Compensation
$141,000-$211,000/yrDescription
We’re hiring a Talent Brand Partner to build Luma’s recruiting and people brand from the ground up. You’ll own how the world sees us as a place to work: the content, the social presence, the campaigns, the feel. This is a hands-on creator role. We’re not looking for someone to write strategy decks. We’re looking for someone who can make a piece of content that makes a researcher or engineer stop scrolling and think, “I want to build there.”
This is a true zero-to-one role. There’s no existing content engine, no recruiting marketing footprint, no playbook handed to you on day one. You’ll be the one building it. That means making a lot of calls without a process to lean on, shipping scrappy before polished, and figuring things out in motion. It’s rarer work than operating a mature program, and it takes a specific kind of person. If you’ve built something from nothing before and loved the messiness of it, you’ll thrive here.
But, before you apply, one thing. This role runs a little differently from a normal application. The work matters more here than any resume will, so we built a way for you to show it early. There's an optional build you can complete and submit right inside the application, and if the team likes it, you skip straight past the first round or two. Not interested or short on time? Apply the normal way, no penalty. Full details are at the bottom of this post.
What You'll Get Up To
- Build and own "Life at Luma" across LinkedIn, TikTok, Instagram, X, Glassdoor, Built In, and our careers site. You're the editor-in-chief of how we show up externally as an employer, end to end.
- Create original content: behind-the-scenes videos, team spotlights, product launch stories, day-in-the-life series. You'll have access to some of the most interesting AI research and creative work happening anywhere.
- Own our recruiting presence at the events and conferences where our talent lives: NeurIPS, ICML, SIGGRAPH, meetups, hackathons, and university partnerships. If we’re in the room for a talent moment, you’re shaping how we show up.
- Launch an employee advocacy program so our engineers, researchers, and designers can share their work authentically. Build the templates, write the prompts, coach the people.
- Build a speaker and thought leadership program focused on talent attraction: getting Luma’s researchers, engineers, and designers on the podcasts, panels, and stages where the candidates we want are already listening.
- Design the offer experience: the moment a candidate gets an offer from Luma should feel like a milestone, not an email. Custom packets, team video messages, all of it.
- Partner with our recruiting team to make every role launch a brand moment. No more job posts that disappear into the void. You'll create the kits, the copy, the social campaigns.
- Use AI tooling to move fast. We work natively with Claude, Cursor, Lovable, and whatever else earns its keep. If you can vibe-code a microsite, spin up a content workflow, or automate the repetitive parts of your day, even better.
What the First Few Months Look Like
First 30 Days: Immerse & Diagnose
Spend real time with the researchers, engineers, designers, and creatives building Luma’s products so you understand the story you’re telling. Audit every existing asset, channel, and touchpoint candidates currently experience. Map the partners you’ll rely on (marketing, creative, Dream Lab, recruiting). Deliver a point-of-view on where we are today, where the gaps are, and the first three to five bets worth making.
Days 30–60: Ship & Validate
Get content in market. Publish the first wave of “Life at Luma” stories across the channels that matter for the audiences we’re trying to reach. Launch an employee advocacy pilot with a small, high-signal group. Ship the first role launch kit tied to an active req so we can measure impact against a real hiring moment. Stand up the offer experience v1 so every candidate who receives a Luma offer from here on feels it.
Days 60–90: Scale & Systemize
Shift from shipping one-off moments to running a system. A live content calendar with consistent cadence across channels. Advocacy program moving from pilot to scale with clear templates and enablement. First full brand-to-talent campaign tied to a product moment (Ray3, Uni-1, Dream Machine). Metrics baseline established across awareness, inbound pipeline, and candidate experience so we can measure what’s working and what isn’t.
Examples of Projects You Might Own
- Turn a major product launch (Luma Agents, Uni-1, Ray3.14, Dream Machine) into a talent campaign that reaches engineers, researchers, and creatives who aren’t already in the AI conversation.
- Own Luma’s recruiting presence at a marquee industry event (NeurIPS, ICML, SIGGRAPH) end to end: booth strategy, on-site content capture, speaker coordination, and the content engine that keeps the moment alive for weeks after.
- Produce a video series that shows what it’s actually like to build multimodal AI and Unified Intelligence at Luma, told from the researchers’ and builders’ perspectives. Something worth watching whether you’re hiring or not.
