Work Flexibility: Remote or Hybrid or Onsite What you will do Stryker’s Global Talent Attraction Team is growing, and we are looking for a digital recruitment marketing strategy builder and campaign specialist who will help us attract great talent to Stryker! In this regional role, you will be the primary point of contact in the Americas for all things Employer Branding and Talent Attraction. Collaborate with Talent Acquisition leaders and regional teams to design and implement data-driven marketing strategies aligned with business goals. Influence and partner with regional leaders and third-party agencies to deliver seamless marketing initiatives with measurable ROI. Lead recruitment media campaigns, newsletters, and talent network initiatives to enhance candidate engagement and employer brand. Analyze campaign results and provide actionable insights to optimize future marketing efforts. Oversee the company career site, improve UX, and create engaging job descriptions to attract top talent. Develop marketing materials and manage blog content by collaborating with employees to showcase authentic stories. Research industry trends and suggest new ideas to improve candidate experience and engagement. Apply independent judgment and self-direction to deliver high-impact recruitment marketing outcomes. What you need Required qualifications Preferred qualifications Data proficiency and literacy with certifications in Google Analytics Preferred candidate will be able to work East coast hours $64,400 - $122,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors. Travel Percentage: 10% Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability. Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.