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Extensive experience in planning, executing, and optimizing paid search (Google and Bing), paid social (Meta, TikTok, etc.) Excellent interpersonal and communication skills, with the ability to collaborate effectively with internal and external stakeholders (Brand, Analytics, Product, Influencer Marketing and Creative) to support and improve paid media advertising efforts.
$120,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Collect and manipulate multiple sources of data to analyze the state of our clients’ businesses across multiple channels (paid search, display media, website, social media, advertising campaigns, offline media, brand sales and brand equity) ensuring accuracy of the output.
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Engage and influence cross functional teams on large omnichannel programs (media planning, ad ops, paid search, paid social, analytics, data science, engineering) through mature and thoughtful leadership, providing the Programmatic POV within a larger complex scope of simultaneous workstreams.
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7+ years of demonstrated experience in Omnichannel marketing and analytics space, inclusive of digital display, online video, premium OLV, CTV, paid search, social media, and website marketing; and familiarity with digital targeting, activation, trafficking, and measurement.
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The Director of Media for SalonCentric will lead the strategy development, activation and launch of all media channels including paid social, programmatic, trade partners, and search (SEO/SEM), etc.
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Demonstrated mastery of Google Ads, Meta Business Manager, Bing Ads, Paid Social, Google Analytics and Looker/Data Studio or other data visualization tools. - Manage Paid Search / PPC (Google Ads, Bing Ads), Paid Social, Advertising and Campaign Analysis and Reporting.
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Keywords:Montvale NJ Jobs, SEO Manager, Search Engine Optimization, SEO Best Practices, PPC Campaigns, WordPress, Excel, Google Webmaster, Google Analytics, Video Optimization, Social Media Optimization, Web Analytics, HTML, Google AdWords, Paid Advertising, Remote, Work From Home, New Jersey Recruiters, Information Technology Jobs, IT Jobs, New Jersey Recruiting.
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Lead digital media execution and channel development across all paid media, core paid search, paid social, email, SEO, and optimizing our social media presence to drive demand.
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Three or more years of industry experience with relevant certifications/training courses (e.g. CPA, CFA, SHRM, HRIC, Six Sigma, Google Paid Search, Hootsuite, Google Analytics, Microsoft Office Suite, Burke Institute, etc.
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Abbvie.com. Follow abbvie on Twitter, Facebook, Instagram, YouTube and LinkedIn. Job Description The role of Omnichannel Marketing Analytics and Consulting Manager II within AbbVie is to lead analytics insights and consultation of Omnichannel capabilities and opportunities.
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As a Paid Search Strategist, you will play a pivotal role in shaping and executing innovative and impactful digital media strategies for our clients and partners. Collaborate with business development teams to conduct audits and craft bespoke pitches that showcase the agency's prowess in the paid search domain.
$85,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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You are confident managing Paid Search across Google Ads, Microsoft Ads and Search Ads 360, and Paid Social campaigns across Meta, TikTok, LinkedIn and Pinterest. Experience as a Paid Search/Paid Social specialist for a minimum of 4 years.
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Strong understanding of digital marketing channels, including paid search, social media advertising, display advertising, and affiliate marketing (e.g., Google Ads, Facebook Ads), SEO, SEM, and CRO.
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Experience using SEO tools (e.g., SEMRush, AHRefs, Google Ads, Optmyzer, Google Search Console), LinkedIn analytics, Data Studio reporting from Google, A/B testing software, and/or chatbot plugins.
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Bluevine is seeking an experienced and accomplished Paid Media manager to oversee all our Paid Media investments across Search, Social, Programmatic, Display, Video, OOH, and other new digital formats to drive acquisition, retention, and cross-sell efforts.
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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).
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.