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Team Beans/Forever Collectibles, LLC (FOCO) is a worldwide leading manufacturer of sports and entertainment merchandise, including products ranging from collectibles and novelty items to promotional memorabilia.
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Reporting to the Executive Vice President/Chief of Staff (EVP/COS), the Vice President, Marketing is responsible for defining and managing the SVCF brand; design and implementation of marketing campaigns; management for all marketing and sales initiatives; oversight of the production of marketing and promotional materials; oversight of creative content and SEO for the SVCF website; monitoring and managing social media; and producing internal and external visual brand assets and communications.
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Promotion, Channel Strategy: Partner closely with Omni Sales & Marketing, Sales Strategy & Ops, NAMs, Cat Man, and Demand Planning to ensure the portfolio and pricing strategy are mapped against our channel strategy with appropriate promotional support.
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Serve as lead lawyer on Rare Disease cross-functional teams and committees, including without limitation, the franchise/brand team, the promotional and scientific material review committees, the social media committee, the grant committee, and the publication committee.
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Accountable for achieving revenue and promotional goals set by the UTA Creators leadership and the Talent Brand Partnerships team. UTA seeks a dynamic and motivated Executive, Talent Brand Partnerships to join our UTA Creators division.
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Inspire Brands is a multi-brand restaurant company whose portfolio includes nearly 32,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC Drive-In restaurants worldwide.
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Cross Functional Leadership Collaborate with:Rare disease field leadership to provide support with sales force execution andMarketing, Patient support & Sales teams on brand promotional development, execution and performance managementV&A team, Sales leadership, Thought Leader Liaison team & sales Training on brand promotional plan development, execution and performancePromotional review committee to ensure compliant development of field resources in line with the strategy.
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Executive, Talent Brand Partnerships page is loaded Executive, Talent Brand Partnerships Apply locations Los Angeles Office time type Full time posted on Posted 3 Days Ago job requisition id R3199 UTA seeks a dynamic and motivated Executive, Talent Brand Partnerships to join our UTA Creators division.
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Oversee the development of marketing collateral, including packaging design, promotional materials, and point-of-sale displays, ensuring brand consistency and effectiveness. 4+ years of relevant brand or product management experience with a CPG background, toy experience a plus.
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Job Summary: This role is responsible for supporting PR initiatives and campaigns across the Pokémon brand's portfolio of consumer products including the Pokémon Trading Card Game and its associated ecosystem, E-commerce (Pokémon Center), Licensing, Publishing, as well as our Animation and Scripted Entertainment programs, and Brand Marketing and Promotional initiatives.
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Our Motion Designer will coordinate with various marketing team members to strategically create promotional videos that showcase our apps and features for new and existing users. As our Motion Designer at Odoo, you will create unique and innovative content to raise brand awareness and help our existing users.
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The Social Media Manager will report to the Executive Director of Brand and Engagement. ASI is the largest global provider of technology B2B services for the $26.1 billion promotional products industry (branding and marketing.
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Opportunistically take on project to learn brand management skills / CPG consumer marketing and media planning and execution approach and essentials to elevate opportunities for growth. The Licensing Manager will play a key role in the continued growth of Jel Sert s licensing portfolio, promotional partnerships, and day-to-day functions of the licensing department.
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Partner with other brand cross functional departments and team members to effectively create content, streamline process for training on new initiatives and rollouts, special event planning, promotional support, and communications, and pilot project management.
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Over 6 years of experience in eCommerce and Web Marketing, preferably within the online travel industry, demonstrating proficiency in online promotional content, eCommerce marketing, and website design.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.