Experiential Marketing Manager
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). However we can use other headings if they match content? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It seems they expect those specific headings, but we can adapt to the actual sections: "About the role" maybe corresponds to "The Role". "Why Now" maybe not a standard heading but could be considered part of About the role? However they said include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we need to decide which sections to include.
We have content for: The Role (description), Why Now (context), What You’ll Do (responsibilities), What We’re Looking For (requirements/qualifications), What Will Set You Apart (preferred qualifications), Compensation (pay), Benefits for Full-time Employees (benefits), ITAR Requirements (maybe a requirement). Also maybe "Eligibility: U.S. person status required..." is part of requirements.
We should not include sections like "Use of AI in hiring", "Consideration of Criminal History", "Hadrian Is An Equal Opportunity Employer" as they are boilerplate.
We need to use - for any list of duties/requirements/benefits. So we need to convert lists into
- . The posting includes bullet-like sentences but not explicit bullet list. We need to identify lists: Under "What You’ll Do" there are multiple bullet-like items: Own the portfolio..., Build the portfolio strategy..., Own the events budget..., Build the flagship moments..., Run the recruiting engine..., Operate and measure..., Partner Across The Company... We can turn each into
- . Similarly "What We’re Looking For" includes bullet-like items: Experience: 8+ years..., Built from zero..., Production depth..., Executive fluency..., Commercial judgment..., Ownership and ambiguity..., Travel..., Eligibility... We'll list those.
"What Will Set You Apart" includes bullet-like items: Experience in hard technology..., A track record running events..., Experience activating industrial..., Fluency integrating live moments..., Experience in a company scaling quickly...
"Benefits for Full-time Employees" includes bullet-like items: Medical, dental, vision, and life insurance plans for employees, 401k, Relocation support may be provided..., Flexible vacation policy, Equity.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the exact phrasing? We can keep sentences but format as list items.
We also need to include short
for prose. So sections that are not lists can be paragraphs.
We need to avoid headings with filler. So each heading we use must have substantive content.
We need to output only HTML fragment, no /, no markdown fences.
Let's structure:
About the role
... (the description from "The Role" maybe plus "Why Now"? Actually "About the role" could encompass both The Role and Why Now? But we could separate: maybe "About the role" for The Role description, and "Why Now" as its own heading? The instruction list includes About the role as example heading; they didn't list Why Now. But we can still use
for any section heading; they gave examples but not exclusive. It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should stick to those headings where applicable. So we need to map our content to those headings.
Thus we can have:
- About the role: includes description of role and why now? Could combine.
- Responsibilities: corresponds to "What You’ll Do".
- Requirements: corresponds to "What We’re Looking For" (mandatory).
- Qualifications: maybe "What Will Set You Apart" (preferred qualifications). Or Skills.
- Benefits: benefits.
- Pay: compensation.
- Schedule: not present; we should not include if no specific content.
We also might need a section for "ITAR Requirements" maybe under Requirements or Qualifications? Could be a separate heading like "Requirements" includes that.
We need to avoid headings with filler. So we will not include Schedule.
We need to ensure we preserve all substantive information. So we need to include ITAR requirement somewhere.
Let's craft:
About the role
Hadrian is building autonomous factories to reindustrialize America. By combining AI, advanced software, robotics, and full-stack manufacturing, we help aerospace and defense companies build rockets, satellites, aircraft, ships, and other mission-critical systems up to 10x faster and at significantly lower cost. Following our $1.37B Series D at a $7.87B valuation, Hadrian is rapidly expanding our manufacturing footprint, launching new capabilities across welding, casting, forging, electronics, additive manufacturing, and more, while scaling our Factory-as-a-Service platform to transform how critical products are built. Backed by leading investors including JPMorgan Chase, Valor Equity Partners, Andreessen Horowitz, Founders Fund, 137 Ventures, Lux Capital, T. Rowe Price, and Morgan Stanley, we’re building the future of American manufacturing—and looking for exceptional people to help make it happen. If you’re ready to take on the most challenging and rewarding work of your career while helping create American manufacturing jobs for generations to come, you’re exactly who we’re looking for.
