The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. 

Mission Overview & Responsibilities:

The New York Times is seeking a designer to join our newly formed team focused on artificial-intelligence initiatives in the newsroom. The team ensures The Times remains on the forefront of digital journalism by prototyping internal and reader-facing applications of generative A.I. and other machine-learning techniques. Our goal is to develop new forms of journalism, empowering reporters across the newsroom with new and useful tools, while establishing principles for the ethical use of these technologies.

As a core member of the team, the senior design editor will conduct user research to better understand problems faced by colleagues and readers that could be solved with machine learning. You will turn your findings into recommendations and design prototypes for features and products that could improve internal workflows, reporting capabilities, and how The Times is presented to readers. You will contribute to working prototypes of web applications and other interfaces.

The team, led by the editorial director for A.I. initiatives, will also include colleagues with a mix of engineering and editorial talent, acting as a kind of skunkworks team within the newsroom. Everyone on the team is expected to have some technical ability. Together, you will partner with other teams in the news, product, and technology groups to take the best ideas from prototypes to production.

You are an inveterate tinkerer, eager to experiment with new technologies and share your findings with others. We favor demos over memos, prototypes over concepts, collaboration over silos, and learning over knowing it all.

This role is based in our New York City, Times Square office. 


  • Conduct qualitative user research with colleagues and readers, and reporting back to the team with clear insights and recommendations
  • Design and prototype new features and products that rely on generative A.I. and other machine-learning techniques
  • Contribute to the technical development of prototypes in web applications and other interfaces
  • Stay up-to-date on the latest A.I. research and model development, to help inform the team’s work and spread technical proficiency throughout the organization
  • Develop relationships with other designers in the newsroom and on product teams, to learn from their existing work with A.I. and collaborate on new projects
  • You will report to the Editorial Director for A.I. Initiatives team

Basic Qualifications

  • 6+ years of experience with digital design and user research
  • 3+ years of experience designing dynamic interfaces that consider their underlying datasets and server-side components
  • 2+ years of experience collaborating with journalists or other creative professionals on software development
  • A portfolio of work samples that showcases your design process

Preferred Qualifications

  • Demonstrated understanding of large-language and transformer models
  • Front-end web development skills to collaborate with engineers on the team
  • Experience and enthusiasm for working in cross-functional groups, giving and receiving feedback, and contributing to a team’s culture
  • Experience with quantitative user research and analysis, in addition to qualitative research
  • Experience designing bots and conversational interfaces


The annual base pay range for this role is between:
$140,000$160,000 USD

The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company will further consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable "Fair Chance" laws. 

The New York Times Company follows the pay transparency and non-discrimination provisions outlined by the United States Office of Federal Contract Compliance Programs. Click here for details.

For information about The New York Times' privacy practices for job applicants click here.

Apply for this Job

* Required
resume chosen  
(File types: pdf, doc, docx, txt, rtf)
cover_letter chosen  
(File types: pdf, doc, docx, txt, rtf)

Voluntary Disclosures & Self Identify Questions

Individuals seeking employment are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Please complete the Voluntary Disclosure form below. However, if you wish not to disclose you are required to select that response. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

It is the policy of the New York Times (the “Company”) to recruit, select and employ qualified recently separated veterans, Armed Forces service medal veterans, active duty wartime or campaign badge veterans, and disabled veterans.  The Company complies with Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002.

In accordance with these laws, the Company has developed affirmative action programs to employ and advance in employment qualified recently separated veterans, Armed Forces service medal veterans, active duty wartime or campaign badge veterans, and disabled veterans.  The Company will, where appropriate, consider reasonable accommodations for qualified disabled veterans.  If you are a recently separated veteran, Armed Forces service medal veteran, active duty wartime or campaign badge veteran, and disabled veteran and would like to be considered under our affirmative action programs, please complete the sections below.

Appropriate definitions of these terms are provided for your convenience.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

Providing this information is voluntary and refusal to provide this information will not subject any individual to adverse treatment by the Company.  The information provided will be used only in ways that are not inconsistent with the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended.

The information provided will be kept in strict confidence, except that (a) necessary management and supervisory personnel may be informed regarding restrictions on the work or duties of disabled veterans and regarding necessary accommodations, (b) first aid and safety personnel may be informed to the extent appropriate, if you have a condition might require emergency treatment, and (c) government officials investigating affirmative action program compliance may be informed pursuant to the above cited laws and the Americans with Disabilities Act.  

We request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we make pursuant to the above cited laws. 

Please select the gender which most accurately describes how you identify yourself (Select one)

Please select the ethnicity which most accurately describes how you identify yourself (Select one)

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in The New York Times’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Please reach out to our support team via our help center.
Please complete the reCAPTCHA above.