise strategy ownership
- Clear command of the distinction between employer brand and recruitment marketing - and the ability to lead both without conflating them
- Proven experience working through marketing or agency partners rather than owning execution directly - you know how to write a brief and hold partners accountable
- Strong ability to influence without authority across functions, geographies, and levels
- Skilled EVP and narrative development - equally comfortable writing a brand platform and a job posting
- Experience landing global brand standards locally across multiple markets
- Data fluency: you know which metrics matter, how to build a measurement framework, and how to act on performance data
- A grounded perspective on how AI and digital channels are reshaping candidate behavior - and the drive to keep building it
- Executive presence and stakeholder management skills - you can present employer brand strategy to senior leaders and push back when implementation falls short
- Background in a TA or HR environment that gives you credibility with recruiting leaders and understanding of how brand connects to hiring
Expected Pay Range:Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $127,300 -- $274,300 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
In California, the pay range for this position is $189,400 - $274,300
At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).
In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.