The Role: Hadrian is hiring an Experiential Marketing Manager to own every moment where someone meets Hadrian in person. This is the single owner of our events portfolio, from a twelve-person dinner in a private room to a flagship launch built around a working factory floor. This role exists because physical experience is our highest-conviction channel. The people we most want to reach, the engineers building autonomous systems and the machinists and technicians who run them, do not decide where to spend the next five years of their career because of an ad. They decide after they walk a floor, put their hands on a part, and talk to the people doing the work. Your job is to engineer that encounter and then run it at scale across multiple cities. You will inherit a portfolio that is already in motion and under-resourced, and you will own it end to end: strategy, calendar, budget, vendors, production, staffing, and the follow-through that turns a good night into a hire or a customer conversation. This is a builder role with real budget and real autonomy, not a coordinator role executing someone else’s brief.
Why Now: We are scaling our manufacturing footprint across multiple sites and hiring aggressively into the Bay Area and beyond, and our events calendar is about to go from occasional to continuous. Several things are already live: recruiting-driven dinners and socials, a multi-month brand and talent campaign anchored in the Bay Area, and a set of factory and site moments tied to new capability launches. The next twelve months include a flagship culminating event whose format is still being decided. You will have a direct hand in that decision rather than inheriting it.
But we may be duplicating content; we need to preserve all substantive info, not remove. It's okay to repeat? The instruction says remove duplicated lines. So we should avoid repeating same sentences. The above repeats some content from "The Role" and "Why Now". We could combine them into About the role section but ensure we don't duplicate. Let's extract unique sentences.
Original "The Role" paragraph: "Hadrian is hiring an Experiential Marketing Manager to own every moment where someone meets Hadrian in person. This is the single owner of our events portfolio, from a twelve-person dinner in a private room to a flagship launch built around a working factory floor. This role exists because physical experience is our highest-conviction channel. The people we most want to reach, the engineers building autonomous systems and the machinists and technicians who run them, do not decide where to spend the next five years of their career because of an ad. They decide after they walk a floor, put their hands on a part, and talk to the people doing the work. Your job is to engineer that encounter and then run it at scale across multiple cities. You will inherit a portfolio that is already in motion and under-resourced, and you will own it end to end: strategy, calendar, budget, vendors, production, staffing, and the follow-through that turns a good night into a hire or a customer conversation. This is a builder role with real budget and real autonomy, not a coordinator role executing someone else’s brief."
Original "Why Now": "We are scaling our manufacturing footprint across multiple sites and hiring aggressively into the Bay Area and beyond, and our events calendar is about to go from occasional to continuous. Several things are already live: recruiting-driven dinners and socials, a multi-month brand and talent campaign anchored in the Bay Area, and a set of factory and site moments tied to new capability launches. The next twelve months include a flagship culminating event whose format is still being decided. You will have a direct hand in that decision rather than inheriting it."
We can keep both as separate paragraphs under About the role.
Now Responsibilities: "What You’ll Do" section.
We need to convert each bullet into - . Let's list them:
- Own the portfolio: Own the full events and experiential calendar end to end, across owned events, recruiting events, executive hosting, site and factory moments, and our presence at third-party industry conferences.
- Build the portfolio strategy: decide what we show up to, what we build ourselves, what we sponsor, and what we decline, and be able to defend each call on audience and cost.
- Own the events budget, including vendor selection, negotiation, production spend, and reconciliation. Bring a point of view on where a dollar buys more experience.
- Build the flagship moments: Lead production on flagship brand and launch events, including the format decision, venue and site selection, run of show, talent and speaker logistics, and executive prep.
- Design factory and site experiences that let people see the machines and the work. Partner closely with site leadership and operations so that hosting visitors never compromises production, safety, or export-control obligations.
- Sequence events against the broader campaign calendar, including out of home, content, and media moments, so that a launch reads as one connected push rather than several unrelated dates.