- Redesign the offer experience so receiving a Luma offer feels unmistakably Luma: custom packets, personal messages from the team, and a moment that closes candidates rather than an email that gets filed.
- Build a role launch toolkit that turns every new req into a brand moment, not just a job post. Templates, copy, and social assets a hiring manager can ship in under 10 minutes.
- Define Luma’s short-form video strategy for talent across TikTok, Instagram Reels, and YouTube Shorts, reaching the next generation of builders and creators where they already spend their time.
- Build a thought leadership program that coaches Luma’s researchers, engineers, and designers into recognized voices on X, LinkedIn, podcasts, and conference stages in their respective fields.
- Stand up a lightweight careers microsite for a targeted hiring push (e.g., a specialist research team or a GTM function), using modern AI-assisted build tools to go from concept to live in a week.
What You Bring
- 4-6 years creating employer brand content, social media content, or content marketing at a startup or tech company. Portfolio is required and is the most important thing you'll share with us.
- You've actually made things: videos, social posts, campaigns, microsites. Not just managed agencies or written briefs. Show us the work.
- Native fluency across social platforms. You know what works on TikTok vs. LinkedIn vs. Instagram vs. X, and you don't just cross-post the same thing everywhere.
- Comfort with AI tools in your creative workflow. You don't need to be an engineer, but if you can use Claude to draft copy, Lovable to prototype a page, or CapCut to edit video, you'll thrive here.
- Systems thinking. You don't just create content, you build content machines: templates, calendars, processes that scale.
- Zero-to-one builder. You've built an employer brand (or something adjacent) from scratch before. Not “grew an existing function” - started with nothing and shipped. You can point to specific things you built, the decisions you made without a playbook, and what worked vs. what didn't.
- You're at home in a fast-moving, ambiguous environment. You'll be defining this role as you do it, and you're energized by that, not stressed by it.
Nice to Have
- Experience at an AI company or deep familiarity with the AI/ML talent landscape.
- Light coding or vibe-coding ability (HTML/CSS, Lovable, Cursor, or similar).
- Experience building employee advocacy or creator enablement programs.
- Video production skills (even scrappy, phone-shot content).
Want to show us the work first? Skip ahead.
Most applications open with a resume. For this seat, what you've actually made tells us far more than a list of past titles ever could, so we want to give you a way to put the work in front of us as early as you'd like.
Here's how it works. We've published the full brief for the build stage of our process, the same one every candidate eventually gets. It's live right now on our role hub. If you've got the time and the interest, read it, make something against it, and upload it with your application. You don't have to wait for us to invite you in first.
If you do this and there's a potential fit, the team reviews what you made, and they like it, we skip you past the first conversation or two and move you toward the panel presentation. You've already shown us how you think and what you can build, so we're not going to make you prove it from scratch all over again. Consider it our way of honoring the hours you put in.
A few honest notes:
- It's optional, full stop. Applying the normal way costs you nothing. Plenty of strong people will go that route and we're glad to have them.
- Plan for roughly 4 to 6 hours, on your own time. It's a suggestion, not a stopwatch. Scrappy and smart beats polished and safe, every time.
- Want Luma Agents access to build with? You don't have to use it, but it's there if you want it. Email Josh and we'll turn it on for you.
- Stuck or want to gut-check direction mid-build? Email Josh. We'd rather you ask than spin for two hours on the wrong assumption.
The brief lays out the North Stars, what we're scoring on, and what "this, not that" looks like. Read it before you start.
- The role hub: https://luma-talent-brand.vercel.app/
- The Build & Present brief: https://luma-talent-brand.vercel.app/brief
- Questions? You can reach out at joshua@lumalabs.ai
About Luma
Luma’s mission is to build unified general intelligence that can generate, understand, and operate in the physical world.
We believe that multimodality is critical for intelligence. To go beyond language models and build more aware, capable and useful systems, the next step function change will come from vision. So, we are working on training and scaling up multimodal foundation models for systems that can see and understand, show and explain, and eventually interact with our world to effect change.
Stack
Machine LearningFoundation Models
- Posted
- Apr 16, 2026
- Last seen
- Jun 29, 2026
- First seen
- Jun 29, 2026