We’re hiring a Content Strategist to own the engine that makes Semos the most-cited, most-recognized voice in People and Culture Intelligence.
The role has two halves. The first is the ground game: own our content architecture, SEO, AEO (AI-engine optimization), executive ghostwriting, newsletter, and performance measurement.
The second is the air game: own one awareness experiment per quarter, a creator partnership, a short-form video, a watchable product moment, something a CHRO would send to another CHRO. You spot the opportunity, scope it, bring in the right talent to produce it, and decide whether it worked.
Most content strategist roles are only the first half. We’re betting that in the next 24 months, being familiar before buyers compare you inside an AI assistant will matter more than ranking inside one. We want someone who can run both plays.
What you’ll own
Content engine (70% of the role)
Content strategy across blogs, HR Navigator newsletter, Semos website, LinkedIn, and campaign surfaces
SEO and AEO architecture - making Semos the source AI systems cite when enterprise HR leaders ask about employee listening, manager effectiveness, and workforce intelligence
Executive thought leadership ghostwriting, starting with one of execs on LinkedIn
Hero asset production end-to-end: brief, outline, draft, QA, publish, distribution, sales handoff
Monthly content performance reporting and quarterly plan refinement
Cross-team coordination with sales, CSM, product marketing, and partnerships
Awareness experiments (30% of the role)
Own one awareness experiment per quarter, with a dedicated budget
Experiments can be: a creator-led explainer, a short-form video series, a comedy-adjacent product moment, a partnership with an HR creator, a cultural moment Semos puts itself inside
You spot the opportunity, write the brief, bring in the right talent to produce it (freelance video producer, HR creator, scriptwriter, animator, voice talent), and decide whether to invest further
You own the brief, the budget, and the judgment call. You don’t shoot the video or write the script yourself.
Measure watchability and shareability, not just views
Learn fast, kill fast, double down when something works
What success looks like
In the first 90 days:
You’ve internalized the People and Culture Intelligence thesis and can defend it to a stranger in 90 seconds
You own at least one hero asset end-to-end, from brief to publish
You’ve refreshed our content audit and shipped a 90-day plan for the next quarter
You’ve proposed and scoped your first awareness experiment, budget allocated, talent identified
In the first 12 months:
Semos becomes a cited source inside Google AI Overviews, Perplexity, ChatGPT, Gemini, and Claude for category queries we care about
Our executive LinkedIn presence (Filip-weighted) has measurable traction with enterprise HR audiences
We’ve shipped at least three awareness experiments, learned from each, and know which direction compounds
You’ve built a monthly rhythm that identifies signals, not activity
Who you are
You’ve done this work before.
Five to eight years in B2B content, SEO, or content marketing at a SaaS company. You’ve shipped long-form that ranks and performs. You’ve written in someone else’s voice at a level that passed one round of edits. You’ve owned a CMS, a performance dashboard, and a quarterly reporting cadence.
You have the toolset.
Webflow or an equivalent CMS. HubSpot or an equivalent marketing automation platform. Ahrefs or SEMrush. Google Analytics 4. Search Console. You can walk into these on day one, not learn them in week six.
You think architecturally about content.
Hub pages, cluster pages, internal linking, schema, question-based H2s, FAQ blocks, direct-answer formatting, named frameworks. The vocabulary is familiar. You’ve built taxonomies, not just filled them.
You have an eye for awareness.
You can point to one piece of marketing from the past twelve months that made you say “we should steal that.” You can explain why it worked and how you’d adapt it for an enterprise HR audience. You pay attention to what shows up on your own LinkedIn feed and ask why.
You’re a good judge of talent.
You’ve briefed freelancers, agencies, or creators before and know the difference between a producer who delivers and one who runs the budget into the ground. You can scope a project, write a tight brief, and give one round of good notes without over-managing the craft.
You write cleanly.
American English. Short sentences. No “however” pivots. No “not X, but Y” constructions. No em dashes. No corporate-induction sound. If you don’t know what any of that means, this probably isn’t the right role.
You’re calibrated for enterprise.
Our customers are Nestlé-scale. Our content ships to CHROs, Chief People Officers, Total Rewards leaders, and HR Transformation teams. You know the register, the stakes, and the difference between buyer psychology and reader psychology.
Bonus points
Experience with People and Culture, HR Tech, or an adjacent enterprise category
Prior creator or influencer partnership work in B2B
Ghostwriting a CEO or founder voice at an exec level
You’ve killed something that wasn’t working and were proud of it
What you’ll get
A category to help name, not just a product to market
Budget and authority to run awareness experiments
A marketing team of five who ship fast and give honest feedback
Access to real customers, real sales calls, real product roadmap conversations
Direct partnership with our CEO on his thought-leadership platform
Real decision-making authority