- Run the recruiting engine in person: Build a repeatable cadence of recruiting-driven experiences: curated dinners and salons, technical talks and demo nights, happy hours near our sites, and targeted socials for specific engineering and skilled-trade audiences.
- Partner with talent brand and recruiting on invite strategy, guest curation, and the handoff that turns an attendee into a pipeline candidate. Attendance is not the metric. Conversations and hires are.
- Develop formats that
- for any list of duties/requirements/benefits. So we need to convert lists into
- . The posting includes bullet-like sentences but not explicit bullet list. We need to identify lists: Under "What You’ll Do" there are multiple bullet-like items: Own the portfolio..., Build the portfolio strategy..., Own the events budget..., Build the flagship moments..., Run the recruiting engine..., Operate and measure..., Partner Across The Company... We can turn each into
- . Similarly "What We’re Looking For" includes bullet-like items: Experience: 8+ years..., Built from zero..., Production depth..., Executive fluency..., Commercial judgment..., Ownership and ambiguity..., Travel..., Eligibility... We'll list those.
"What Will Set You Apart" includes bullet-like items: Experience in hard technology..., A track record running events..., Experience activating industrial..., Fluency integrating live moments..., Experience in a company scaling quickly...
"Benefits for Full-time Employees" includes bullet-like items: Medical, dental, vision, and life insurance plans for employees, 401k, Relocation support may be provided..., Flexible vacation policy, Equity.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the exact phrasing? We can keep sentences but format as list items.
We also need to include short
for prose. So sections that are not lists can be paragraphs. We need to avoid headings with filler. So each heading we use must have substantive content. We need to output only HTML fragment, no /, no markdown fences. Let's structure:
About the role
... (the description from "The Role" maybe plus "Why Now"? Actually "About the role" could encompass both The Role and Why Now? But we could separate: maybe "About the role" for The Role description, and "Why Now" as its own heading? The instruction list includes About the role as example heading; they didn't list Why Now. But we can still use
for any section heading; they gave examples but not exclusive. It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should stick to those headings where applicable. So we need to map our content to those headings. Thus we can have: - About the role: includes description of role and why now? Could combine. - Responsibilities: corresponds to "What You’ll Do". - Requirements: corresponds to "What We’re Looking For" (mandatory). - Qualifications: maybe "What Will Set You Apart" (preferred qualifications). Or Skills. - Benefits: benefits. - Pay: compensation. - Schedule: not present; we should not include if no specific content. We also might need a section for "ITAR Requirements" maybe under Requirements or Qualifications? Could be a separate heading like "Requirements" includes that. We need to avoid headings with filler. So we will not include Schedule. We need to ensure we preserve all substantive information. So we need to include ITAR requirement somewhere. Let's craft:
About the role
Hadrian is building autonomous factories to reindustrialize America. By combining AI, advanced software, robotics, and full-stack manufacturing, we help aerospace and defense companies build rockets, satellites, aircraft, ships, and other mission-critical systems up to 10x faster and at significantly lower cost. Following our $1.37B Series D at a $7.87B valuation, Hadrian is rapidly expanding our manufacturing footprint, launching new capabilities across welding, casting, forging, electronics, additive manufacturing, and more, while scaling our Factory-as-a-Service platform to transform how critical products are built. Backed by leading investors including JPMorgan Chase, Valor Equity Partners, Andreessen Horowitz, Founders Fund, 137 Ventures, Lux Capital, T. Rowe Price, and Morgan Stanley, we’re building the future of American manufacturing—and looking for exceptional people to help make it happen. If you’re ready to take on the most challenging and rewarding work of your career while helping create American manufacturing jobs for generations to come, you’re exactly who we’re looking for.
