Director, Social Media

[Employer] is the intelligent orchestration platform for DevSecOps. [Employer] enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust [Employer] to ship better, more secure software faster.

The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. [Employer] is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. Co-create the future with us as we build technology that transforms how the world develops software.

*Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on [Employer] data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of [Employer].

An overview of this role

As Director, Social Media, you'll lead [Employer]'s global social media strategy and help people understand how [Employer] is co-creating the future of software development. The role shapes how [Employer] shows up across social channels, connecting our company, product, and employer stories, to build meaningful engagement with customers, users, contributors, candidates, and industry audiences. Expect to set clear priorities, guide execution, and use insights to strengthen [Employer]'s voice and business impact. You'll own the outcomes of [Employer]'s social function — strategy, budget, team development, tooling, and results — and serve as [Employer]'s senior-most voice on social strategy with executive stakeholders.

This is a player-coach role. You'll set the strategy and stay close enough to the work to write, build, and ship alongside the team. Two Social Media Managers report to the head of corporate communication and work with you on a dotted-line basis. You'll set their strategic direction, raise the editorial and craft bar, and develop them as practitioners, including goal-setting, feedback, and career development in partnership with their manager. Influence matters in this role, which is why it calls for someone who has already led and grown social practitioners. 

What you’ll do

• Own the performance of [Employer]'s social function and its contribution to marketing and business goals.
• Lead [Employer]'s global organic social media strategy, channel plans, and editorial priorities.
• Own [Employer]'s YouTube strategy end to end — channel architecture, programming and series development, long- and short-form video, packaging (titles, thumbnails, metadata), search and recommendation optimization, and subscriber and watch-time growth.
• Partner with Growth Marketing on paid social, including briefing creative, aligning organic and paid on shared audiences and messaging, informing boosting and amplification decisions, and connecting paid performance back to organic strategy.
• Develop clear, audience-focused campaigns that support company, product, brand, and talent goals.
• Guide content planning and publishing across social channels while maintaining a consistent [Employer] voice.
• Own the social media budget, tooling stack, and agency, freelance, and production partner relationships.
• Partner with teams across Marketing, Communications, Product, Sales, Talent Acquisition, and other functions to plan and deliver social programs.
• Build processes that support effective collaboration in [Employer]'s all-remote, asynchronous environment.
• Use social listening, audience insights, and performance data to improve content and inform broader marketing decisions.
• Lead the measurement framework for social — KPIs, dashboards, and reporting cadence — and report performance and learnings to marketing and executive leadership.
• Partner with DevRel on community engagement to help [Employer] participate in relevant industry conversations with a clear, useful point of view.
• Build and run creator, influencer, and advocacy programs, including developer creators, [Employer] community contributors, and team member advocacy.
• Own [Employer]'s employee advocacy program — grow participation across Marketing, Sales, Engineering, and Talent, equip team members with content worth sharing, and measure reach, engagement, and contribution to brand and talent goals. Partner with Communications and Talent Acquisition on enablement, and manage the advocacy platform and its adoption.
• Support executive and expert social presence, partnering with Communications to help [Employer] leaders and technical experts show up credibly on social, including constructive conversations with C-suite executives about proposed content.
• Apply AI tools thoughtfully across the social workflow to help [Employer] model what an AI-native marketing team looks like.
• Prepare for and guide responses to sensitive or fast-moving issues in partnership with the appropriate teams.

What you’ll bring

• 10+ years in social media, including at least 5 years leading social strategy for a global brand at the senior manager level or above, and accountable for the function's results.
• Experience owning a social function end to end, including strategy, budget, headcount, tooling, and results as the accountable leader. 
• Experience leading teams, agencies, and cross-functional programs, with clear ownership of and accountability for outcomes.
• Depth in YouTube strategy, including owning and growing a brand or business channel, and can speak to programming decisions, video formats, packaging, and the metrics that actually move a channel.
• Hands-on experience growing LinkedIn and X as primary channels, with judgment about what content, format, and cadence work on each.
• Experience with paid social programs and how organic and paid social reinforce each other, including creative for paid, audience strategy, and interpreting paid performance data.
• Experience connecting social media programs to broader brand, communications, product, or business priorities.
• Strong editorial judgment and the ability to turn complex topics into clear, engaging content.
• Fluency with short-form and long-form video as core social formats, including working with production partners and creators.
• Experience defining a measurement framework for social, including KPIs, dashboards, and reporting cadence, and presenting performance, learnings, and recommendations to executive leadership on a standing basis.
• Experience building or scaling an employee advocacy program, including driving adoption across multiple functions, sustaining participation beyond launch, and reporting attributed reach and business contribution
• Fluency with an enterprise social stack for publishing, listening, and advocacy. Ours is Sprout Social, Meltwater, and EveryoneSocial.
• Experience running social programs across multiple regions and languages, and judgment about what to localize versus centralize.
• Skill in managing multiple priorities and making sound decisions in fast-moving situations.
• A collaborative, inclusive approach and the ability to work effectively in a distributed, asynchronous environment.
• Passion about [Employer]'s mission and the future of software development, open source, artificial intelligence, and DevSecOps.

About the team

This role is part of [Employer]'s Marketing organization and works across teams to present a clear, consistent company voice on social media. The team collaborates asynchronously with partners across regions and functions, balancing planned campaigns with timely engagement. Together, you'll help audiences understand [Employer]'s platform, mission, values, and impact.

The base salary range for this role’s listed level is currently for residents of the United States only. This range is intended to reflect the role's base salary rate in locations throughout the US. Grade level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, abilities of the applicant, equity with other team members, alignment with market data, and geographic location. The base salary range does not include any bonuses, equity, or benefits. See more information on our benefits and equity. Sales roles are also eligible for incentive pay targeted at up to 100% of the offered base salary.

How [Employer] Supports Full-Time Employees

• Benefits to support your health, finances, and well-being
• Flexible Paid Time Off 
• Team Member Resource Groups
• Equity Compensation & Employee Stock Purchase Plan
• Growth and Development Fund
• Parental Leave 

Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from underrepresented groups are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.

Country Hiring Guidelines: [Employer] hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.  

Privacy Policy: Please review our Recruitment Privacy Policy. Your privacy is important to us.

[Employer] is proud to be an equal opportunity workplace and is an affirmative action employer. [Employer]’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. [Employer] will not tolerate discrimination or harassment based on any of these characteristics. See also [Employer]’s EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know during the recruiting process.