AI-Native Business Branding Manager Bangladesh, Angola, Cambodia, Botswana, Chile, Ethiopia, India, Indonesia,

Every person we hire says something about MUST Company. A strong hire makes the next strong candidate more likely to say yes. A poor one does the opposite, and the market notices faster than we do.

We're looking for someone to own that. You'll work out what makes someone a good fit for MUST, explain it clearly to the people we want to reach, and work with our hiring team so the people who join actually match it. You won't be sourcing candidates or running our social accounts. Your job is the reputation behind our hiring, and you'll judge your work by who joins and how well they do.

MUST Company is based in South Korea. We build AI products, Web3 tools for real-world assets, and Match Hire, the hiring platform this job is posted on. Our team works remotely across Asia and Africa.

We don't hire people to follow instructions. Everyone here owns their area, makes calls and answers for the results. If you spot a problem, even outside your role, we expect you to raise it and suggest a fix. You'll work directly with the founders, so decisions happen quickly.

We use AI every day for research, writing and analysis, but people are still responsible for the judgment. Most of our communication is written, and we care about what you get done, not when you're online.

The people who do well at MUST take responsibility without being asked, flag problems early, keep learning, and are straight with us when something goes wrong.

The people who struggle wait for instructions, stick strictly to their job description, or hand problems to someone else. A big part of your job is helping us tell the two apart before we hire.

• Write down, in plain language, why good people should join MUST and what we expect from them. Build it from real conversations with our team, not from a template.
• Turn our culture into things a hiring manager can actually check in an interview or a portfolio review.
• Rewrite our job posts and careers page, and help our people share stories about their real work.
• Work with our recruiters on screening questions, portfolio reviews and scorecards in Match Hire.
• Make sure every candidate gets clear timelines, quick replies and a fair answer, whether we hire them or not.
• Keep an eye on what Google, Linked In and AI assistants like ChatGPT say about working at MUST, and improve it.
• Run an employee referral program that people actually use.
• Report each month on quality of hire, 90-day retention, time to productivity, offer acceptance, candidate feedback and referrals.

In the first month, you'll talk to the founders and some of our best people, write a first version of our culture profile and employer value proposition, and review our current job posts and careers page.

By the end of the second month, the job posts and careers page should be rewritten, and at least two roles should have mindset checks built into their screening. You'll also have a starting point for measuring candidate experience.

By the end of the third month, we'd like to see more qualified applicants per role, better offer acceptance, early feedback on how new hires are doing, and a monthly report in place.

• At least 3 years in employer branding, recruitment marketing, talent acquisition, brand communications, or people and culture
• You've built or refreshed an employer value proposition or careers brand yourself
• You write well. Your job posts and employee stories sound like a real person wrote them
• You've worked with hiring managers on interview questions, scorecards or work-sample tasks
• You can see qualities like ownership, honesty and learning speed that don't show up on a CV
• You use AI tools in your everyday work
• You track hiring numbers (funnels, quality of hire, retention, candidate feedback) and change things based on them
• You're comfortable working remotely across time zones, in professional English

• Experience at a startup or a fast-growing company
• Hiring in Asia or Africa
• Experience in HR tech or recruiting tech
• Making short videos or other content
• Running candidate experience surveys, such as candidate NPS
• Employee advocacy or referral programs
• Korean

• 2 to 4 employer brand or hiring projects you led: what you were trying to fix, what you did, and what changed (applicants, quality of hire, offer acceptance, retention)
• A job post you wrote, a careers page or employer value proposition, and an employee story
• An interview scorecard or…