The Role: Hadrian is hiring an Experiential Marketing Manager to own every moment where someone meets Hadrian in person. This is the single owner of our events portfolio, from a twelve-person dinner in a private room to a flagship launch built around a working factory floor. This role exists because physical experience is our highest-conviction channel. The people we most want to reach, the engineers building autonomous systems and the machinists and technicians who run them, do not decide where to spend the next five years of their career because of an ad. They decide after they walk a floor, put their hands on a part, and talk to the people doing the work. Your job is to engineer that encounter and then run it at scale across multiple cities. You will inherit a portfolio that is already in motion and under-resourced, and you will own it end to end: strategy, calendar, budget, vendors, production, staffing, and the follow-through that turns a good night into a hire or a customer conversation. This is a builder role with real budget and real autonomy, not a coordinator role executing someone else’s brief.
Why Now: We are scaling our manufacturing footprint across multiple sites and hiring aggressively into the Bay Area and beyond, and our events calendar is about to go from occasional to continuous. Several things are already live: recruiting-driven dinners and socials, a multi-month brand and talent campaign anchored in the Bay Area, and a set of factory and site moments tied to new capability launches. The next twelve months include a flagship culminating event whose format is still being decided. You will have a direct hand in that decision rather than inheriting it.
But we may be duplicating content; we need to preserve all substantive info, not remove. It's okay to repeat? The instruction says remove duplicated lines. So we should avoid repeating same sentences. The above repeats some content from "The Role" and "Why Now". We could combine them into About the role section but ensure we don't duplicate. Let's extract unique sentences. Original "The Role" paragraph: "Hadrian is hiring an Experiential Marketing Manager to own every moment where someone meets Hadrian in person. This is the single owner of our events portfolio, from a twelve-person dinner in a private room to a flagship launch built around a working factory floor. This role exists because physical experience is our highest-conviction channel. The people we most want to reach, the engineers building autonomous systems and the machinists and technicians who run them, do not decide where to spend the next five years of their career because of an ad. They decide after they walk a floor, put their hands on a part, and talk to the people doing the work. Your job is to engineer that encounter and then run it at scale across multiple cities. You will inherit a portfolio that is already in motion and under-resourced, and you will own it end to end: strategy, calendar, budget, vendors, production, staffing, and the follow-through that turns a good night into a hire or a customer conversation. This is a builder role with real budget and real autonomy, not a coordinator role executing someone else’s brief." Original "Why Now": "We are scaling our manufacturing footprint across multiple sites and hiring aggressively into the Bay Area and beyond, and our events calendar is about to go from occasional to continuous. Several things are already live: recruiting-driven dinners and socials, a multi-month brand and talent campaign anchored in the Bay Area, and a set of factory and site moments tied to new capability launches. The next twelve months include a flagship culminating event whose format is still being decided. You will have a direct hand in that decision rather than inheriting it." We can keep both as separate paragraphs under About the role. Now Responsibilities: "What You’ll Do" section. We need to convert each bullet into - . Let's list them: - Own the portfolio: Own the full events and experiential calendar end to end, across owned events, recruiting events, executive hosting, site and factory moments, and our presence at third-party industry conferences. - Build the portfolio strategy: decide what we show up to, what we build ourselves, what we sponsor, and what we decline, and be able to defend each call on audience and cost. - Own the events budget, including vendor selection, negotiation, production spend, and reconciliation. Bring a point of view on where a dollar buys more experience. - Build the flagship moments: Lead production on flagship brand and launch events, including the format decision, venue and site selection, run of show, talent and speaker logistics, and executive prep. - Design factory and site experiences that let people see the machines and the work. Partner closely with site leadership and operations so that hosting visitors never compromises production, safety, or export-control obligations. - Sequence events against the broader campaign calendar, including out of home, content, and media moments, so that a launch reads as one connected push rather than several unrelated dates. - Run the recruiting engine in person: Build a repeatable cadence of recruiting-driven experiences: curated dinners and salons, technical talks and demo nights, happy hours near our sites, and targeted socials for specific engineering and skilled-trade audiences. - Partner with talent brand and recruiting on invite strategy, guest curation, and the handoff that turns an attendee into a pipeline candidate. Attendance is not the metric. Conversations and hires are. - Develop formats that