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Bachelor’s degree or MBA from an accredited institution, major in Business, Marketing, Market Research, Psychology, Sociology or related field. 7+ years of consumer market research experience, to include study design, management and application of various types of market research with 3+ years of CPG experience.
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The Research Analyst will be responsible for surveying a portfolio of oilfield services market segments (for example: "Wireline" and "Drilling Fluids") and suppliers (for example: "BJ services" and "Halliburton"), and presenting key findings in the form of reports, presentations and through our online news service.
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As a member of this team, you will lead the planning and delivery of insights via primary and secondary research and analytics to identify/ quantify payer/ trade opportunities and threats, make specific recommendations on the development of market access strategies and tactics for a pipeline asset and any business development activities.
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The Investment Analyst will play a critical role in conducting research, analyzing market trends, and providing actionable insights to support investment decision-making across various asset classes.
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Provides global medical leadership to drive alignment to the GIET medical strategy across all phases of product development, and include all activities (insights, unmet needs, preclinical and clinical research, investigator-initiated studies, registries, real world evidence, market access, professional education), to ensure launch excellence.
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As Shopper Insights Manager, you will be the voice of the shopper and dive deep into market research, shopper behavior and competitive landscapes to infuse actionable shopper-driven insights into the Ferrara business.
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Minimum of 5-8 years of relevant research and insights experience, preferably in shopper or consumer-driven roles. Elevate the impact of the Shopper Insights function on the business by challenging the status quo and delivering clear, insights-driven alternatives and recommendations in an inspiring way.
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Lead on device-facing aspects of study: training, delivery, and implementation, data transfer (in liaison with Scientific Data Enablement) Maintain an in-depth understanding of industry trends and opportunities through qualitative research, insights, and market analysis.
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Join our boutique firm as a Market Research Analyst and be at the forefront of providing industry and investor clients with valuable insights into the mobile computing market.
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Conducting and managing market research and quantitative and qualitative analyses, including the timely synthesis of complex data into meaningful insights and the ability to readily grasp analytical frameworks and employ them effectively to either qualitative or quantitative evidence.
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Overview What You’ll Be DoingCadmus seeks an experienced project manager and researcher to join the Market Research & Customer Insights team in the Energy Services Division. Industry experience in market research, energy efficiency, utilities, program design and/or evaluation.
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Cadmus seeks an experienced project manager and researcher to join the Market Research & Customer Insights team in the Energy Services Division. The Associate will independently manage long-term and short-term research projects, including conducting market research activities such as interviews, secondary research, analysis, and creating written reports and presentations of the findings, conclusions and recommendations.
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Cross-Functional Collaboration: Develop and maintain key internal and external relationships with stakeholders, including brand directors, marketing teams, consumer insights, research & development, industrial teams, purchasing, finance, sales, external agencies, and open innovation providers.
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Partner with business, technology, marketing, and analytics leaders and executives in the payments space to shape product strategy, communicating how experience design drives business results with compelling stories grounded in market intelligence, measurement, insights, and analysis.
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The Artificial Intelligence group is responsible for driving adoption of these technologies at Bloomberg, with over 300 research engineers working collaboratively to provide clients with the best-in-class news, research, market data, and analytics.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.