Position Title: Global Talent Attraction & Employer Brand Lead

Location: Dallas, TX

Your Role

The Global Talent Attraction & Employer Brand Lead delivers Digital Realty’s global talent attraction, recruitment marketing and employer brand programs across the Americas, EMEA and APAC. Reporting to the Head of Recruitment Operations & Enablement, this specialist individual-contributor role works with a high degree of independence within agreed Talent Acquisition strategy, brand standards and governance. You will partner with regional Talent Acquisition teams, Marketing, Communications, HR and business leaders to turn hiring needs into practical campaigns, content and talent communities that build awareness of Digital Realty among priority talent audiences, strengthen direct applicant flow and candidate conversion, and reduce reliance on reactive sourcing and agencies through repeatable attraction capability.

What you’ll do

Deliver the global talent attraction and employer brand plan in line with Talent Acquisition priorities across the globe, coordinating activity and suppliers within approved budgets and providing input to planning and investment recommendations.
Activate the Employer Value Proposition across candidate touchpoints, applying corporate brand standards, adapting content for regional and local audiences, and improving careers content and candidate journeys using audience feedback and performance data.
Partner with Marketing, Communications and regional Talent Acquisition teams to plan and execute employer brand campaigns, social content, employee stories and events, and coordinate employee advocacy and referral activation.
Act as a hands-on creator, shaping the story, words and visuals behind each campaign so ideas move from concept to finished content across written, audio and video formats.
Work with recruiters and business stakeholders to translate hiring demand into campaign briefs, target audiences, channel plans and measurable outcomes for priority talent groups, including data center operations, engineering, technical infrastructure, corporate functions, early careers and leadership.
Build and maintain talent communities for critical and recurring skills, and deliver recruitment marketing across approved digital, social, professional, educational and community channels to convert audiences into qualified candidates.
Support early careers and alternative pathway activity through approved relationships with universities, professional bodies and community organizations.
Manage day-to-day relationships and deliverables with approved agencies, media partners, platforms and suppliers, escalating material commercial or performance issues as required.
Track measures for reach, engagement, qualified applicants, source effectiveness, funnel conversion, talent community growth and direct hiring contribution, and produce regular reporting and recommendations for Talent Acquisition leadership and regional teams.
Build consistent attraction capability by creating templates, campaign resources, guidance and training, sharing effective practices across regions, and contributing expertise to Talent Acquisition projects on careers content, candidate experience, talent intelligence, sourcing and recruitment technology.
Ensure activity meets privacy, employment, accessibility, recruitment, brand and supplier requirements, monitor employer brand and labour market developments to recommend improvements, and undertake other related assignments as directed.

What you’ll need

Bachelor’s degree or equivalent professional experience, with demonstrated experience in employer brand, recruitment marketing, talent attraction, marketing or Talent Acquisition, ideally within an international or matrix organization; professional training in these areas is a plus.
Experience planning and executing multi-channel campaigns across multiple countries, regions or talent segments, and building talent communities for recurring or high-volume talent groups.
Strong understanding of recruitment funnels, candidate behavior, audience segmentation, content development and campaign measurement, with the ability to translate workforce priorities into clear audience, content, channel and campaign plans.
Working knowledge of careers sites, social media, CRM or talent community platforms, analytics tools and applicant tracking systems, and comfort using AI-enabled tools in line with company policy.
Strong storytelling and creative content skills, including persuasive copywriting, scriptwriting and visual storyboarding across written, audio and video formats.
Understanding of inclusive attraction, accessibility, data privacy and responsible use of candidate data, with a commitment to fairness, inclusion and confidentiality.
Strong program and project management skills, with disciplined prioritization, organization, accuracy, supplier coordination and attention to governance.
Data-led and commercially aware, able to analyze performance, solve problems, test and continuously improve, and use sound judgement on when to decide and when to escalate.
Clear written, verbal and visual communication skills, adapted for different audiences, cultures and markets; languages relevant to Digital Realty’s markets a plus (French, German, Dutch, etc.).
Proven ability to partner with Talent Acquisition, Marketing, Communications, HR and business stakeholders, building alignment and influencing without direct authority.
Flexibility to work across global time zones and travel internationally as needed; knowledge of technical, engineering, infrastructure or data center talent markets is advantageous.

A bit about us

Digital Realty brings companies and data together by delivering the full spectrum of data center, colocation and interconnection solutions. PlatformDIGITAL®, the company’s global data center platform, provides customers with a secure data meeting place and a proven Pervasive Datacenter Architecture (PDx®) solution methodology for powering innovation and efficiently managing Data Gravity challenges. Digital Realty gives its customers access to the connected data communities that matter to them with a global data center footprint of 300+ facilities in 50+ metros across 25+ countries on six continents.

A bit about our team

HR

Our HR team are trusted advisors to colleagues across the business. We handle employee questions, recruit top talent, lead talent management initiatives, set the people strategy and work with our senior leaders to create long-term strategies and plans for the future of our business. The work is very rewarding and requires us to think strategically and have the confidence to challenge leaders when required.

What we can offer you

Our rapidly evolving business sector offers the opportunity to be part of a courageous and passionate team who work together to understand and meet the changing needs of our global customers.

Join us and you’ll be part of a supportive and inclusive environment where you can bring your whole self to work. As part of our team, you’ll get to work with people from different business areas, challenge the way we do things and put your ideas into action. We’ll also give you plenty of development opportunities so you can build a rewarding and successful career with us.

Apply today, take charge of your career and grow your talents with us.

Health and Safety

Safety isn't just a priority here at Digital; it's critical to everything we do. Safeguarding lives, protecting assets, and securing data aren't just ideals - they're essential pillars of our commitment to excellence for our people, our partners and our customers. We have a culture of care where every member of Team Digital embraces a relentless pursuit of working safely across Digital Realty. Together we are Safely Powering Progress.

Our Compensation Philosophy

Digital Realty offers its employees a highly competitive compensation package, excellent benefits, and an environment that recognizes and rewards your contributions. Central to our compensation philosophy is rewarding our employees for achieving the values and objectives aligned to the company's overall goals and values.

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