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Manages client digital marketing budgets and makes decisions on budget allocation across all paid platforms including, but not limited to, Google AdWords, Google Display Network, Facebook Advertising and Twitter Advertising.
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Experience with digital data from ad serving platforms (e.g. Google Campaign Manager, Other adservers), campaign planning tools (e.g. Prisma, Lumina, MediaOcean), website analytics software (e.g. Adobe Analytics, Google Analytics), paid search engine marketing data sources (e.g. Adwords, Marin.
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Experience in the digital marketing industry (including but not limited to marketing analytics, social media marketing, digital marketing, digital communications, search engine optimization, data visualization, and public relations.
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The ideal candidate is collaborative, strategic, data-driven, creative, and has experience with marketing techniques, including account-based marketing, intent-based marketing, search engine marketing, paid search, paid social, email marketing, content syndication, content marketing, digital marketing, digital/physical events, and digital advertising.
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Strongly preferred to have experience in analyzing paid digital marketing efforts including knowledge of digital advertising (e.g. Google AdWords, DoubleClick Campaign Manager, DoubleClick Search, etc.
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Proficiency in Google Analytics, Google Tag Manager, and Google AdWords required. Concentrated experience required in one of the following areas: search engine optimization, digital advertising, business listings management, data analysis and tracking management, information architecture, usability testing.
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Strong understanding of SEM, social media and eCommerce Expert in utilizing SEO tools such as SEMRush, Ahrefs, Conductor, Google AdWords, Screaming frog or other SEO tools Advanced experience with Google Analytics 360, Google Search Console.
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Ideal candidate possesses working knowledge of creative suites, such as Hubspot, Adobe InDesign, SalesForce, Google AdWords, LinkedIn, WordPress, Pardot, and Lead Forensics. Optimize current live digital assets to promote search engine optimization, user experience, and aesthetics.
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Experienced in data management and well-versed in the use of analytical tools such as Microsoft Excel, Google Data Studio, Tableau, Domo,or other BI tools. VML is seeking a Senior Digital Media Analyst with a passion for actionable analytics to solve core questions related to digital direct response campaigns that are executed through a variety of advertising channels such as paid search, display and paid social.
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And analytics platforms and digital analytics platforms (e.g. Google Analytics, Adobe Analytics, Coremetrics, etc. You will be responsible for data consolidation, analysis and insights generation and client report development-you also will need to have strong communication skills (including strong data visualization skills) with diverse audiences at all levels of the organization.
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Robust experience with using data visualization to share results and tell stories to clients at all levels. Our expertise spans the entire customer journey, offering deep insights in communications, commerce, consultancy, CRM, CX, data, production, and technology.
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Strong understanding of analytics and reporting, setting up KPIs, and using tracking tools including Google AdWords, Analytics, Tag Manager, and Data Studio. Review frequent traffic and site conversion reports in Google Analytics; analyze data and make media optimization recommendations.
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You’ve got as good a handle as anybody on the tech, whether it’s Drupal, Buffer, Salesforce, Tableau, Pardot, Radian6, Facebook for Business, AdWords or Google Analytics. Hired Gun ProfileWith more than 10 years of experience in digital marketing (the bulk of it doing paid search, paid social or analytics), you’re ready to seize the reins of a powerful data and analysis team and make it really soar.
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Certification in Google Analytics and/or Google AdWords is also a plus. Manage Google AdWords retargeting and specific campaigns; analyze and report results. Monitor search engine optimization (SEO) and user engagement and suggest content improvements.
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Assistant Digital Media Planners work across all major online platforms (Facebook, Instagram, Twitter, Google Adwords, Google Analytics, StackAdapt, LinkedIn, Google Tag Manager, Looker Studio, etc.
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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.