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Craft and edit both media and client content materials, including pitches, press releases, e-blasts, newsletters, case studies, blog posts, social content, digital content, website copy, ad copy, and immersive copywriting.
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Design, implement, and grow a comprehensive development plan focused on expanding donor base in this specific age group through social media, social events, family events and digital marketing.
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Proportion of duties: 30% Developing digital marketing strategy, content, and implementing through websites, graphics and infographics, and social media channels. Researches materials, interviews individuals, and collects information in order to create content (copy and/or graphics) for print and digital marketing, fundraising, grant proposals, outreach, training, and communications materials.
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A candidate with robust digital marketing experience, in-depth knowledge of social media platforms (LinkedIn, Facebook, Instagram, etc.) The Fragrance Marketing Specialist & Researcher will support various marketing initiatives through market research, creation and delivery of trend insight presentations, content writing, contributing to fragrance direction on new development projects and more.
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Education: Bachelor’s or Associate’s degree in Marketing preferred with 2 years’ experience in digital marketing and social media. Support editorial and design integrity of website, email, social media, and demo content.
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Familiarity with digital content strategy and management, including content management systems and other web platforms as well as professional/organizational social media management.
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Contribute to the development of videos, animated presentations, slideshows and motion graphics for events, digital and social media, office environmentals, client pitches, and strategic communications.
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Execute tactical plans to support overall marketing strategy, including digital, social media, email, and traditional marketing efforts. The Marketing Director will work closely with cross-functional teams to ensure core HCP disease awareness, KOL engagement plan, ad boards, and strategic engagement objectives.
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Communication Strategy:Lead the execution of marketing activities, including product promotion, digital transformation initiatives, social media marketing, and web content.
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In addition to leading strategic planning efforts, fully partake in the execution of the programs we develop, as determined appropriate by account, including but not limited to writing/editing, media relations, social media, digital communications and crisis work.
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Collaborate closely with cross-functional teams, including the Creative Project Lead and Social Media Manager, to execute cohesive marketing strategies that amplify the brand's voice.
$115,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience in areas including strategic planning, content strategy, social media, creative campaigns, ad buys (traditional and digital), and proactive media relations at a local, regional, and national level are a top priority.
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Position SummaryReporting to the Senior Marketing Campaign Manager - Digital Marketing, the Marketing Campaign Manager - Digital Marketing is primarily responsible for supporting and implementing the integrated marketing campaign plan in relation to digital channels (email, PPC, social media, SEO, SEM,) to achieve the goals for ACS Publications journals, subject portfolios, and related products.
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Create content for digital marketing channels, including social media, email campaigns, and the company website. Familiarity with digital marketing tools and techniques.
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5+ years related experience - Marketing, Digital Marketing/Media, social media. This role is responsible for holistic full-funnel digital strategy and deployment to impact consumers across all points of the digital journey (inclusive of digital media, search, social, influencer, CRM, website, etc.
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FEATURED BLOG POSTS
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).
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We’ve all been there before. What starts as a relaxing evening scroll quickly becomes a full-blown binge. You blink, and it’s midnight - throwing off your entire next day before it even starts. And at its worst, this indulgence might leave you feeling behind on things you planned to finish that night. This is why time management is important.