Program Manager, Talent Attraction & Candidate Experience

Why Join GEICO? At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities. Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide. Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers. The Program Manager, Talent Attraction & Candidate Experience, shapes how prospective and current talent experience the organization from first impression through offer acceptance and onboarding handoff. The role translates the employer value proposition and Talent priorities into connected attraction strategies, candidate experiences, scalable programs, and measurable outcomes. By bringing together brand, content, channels, technology, data, vendors, recruiters, and business partners, the Program Manager helps the organization attract priority talent, reduce friction, strengthen trust, and deliver a consistent, human-centered candidate journey. Responsibilities Lead the strategy, ongoing health, and evolution of Talent Attraction and Candidate Experience programs, ensuring work remains aligned to workforce priorities, business outcomes, candidate needs, brand standards, and operational expectations. Develop and maintain an integrated roadmap across employer brand, recruitment marketing, career sites, talent communities, candidate communications, events, social channels, referral activation, and candidate experience improvements. Translate hiring priorities and talent market insights into differentiated attraction strategies for priority skills, roles, locations, and talent segments. Map and improve the end-to-end candidate journey from awareness through onboarding handoff, identifying moments that matter, friction points, experience gaps, and opportunities for greater clarity, personalization, accessibility, and trust. Partner with recruiters, hiring teams, employer brand  Communications, Marketing, People Technology, Legal, business leaders, and other stakeholders to deliver consistent and compliant candidate messaging across channels and touchpoints. Lead complex scoping, analysis, and design activities for attraction and candidate experience programs, processes, content, and technology enhancements, including requirements, future-state journeys, operating impacts, and validation measures. Establish measurable outcomes and reporting for attraction and candidate experience, including channel effectiveness, engagement, conversion, source quality, candidate sentiment, experience consistency, adoption, and return on investment. Use candidate feedback, funnel data, labor market insights, channel performance, and stakeholder input to identify trends, challenge assumptions, develop insights, and recommend improvements. Manage program governance routines, including prioritization, campaign and content calendars, decision forums, risk tracking, action follow-up, escalation paths, and stakeholder communication cadences. Coordinate cross-functional execution across Talent teams, People Group partners, business stakeholders, agencies, technology vendors, and project teams so that attraction and candidate experience work is integrated, sequenced, and not duplicative. Partner with project managers and product or technology teams to transition new capabilities into steady-state ownership, ensuring adoption, controls, documentation, training, reporting, and continuous improvement plans are in place. Manage agency and vendor relationships as applicable, including briefs, deliverables, budgets, scorecards, service levels, performance reviews, enhancement roadmaps, and governance escalations. Create candidate-facing content and internal enablement that equips recruiters, hiring leaders, and ambassadors to tell a clear, credible, and consistent story about the organization and the opportunity. Prepare concise leadership updates, management-level presentations, and decision-ready materials that synthesize progress, risks, insights, trade-offs, and recommendations. Drive adoption of attraction and candidate experience standards across teams that may not directly report into the role, influencing through clarity, credibility, data, and strong partnership. Required Qualifications 5-7+ years of experience in talent attraction, employer brand, recruitment marketing, candidate experience, talent acquisition, program or product management, marketing, communications, People Operations, or related cross-functional work. Demonstrated experience leading complex programs, products, campaigns, or portfolios of related work, including roadmap development, dependency management, governance, risk and issue management, benefits tracking, and leadership reporting. Experience designing or improving candidate, customer, employee, or user journeys using research, feedback, data, and human-centered design principles. Ability to translate workforce priorities and broad business objectives into clear attraction strategies, audience plans, channel approaches, operating rhythms, measurable outcomes, and practical execution steps. Experience developing integrated content, campaign, channel, or communications strategies for distinct audiences or talent segments. Strong data literacy, including experience interpreting funnel, engagement, conversion, sentiment, channel, market, or campaign data and using insights to support decisions. Experience developing business requirements, journey maps, future-state workflows, briefs, process documentation, validation scenarios, or operating procedures for complex