layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

LAYIQ - Experiential Marketing Manager at Hadrian Automation

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 travel, so a dinner series or demo night can run in a new city without rebuilding it from scratch each time.
Operate and measure
Stand up the operating infrastructure this function currently lacks: a single source-of-truth events calendar, briefing and run-of-show templates, vendor roster, budget tracker, and post-event debriefs.
Define what success means per event type before the event happens, then report honestly against it, including when something did not work.
Manage agencies, production partners, and contract staff. Hold them to a standard and replace them when they miss it.
Partner across the company
Work directly with the executive team, including the CEO, on hosting, speaking moments, and the guest experience for high-stakes visits.
Coordinate with communications on anything press-facing, and respect the review paths that govern customer, program, and export-controlled information.
Partner with government relations and policy on conference presence and official visits as those functions come online.

Benefits for Full-time Employees

Medical, dental, vision, and life insurance plans for employees
401k
Relocation support may be provided for certain situations, based on business need.
Flexible vacation policy
Equity
ITAR Requirements
To conform to U.S. Government export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen or national, lawful permanent resident, protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.
Use of AI in hiring
Hadrian uses AI-assisted tools in our recruiting and hiring processes to help our team work more efficiently. This may include tools that help organize and analyze recruiting data, as well as an AI-powered notetaker that can record and transcribe interviews and help coordinate feedback. These tools support our team and are not used to make hiring decisions. All candidate evaluations and hiring decisions are performed by humans. If an interview will be recorded, you will be notified in advance and may opt out at any time with no impact on your candidacy. Candidate data processed through these tools is subject to the same protections described in our Privacy Policy.
Consideration of Criminal History
Hadrian will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable laws. We do not ask about criminal history on our application, and we do not consider criminal history before making a conditional offer of employment.
Hadrian Is An Equal Opportunity Employer
Hadrian does not unlawfully discriminate on the basis of race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, marital status, mental status, physical disability or any other legally protected status. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.

Experiential Marketing Manager

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The Role

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Benefits for Full-time Employees

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