Senior Campaign Planner , Attraction, Influence, and Marketing (AIM)

Amazon.com Services LLC•2h ago

United StatesOnsiteFull-timeSenior Level5+ yrs exp

H-1B verified · 2310 LCAs

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Marketing AnalystDemand Planner

We're reinventing how to attract and hire quality talent at scale — come join us. We're seeking a Senior Campaign Planner to own end-to-end integrated campaign strategies across the Americas for Amazon's high-volume recruitment marketing. This role combines strategic campaign planning, cross-functional orchestration
data-driven optimization to deliver hiring outcomes at scale across US, Canada, Mexico
Brazil. You help thousands of people get a job every year. As a senior campaign strategist with multi-market impact, you'll develop goal-driven, scalable campaigns leveraging customer, business, creative
media insights. You lead quarterly planning cycles focused on testing during low-volume periods while maintaining readiness for high-volume hiring events including Peak, Prime
Hot Sale. Your working-backwards planning — from hiring demand forecasts, site capacity
historical performance data — translates directly into dynamic marketing adjustments that connect people to careers. You influence leadership decisioning and shape organizational strategy. Your insights don't just inform decisions — they define them. You serve as the campaign leader for your region, managing cross-functional teams including Creative, Performance Marketing, Journey Orchestration, Talent Engagement
Business stakeholders. You consult senior leadership on quarterly strategy, budget allocation
major campaign pivots. You translate hiring demand visibility into actionable marketing plans, flag risks early with mitigation strategies
present data-backed recommendations in integrated campaign reviews. You own campaign outcomes end-to-end — not just collecting inputs and deliverables. Key job responsibilities
Strategic Planning & Execution — Own annual integrated campaign plans for the Americas with focus on building and testing during low-volume periods and maintaining readiness for high-volume hiring events. Lead working-backwards planning from hiring projections, site capacity
historical performance data. Consult senior leadership on quarterly strategy, budget allocation
major campaign pivots. Translate hiring demand visibility into dynamic marketing adjustments, flagging risks and mitigation plans early.
Cross-Functional Orchestration — Lead campaign management across the Americas, driving true collaboration with Creative, Performance Marketing, Journey Orchestration, Talent Engagement
Business stakeholders. Facilitate quarterly planning cycles, manage stakeholder expectations across business partners, country leads
bridge the gap between marketing capabilities and operational hiring realities. Lead integrated campaign reviews with senior leadership, presenting data-backed recommendations.
Data-Driven Decision Making — Analyze site-level performance data to identify risk patterns and optimization opportunities. Define comprehensive campaign performance frameworks to ensure campaigns deliver on business outputs and support hiring goals, partnering with marketing analytics to connect campaign activity to measurable outcomes. Track and report campaign performance against business objectives.
Operational Excellence — Deliver campaigns on time, within budget, with clear ROI tied to hiring outcomes. Maintain robust project tracking systems with current hiring demand data and campaign status. Proactively identify obstacles and resolve before escalation. Implement lessons learned from Peak/Prime/Hot Sale into future planning cycles.
Process Automation & Innovation — Drive automation of campaign planning processes from discovery through recommendation to implementation. Develop emergency response protocols with pre-approved assets for unexpected hiring demand spikes. Optimize multi-market asset development while respecting local market nuances.
Testing & Measurement — Own quarterly testing plans, coordinating timing of tests within campaigns, flagging potential risk during high-volume periods
ensuring tests align to campaign or overall strategy. Build testing frameworks and intake processes for executing teams. A day in the life Your day starts with a review of hiring projections and site performance data, identifying shifts that require campaign adjustments across the Americas. You review current hiring demand versus plan, flagging risk signals to your manager and cross-functional partners. Mid-morning, you're leading a quarterly planning session with Creative and Performance Marketing teams — working backwards from hiring projections to develop an integrated campaign brief for an upcoming high-volume period. You spend time refining a testing proposal from the Journey Orchestration team, assessing timing risk against Peak readiness and ensuring the test aligns to broader campaign strategy. In the afternoon, you're preparing data-backed recommendations for a senior leadership review, connecting campaign performance to hiring outcomes. You close the day updating your campaign calendar in Asana, then swinging by the Performance Marketing team's desks to pressure-test a channel mix assumption before tomorrow's leadership review — the kind of five-minute conversation that saves a week of back-and-forth. About the team Workforce Staffing (WFS) hires thousands of Amazonians every year. The Attraction, Influence
Marketing (AIM) team achieves high-volume hiring goals by delivering exceptional, multi-channel candidate experiences — engaging and hiring job seekers with maximum efficiency and precision. Leveraging paid digital advertising, owned channels, web experience
powering local recruitment efforts through targeted marketing materials and promotional campaigns, AIM delivers quality candidates at scale. This role is based in-office five days a week, giving you direct access to the cross-functional partners, real-time collaboration
fast decision-making that high-volume campaign planning demands. Practicing transformational thinking empowered by leading-edge tech and tool development, this team constantly innovates new processes to increase marketing efficacy.
6+ years of professional non-internship marketing experience - 7+ years of developing and managing acquisition marketing or channel programs experience - Experience using data and metrics to drive improvements - Experience with Excel or Tableau (data manipulation, macros, charts and pivot tables) - Experience building, executing and scaling cross-functional marketing programs - Experience developing and executing campaigns across a multitude of timezones and languages
Experience with A/B testing - Experience in high-volume recruitment marketing, talent acquisition marketing
employer branding - Experience with marketing automation tools and campaign management platforms - Experience managing campaigns in Canada, US, Mexico
Brazil - Experience with working-backwards planning methodologies and agile campaign frameworks - Experience building and automating campaign planning processes at scale Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability
other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.

Required skills

Agile