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This recruitment will be used to fill one part-time (a maximum of 24 hours per week) Student Social Media Manager for the Youth Innovators Empowering Agriculture Across America (YEA) – Coordination Network (CN) at Oregon State University.
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If you are a visionary, social brand builder, creative content creator, astute media buyer and planner, strategist, meticulous wordsmith, and strong project manager, we would love to hear from you.
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Were looking for a highly creative and strategic Social Media Manager to bring our stories to life and grow the community on our global social media channels. The ideal candidate will have a strong grip on how to approach social media platforms, in particular Instagram, TikTok, LinkedIn and Youtube.
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This role reports into the Senior Manager, Social Media and can be based in LA or SFO. The Senior Social Media Strategist is directly responsible for the day to day operations essential to the multimedia presence of our gaming and entertainment brands on owned channels such as Facebook, X, TikTok, and Instagram.
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The Social Media Specialist will report to the Public Relations Manager. Collaborate closely with the Public Relations Manager on social media content and all other projects.
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Work with Digital Sales Manager in developing brand aligned for development and production of video in the social media space and as needed for client solutions. Under the supervision of the Operations Manager, work with Brand & Content Director and Promotion/Marketing Directors to build successful social media strategies for each station.
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As a Paid Social Media Manager in the Managed Services team at Smartly.io, you will build upon your existing expertise and execute the digital advertising campaigns and strategies for our biggest managed service customers and drive customer engagement.
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The position of Manager, Media will play an important role in the creation of our Tom’s of Maine / Hello North America (US & Canada) paid media strategy via an insights-driven approach that encourages innovation.
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The Linqia platform also serves as a social content lab, where marketers can organically test and amplify the best performing influencer content to drive greater ROI from their paid, owned and earned media.
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Assist social media manager with creation of engaging content that align with business goals and social media strategy for 3 - 4 brands. You will be responsible for assisting the social media manager with brand specific social messaging while driving engagement across B2C social media channels, manage channel reporting, and act as a liaison for resort level social media coordinators and eConcierges.
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Job Title: Social Media Manager Job Location: Hybrid with required in-office days Level of Education: BA/BS Years of Experience: 2-5 Years We are Navigate! How you contribute to our success: We're seeking a dynamic and strategic Social Media Manager to spearhead our online presence.
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As a Social Media Manager, you will play a crucial role in elevating the online presence of our CEO across various platforms, including Instagram, TikTok, Twitter (now known as X), and YouTube.
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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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PRIMARY RESPONSIBILITIES & DUTIES:Research, write, photograph, film, and produce content for The Met’s social media channels, including WeChat, Weibo, Facebook, Twitter, Instagram, TikTok, Pinterest, and moreStrategize ideas based on current exhibitions, cultural moments, social media trends, etc, in tandem with the social media senior manager and team.
$75,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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2-3 years minimum experience as a social media manager (ideally within the beauty industry and/or a D2C start-up.) The Social Media manager is one of the most exciting and rewarding positions within the brand.
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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.
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.