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Coast Digital is looking for a Paid Social/Paid Search Media Manager looking to help eCommerce brands scale and survive this new era of marketing. Develop and execute paid media campaigns for multiple clients on Facebook Ads, Google Ads, Bing, LinkedIn, Pinterest, TikTok, YouTube, etc.
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Headquartered in Dallas, Texas, Imaginuity provides integrated marketing services including brand experience, advertising, traditional and digital media planning and buying, paid and organic search, social media, web development, UX, AI, data analytics and database marketing services.
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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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For the Digital Strategist role at S+G, we are looking for someone with 1+ years of experience and knowledge in SEM / PPC for paid search and social platforms, digital marketing, tracking and reporting, and client communication.
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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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In-depth knowledge of digital marketing best practices (organic, paid, social email, ABM), analytics tools (GA4, GSC, HubSpot), and how to leverage a marketing technology stack. Proven experience (3+ years) in a growth marketing or digital strategy role.
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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 withdigital targeting, activation, trafficking, and measurement.
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Leverage data analytics to uncover actionable insights, identify trends, and make informed recommendations to optimize marketing campaigns continually. At Thomas, we're revolutionizing the manufacturing industry with our cutting-edge omni-channel growth marketing strategies.
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As an industry-leading organization, we're at the forefront of digital product innovation, and we need a senior analyst to play a pivotal role in shaping the future of ALSAC/St. Jude. If you have a passion for web analytics, data, an insatiable curiosity, and a knack for turning insights into action, this position is for you.
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All resumes submitted by search firms to any ALSAC employee or ALSAC representative via email, the internet or in any form and/or method without being contacted and approved by our Employee Experience team and without a valid written search agreement in place will result in no fee being paid if a referred candidate is hired by ALSAC.
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You’ll be part of a cross-functional team that includes activation (Paid Search and Paid Social), Ad Operations, Integrated Planning, Client Partners, and Data Strategy; all working to make sure client needs are anticipated and met.
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Support the paid marketing team with the execution of digital ad buys with a focus on these specific channels: Paid Search (Google Ads), Paid Social (Meta, TikTok) and Affiliate and Influencer marketing —with the primary goal being new customer growth and revenue.
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As a Growth Marketing Strategist you will serve as the primary POC for our mid market clients to develop full funnel growth strategies with a focus on user acquisition, attribution and nurturing. Develop, present, and implement holistic growth marketing strategies that align with client goals, covering aspects like user acquisition, conversion, and revenue growth.
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Experience using marketing automation platform tools (e.g., HubSpot, Pardot, etc.) Certifications: Hubspot (email, Inbound), Google Analytics, Google Ads, and/or project management. With a remarkable 125-year legacy in the business, we're now expanding our client-facing Growth Marketing team to serve our most upper-tier customers.
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The Digital Marketing Specialist will assist Bob Mills Furniture in all areas of online marketing including but not limited to: developing and launching marketing digital and email campaigns; recommending and buying digital ad placement for social media, Google AdWords and other paid channels; monitoring and engaging customers on social media platforms; optimizing and creating website strategies based on search engine optimization(SEO), search engine marketing (SEM) activities and reporting.
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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.