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Knowledge of, and experience with, but not limited to, Facebook, Instagram, TikTok, X (Twitter), YouTube, Pinterest, Social Studio, social media analytics software, social promotions tool, monitoring tools and more.
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What you’ll do:Master all things social media: Twitter, Facebook, Instagram, LinkedIn, Snapchat, YouTube, Pinterest, TikTok you name it. Real Chemistry is looking for a Manager, Social Media join our growing team.
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Develop and execute strategies across performance channels, including onsite search/display, paid social (Meta, Pinterest), paid search (Google Ads), direct publishers, and programmatic media using a DSP like The Trade Desk, Google DV360 etc.
$63,300 - $139,200 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Social Media knowledge: Experience in using either Facebook, Twitter, Instagram, Pinterest, TikTok, LinkedIn and/or YouTube and being up to date with the latest trends. Strong US English written skills as you’ll be crafting engaging responses in social media.
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Paid Social (Meta, TikTok, Pinterest) In this pivotal role, you'll take ownership of our paid search, paid social, digital campaigns, and affiliate marketing programs. In-depth knowledge of feed management, Google tag manager, and affiliate marketing.
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Execute paid media strategies across social channels (e.g., Facebook, Instagram [aka Meta], Pinterest, TikTok), monitoring and optimizing campaigns to meet client objectives and goals.
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Use social media marketing tools such as Sprout Social, Facebook Ad Manager, Pinterest Business Hub, TikTok Creator Portal, Google Analytics, etc. Excellent knowledge of Facebook, Instagram, TikTok, Pinterest, LinkedIn, and X, as well as other social media platforms and best practices.
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Social Media Manager. Manage all social platforms, social listening, reshares and community management on Facebook, Instagram, TikTok, Pinterest, Twitter, LinkedIn, YouTube, Google My Business, YotPo and Blog.
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We are seeking an experienced Paid Social Media Manager to join our Performance Marketing team. 3+ years of experience working in paid media buying with a focus on Facebook, Tiktok, Snapchat, Pinterest.
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Work closely with functional teams to develop search-engine optimized and content catered for on-site and off-site digital channels (including but not limited to social media, paid search and email marketing) – owned, earned, paid channels.
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Create and monitor advertising campaigns using the UNIT3C platform across various paid social media channels including Facebook, Twitter, LinkedIn, TikTok, Pinterest, and Snapchat.
$46,500 - $60,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Concept, develop, and execute content inclusive of art direction and graphic design for paid and organic social media channels, inclusive of Instagram grid posts, IG stories, Reels, TikTok, and Pinterest, among others.
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Manage Barrett-Jackson's day-to-day social media presence across all social media channels, including Facebook, Twitter, Instagram, Pinterest, TikTok, and LinkedIn. Barrett-Jackson is looking for Social Media Manager to assist in creating and marketing the Barrett-Jackson Auction experience.
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Knowledge of best practices for social media platforms such as TikTok, Twitter, Instagram, LinkedIn, Pinterest, etc. Social Media Manager - Organic Growth, Good Sam.
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At least 2 years of experience working with top digital media reps from Facebook, Snapchat, Twitter, Reddit, Pinterest, TikTok, and LinkedIn. At least 5 years of online media/marketing experience, preferably with experience in running paid acquisition campaigns such as: direct online display, RTB display, mobile marketing, affiliate marketing, paid social or paid search.
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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.