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Our services include: brand strategy, data-driven marketing, advertising, digital (web, social media, mobile) communications, public and media relations, corporate communications, crisis communications, business development, nonprofit fund development, videography and graphic design.
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As a Global Corporate Communications Manager, you will be responsible formanaging and leading the global communications manager and social media marketing specialist, overseeing the management of external global public relations and marketing consultants.
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Minimum of 5 years' experience leading corporate communications, public relations, or related field. Bachelor's degree in Communications, Public Relations, Marketing or a related field.
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Serve as the Marketing, Communications and Public Affairs liaison for donor recognition fulfillment in collaboration with the donor and corporate relations teams. Efforts will focus on content development and writing and management of communications for external audiences, and content for direct marketing or major gift fundraising purposes.
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The program benefits those who plan to pursue various career paths, including public relations, law, Christian ministry, law enforcement, public policy, business, social work or general non-profit or international work.
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Lead the strategic vision of our corporate communications related to: Media Relations, Marketing, Communications, Crisis Management. Degree in Communications, Public Relations, Journalism, English, Marketing, Advertising or related field is preferred.
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Work closely with corporate communications team to develop social and public relations strategies for ScanSource Specialty. Providing leadership for the development of strategic marketing plans that align with and support business goals, the VP Channel Marketing, ScanSource Specialty partners with supplier, sales and other business leaders to ensure the best possible service, offerings and effective communications to customers and other key audiences.
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Education and Experience Qualifications: Bachelor's degree in marketing, communications, public relations, or related field with a minimum of four (4) years of relevant nonprofit, development, marketing, partnerships, or social impact work experience; or minimum six (6) years of relevant Exemplary writing expertise.
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This role reports to the company’s Executive Vice President of Regulatory Strategy & Government Affairs and focuses on legislative, regulatory, and policy initiatives across the nation by working cross-functionally with the regulatory compliance, legal, corporate communications, investor relations, operations, finance, and marketing departments to understand the company’s global regulatory and policy goals.
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Since its founding in 2005, BerlinRosen has powerfully expanded its presence in corporate, social impact/ESG, nonprofit, entertainment, media, racial justice, healthcare, hospitality, real estate, architecture, design, urbanism, land use, lifestyle, technology, issue advocacy and workers' rights communications.
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This position is part of the Communications & Public Relations (PR) unit within the Corporate Marketing & Communications Department at Public Consulting Group (PCG), which is the firm’s resource for communications and public relations leadership, strategy, expertise, and service.
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The role supports the development and execution of a wide range of communications, public relations, and content initiatives. Complete occasional operational support related to the Communications & PR team for the development and/or deployment of communications and public relations messaging and materials.
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The marketing organization at IU Health is comprised of many different teams and focus areas, including system and service line marketing, regional marketing, digital marketing, patient experience, research and analytics, destination services, social media, internal and corporate communications, public relations and more, which offers many unique opportunities to develop both personally and professionally.
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As needed, support efforts such as special projects and requests related to social media, crisis communications, media relations, external partnerships, executive communications, employee relations, and thought leadership.
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Marketing Communications Specialist. Minimum 1–2 years professional experience in a marketing communications or publishing/editing environment with work related to content development, writing, editing, or related discipline.
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FEATURED BLOG POSTS
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.