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With one direct report (digital engagement and communications manager) and support from external agencies and vendors, the Director of Communications and Engagement has oversight of MRA’s branding, storytelling, email marketing, public relations, media partnerships, publications, creative design, multimedia and video, websites, social media, media relations and issues management and all other external communications.
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We are seeking a Growth Marketing Manager to support the tactical execution of multi-channel B2B marketing campaigns that capture and create demand, drive buyer engagement, and accelerate pipeline, utilizing a combination of content, virtual webinars, email, ABM, and other channels, with a focus on reporting and data-driven optimization.
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Collaborate with other Advancement Strategic Communications, Marketing & Engagement teams, such as the creative team, multimedia team and content team, to leverage their content on digital platforms as it aligns with overall digital strategy.
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The strategist must be comfortable curating, writing and editing newsletters, as well as collaborating with Hearst's Content Strategy and Consumer Marketing teams to build new features and experiments through email.
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Social Media Management:Help implement a comprehensive social media strategy to enhance brand visibility and drive engagement. Manage all aspects of our social media presence, including content creation, scheduling, posting, and community management, across Facebook, Instagram, and TikTok. Content Creation:Create high-quality, compelling content for social media, website, email and print, including photos, videos, graphics, and written content.
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Enable the implementation of omni-channel marketing campaigns that deliver personalized and cohesive experiences across multiple touchpoints, including email, social media, paid advertising, and content marketing.
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Identify opportunities to repurpose content and distribute it across various channels, including email newsletters, social media, video sites, and third-party publications, to maximize reach and engagement.
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Establishes the strategy and timeline for all membership mailings and email communications including acquisitions, renewals, upgrades, invitations, general communications, and annual fund appeals.
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Proven membership development/fundraising track record including: - Increasing membership recruitment and engagement - Engagement of young professionals (21 - 40) - Strategies building higher level membership.
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Develop executive thought leadership strategy and shape program for CEO and Senior Leadership including content calendar for social media, news media and speaking engagement opportunities and support.
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Sets the annual benchmark goals for the budget and for the membership strategy. Works as a team member on a wide range of marketing and engagement strategies for members and volunteers.
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Marketing experience: Significant practical experience of developing and delivering high-quality, successful marketing strategy and multi-channel campaigns, including strength in and hands-on experience of email marketing and social media.
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As the Director of Marketing, you will be pivotal in shaping the marketing strategy and driving marketing initiatives to promote our blockchain solutions, gaming platforms, and entertainment products.
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The Senior Manager, Risk Program Engagement role is responsible for the development and execution of the 1LOD Controls Office's deliverables related to communications and change management around regulatory remediation, risk and control practice transformation, and strategy.
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A strong understanding of B2B digital marketing principles, including SEO, content marketing, social media marketing, and email marketing. As the Associate Director, Content Strategy Lead for the Content Ecosystem, you'll be responsible for developing and implementing comprehensive content strategies to promote our products, people, and the positioning of our expertise.
$108,296 - $250,733 a yearFull-timeExpandUpdated Today
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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).