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The role of the Account Director, Account Management is to partner closely with the Managing Partner to manage a portfolio of spirits accounts focused on integrated marketing (partnerships, talent & influencer, entertainment, PR/comms) inclusive of cultural strategy, internal engagement, social strategy, creative content development, account management and activation.
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Develop integrated marketing and sponsorship activation plans, showcasing how digital, social, PR, retail and other channels come to life. Act as quarterback to lead integrated agency team as requested by clients, working collaboratively with other agencies including brand, media, PR to develop comprehensive activation plans.
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Experience selling comprehensive integrated sports marketing partnerships including major media elements (signage, radio, social, digital, etc.) Strong knowledge of digital marketing, including but not limited to social media, content marketing, banner ads, mobile, retargeting and websites, including interpreting performance analytics for all areas.
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Main discipline expertise: market research & insights, brand strategy, multichannel marketing (MCM), digital marketing, customer relationship management (CRM), relationship marketing (RM), customer segmentation, content marketing, marketing & sales automation, digital media, social media, search (SEO/SEM), event/experiential marketing, marketing analytics.
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10+ years of media planning/buying, and integrated marketing experiences, with a blend of traditional consumer products and direct-to-consumer brands and experiences across omni-channel approaches including digital media, search, tv.
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Having recently restructured their team and vision, leadership would like to grow from an agency focussed on PR/Earned Media and CRM Loyalty into an Integrated Marketing Communications agency.
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Quad is a Wisconsin-based company, which is among the largest magazine and direct-mail printers in the U.S. Our company leverages its strong print foundation as part of a much larger, robust integrated marketing services platform that helps marketers and content creators improve the efficiency and effectiveness of their marketing spend across offline and online media channels.
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This critical role involves leading an integrated team across Paid Media, User Acquisition, Social Media, PR & Communications, Influencer Marketing as well as CRM. This talented leader will require a strong data driven approach with an acute understanding of performance marketing including marketing technologies (MarTech) to help lead, develop and drive supporting execution to brand marketing plans for all Nexon America games (PC, Console, Mobile.
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As a Project Director, you will be part of a regional team, working on a cross agency integrated account, responsible for the intake and triage of projects across multiple brands, and support of the adaptation and implementation of centrally defined strategic initiatives, across multiple markets.
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An ideal candidate will have an account management and integrated production background; and will confidently lead creative development of projects across all media from the initial ask/need to crafting creative and project briefs, through to producing and trafficking of creative assets.
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As the Senior Manager of Integrated Marketing, you will spearhead our top-of-funnel marketing efforts, crafting and executing strategies to help Novo show up in a culturally relevant and authentic way.
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Leading a matrixed organization of 33 staff, the Vice President will lead teams with responsibility for academic communications, advancement communications, athletics communications and media relations, internal communications, public and media relations, and LMU Loyola Law School communications and marketing.
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The Integrated Marketing Communications (IMC) organization is responsible for leading all integrated marketing programs across the CMO and Client's Business Groups (the Business Unit.
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Experience with international marketing, media and agency management is preferred. Bachelor’s degree in Business, Marketing, Communications or Journalism. This includes, but is not limited to, securing the project scope, kicking off strategy and creative, managing expectations, and partnering with go-to-market, media and creative teams to reach new and existing audiences with our Commerce offerings.
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We are looking for an outstanding Integrated Podcast Specialist to join our Podcast Team. We’re looking for someone with a proven record of creativity, ad solutions packaging, integrated marketing experience, content marketing experience, and a deep interest in podcasts and audio innovation.
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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.
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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.
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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.