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Adobe Premiere Pro. Strong knowledge of the video and digital media production and post-production process. College degree or equivalent in video editing and production.
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Proficiency in video editing software such as Adobe Premiere Pro or Final Cut Pro. Strong project management skills, with the ability to handle multiple projects simultaneously and prioritize tasks effectively.
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Strong experience/expertise in Final Cut Pro X, Avid, Adobe Premiere, After Effects, Adobe Creative Suite (Photoshop, Lightroom, InDesign, Illustrator, etc.) Bachelor’s degree in film, video production, communications, graphic design or a related field (or equivalent work experience.
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Experience in photography, animation and video production, and proficiency with video editing tools like Adobe Premiere Pro. Experience in photography, animation and video production, and proficiency with video editing tools like Adobe Premiere Pro.
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Improve your post-production video editing skills using Adobe Premiere Pro and Photoshop to help our team deliver content that benefits our audience. 1A Auto is seeking a talented, creative, and efficient Video Production Editor Intern to join our in-house video production studio in Pepperell, MA. 1A Auto’s YouTube channel has over 2.3 million subscribers and is one of the leading automotive channels on the platform.
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Proficiency in video and photo software applications such as Premiere Pro, Final Cut Pro, Photoshop, and After Effects. As a Senior Video Producer, you will play a pivotal role in driving video production initiatives forward.
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Proficient in using video editing software (e.g., Adobe Premiere Pro, Final Cut Pro). We are seeking a talented and experienced Video Production Manager to join Blue Owl’s Corporate Marketing team, driving the full lifecycle of video content for the firm, including strategy and planning, publishing, distribution, analytics, measurement and technology.
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Ability to safely lift and carry equipment weighing 25 lbs or moreNice-to-Have Qualifications & Experience:Fluency with social media platforms and best practicesExperience Jira user and/or developerFamiliarity with Adobe Creative Cloud programs (especially Premiere Pro)A good knowledge of film set equipment (c-stands, backdrops, tripods, etc.
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Proficiency in post-production software, including Adobe Premiere Pro, After Effects, and DaVinci Resolve. This position involves significant responsibility in both the creative and technical aspects of video production, including shooting, editing, and post-production.
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Advanced-level proficiency in Adobe CC Suite preferred, such as InDesign, Premiere Pro, Photoshop, and Illustrator. Maintain production calendar and schedule correspondence for video production projects.
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Candidate must have a strong background in various programs such as the Adobe Creative Suite (After Effects/Premiere Pro), Cinema 4D, and Edius. Showcase exceptional video production skills, including writing, directing, cinematography, editing and motion graphic design.
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Students use the latest professional video cameras to film their projects and edit them on Adobe Premiere Pro. CSM is looking for a dynamic individual who can implement the comprehensive mission of a community college by assessing, documenting, and improving student learning through instruction.
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Skilled in using video editing software like Adobe Premiere Pro and After Effects. Job Summary:As a Media Production Specialist at The Bail Project, your primary focus will be on creating high-quality audio and video content, with a secondary role in supporting graphic design and written content tasks.
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Experience with Adobe Creative Suite (Photoshop, Illustrator, InDesign, Lightroom, and Premiere Pro) and Canva is a must. You will plan, create and schedule social media content for Facebook, LinkedIn, YouTube and other social media channels and stay up-to-date with industry trends in web design, video production, and social medial practices.
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Advanced proficiency with Adobe Premiere Pro, Adobe Audition and Adobe Media Encoder. The Assistant/Associate Director of Video Production is responsible for producing video content for distribution to external constituents on digital platforms.
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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.
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.
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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.