Senior Editor, People Managing People

About the Role

We are looking for a Senior Editor to help build People Managing People into a trusted, community-powered media brand for people leaders and HR professionals. This role is responsible for growing loyal, engaged audiences through authoritative, practitioner-led editorial experiences across articles, newsletters, social, video, podcasts, livestreams, events, and strategic partnerships. It is an audience growth and editorial leadership role centered on creating decision-support content that helps people leaders make better decisions, build healthier cultures, adopt AI‑enabled ways of working, strengthen their teams, and navigate the changing realities of modern people leadership.

Who You Are

• You understand how to create editorial brands that professionals actively trust and return to.
• You are deeply curious about how people leaders and HR professionals operate, lead teams, adopt AI‑enabled workflows, build culture, develop talent, and navigate organizational complexity.
• You know how to turn practitioner insight into useful editorial experiences that feel credible, clear, visual, engaging, and worth sharing.
• You are a builder of audience systems, community loops, and repeat engagement.
• You think beyond articles and understand that modern editorial engagement happens across newsletters, video, podcasts, social, community discussions, livestreams, events, partnerships, search, and AI discovery experiences.
• You are comfortable experimenting with formats, workflows, packaging, distribution strategies, and audience experiences to improve performance over time.
• You care about usefulness, clarity, audience trust, and measurable impact.

What You’ll Be Doing

You will create serious‑fun, expert‑driven editorial and audience experiences that grow subscribers, increase newsletter engagement, and build loyal engineering, AI, and technology leadership audiences.

• Build engaged, community‑powered editorial experiences.
• Create, assign, edit, write, and publish editorial content across articles, newsletters, social, short‑form video, narrative video, podcasts, livestreams, events, and community formats.
• Develop content informed by real practitioner insight, including interviews, contributor conversations, engineering communities, surveys, Q&As, and social listening.
• Create audience experiences focused on engineering leadership, AI adoption, scalability, platform reliability, developer productivity, infrastructure, security, and modern technology execution.
• Help program and support webinars, livestreams, roundtables, podcasts, and editorial event experiences.
• Repurpose editorial IP into newsletter blocks, social content, video clips, lead magnets, reports, and community assets.
• Ensure editorial output reflects the publication’s tone, usefulness, authority, and audience relevance.
• Continuously identify opportunities to increase audience participation, contribution, sharing, and return engagement.
• Assign, edit, write, optimize, and experiment with JTBD, workflow, systems, tools, infrastructure, AI, and practitioner‑led content.
• Build content that helps technology leaders understand what to do, how to do it, and what tools, systems, workflows, or approaches can help.
• Improve SEO‑driven and community‑driven content with stronger practitioner insight, storytelling, visuals, structure, examples, CTAs, and internal journeys.
• Build topical authority around engineering leadership, AI implementation, infrastructure, developer workflows, security, scalability, and operational execution.
• Produce and improve decision‑support formats such as tools/tech roundups, benchmark reports, State of AI reports, engineering playbooks, expert interviews, surveys, member exclusives, and lead magnets.
• Use Marfeel, GA, HubSpot, newsletter data, and audience performance signals to guide optimization and experimentation.
• Test headlines, hooks, formats, distribution strategies, CTAs, and conversion pathways to improve performance.
• Monitor performance across subscriber growth, newsletter clicks, AI visibility, topical authority, engagement, and discoverability.
• Share learnings, experiments, and repeatable editorial playbooks across the organization.
• Expand audience reach, relationships, and distribution.
• Identify, recruit, and manage engineering contributors, AI practitioners, technical SMEs, partners, and executive voices.
• Build contributor → content → audience → community growth loops.
• Act as a visible host and guardian of the brand across newsletters, events, podcasts, social, community spaces, and contributor relationships.
• Package and distribute content across newsletter, social, search, Discover, podcast, video, community, partner, and digital PR channels.
• Collaborate on co‑created reports, research, surveys, multimedia initiatives, and strategic partnerships.
• Represent the brand through events, panels, podcasts, conferences, and external opportunities when useful.
• Build and maintain reusable insight libraries containing interviews, quotes, patterns, transcripts, and community intelligence.
• Track relationship‑building and distribution performance based on subscriber growth, newsletter engagement, RFV, authority signals, and audience quality.

How Your Success Will Be Measured

• Growth in ICP subscriber acquisition.
• Increased newsletter clicks and audience engagement.
• Growth in returning audience behavior and repeat visits.
• Increased authority signals, search visibility, and AI discovery presence.Performance of decision‑support and practitioner‑led content.
• Audience participation and contributor engagement.
• Growth in non‑organic and community‑driven traffic.
• Successful execution of multimedia, event, and partnership initiatives.
• Clear evidence that audiences trust, share, and repeatedly engage with the brand.

Your Skillset Includes

• Strong editorial judgment and audience instincts.
• Experience creating B2B, practitioner‑led, or professional editorial content.
• Strong interviewing and synthesis skills.
• Ability to turn complex technical workflows and operational topics into useful, engaging editorial experiences.
• Experience growing newsletter engagement, subscriber audiences, or community participation.
• Experience across multimedia formats including newsletters, social, video, podcasts, webinars, or events.
• Comfort using analytics and audience signals to guide experimentation and optimization.
• Experience collaborating with contributors, SMEs, and strategic partners.
• Understanding of SEO, distribution strategy, audience engagement, and AI discovery trends.
• Strong organizational and communication skills.
• Ability to operate with speed, experimentation discipline, and audience empathy.

Nice to Haves

• Experience covering HR, people leadership, talent and recruitment, the future of work, SaaS, HR tooling, or AI in the workplace.
• Experience creating benchmark reports, surveys, or insight‑led content.
• Experience hosting or participating in podcasts, webinars, livestreams, or editorial events.
• Familiarity with modern HR and people management tooling ecosystems.
• Experience building community‑powered editorial systems or contributor networks.

Why This Role Matters

People Managing People exists to help people leaders and HR professionals make better decisions in an increasingly complex, AI‑driven world of work. This role helps turn the brand into a trusted decision‑support destination and community‑powered media engine for modern people leadership. Under your ownership, the brand should become something audiences actively rely on, contribute to, share, and return to repeatedly.

Salary Statement

This full‑time position is available as either a remote or hybrid position (depending on location), with an annual salary in the range of $120,000 to $150,000 CAD for candidates based in Canada. Seniority level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, and aptitude. In addition to annual salary, full‑time employees are eligible for a discretionary bonus and a comprehensive benefits package.

Diversity Equity and Inclusion

Black and White Zebra is an equal opportunity employer and considers all candidates for employment regardless of race, color, religion, sex, national origin, citizenship, age, disability, marital status, military or veteran’s status, sexual orientation, or any other category protected by law. We celebrate all backgrounds and attributes that continue to help make our team impactful, iterative, adaptable, and fun.

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