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The Social Media & Marketing Manager will be responsible for 8 dynamic restaurants (Palace Café, Dickie Brennan’s Steakhouse, Bourbon House, Tableau, The Commissary Market + Kitchen, Acorn Café at the Louisiana Children’s Museum, Pascal’s Manale, and the Audubon Clubhouse) along with the Catering Division to achieve strategic sales, marketing and social media objectives of the restaurants as set by the Director of Sales & Marketing.
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Collaborate with Brand Director and Content Coordinator to ideate, create, edit and implement multi-channel social media campaigns aligned with communication and marketing initiatives, maximizing ROI.
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Work closely with Brand Director and Content Coordinator to proactively ideate, create, edit, and implement social media campaigns to align with communication and marketing initiatives, across multiple channels.
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Expertise in media systems: Mediaocean suite (Prisma, DDS), Mediatool, PlanIt, Google Marketing Platform (CM360, DV360, SA360, Google Ads), Social Business Managers, Digital Platforms.
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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 full-service growth marketing firm, we offer best-in-class services including: SEO, Content Marketing, Paid Media, Social Media Marketing, Programmatic + CTV, Public Relations, Influencer Marketing, Email + SMS, Conversion Rate Optimization, Retail Marketing, Creative, and Web Development.
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Stay up to date on the latest influencer marketing trends across all social media platforms, with an emphasis on TikTok. Partner with the Social Media Director to align on all content needs from an influencer perspective for Vuori's social accounts, including but not limited to UGC content needs and influencer event recaps for our channels.
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Work closely with the Social Media Director on Influencer Marketing for all Grand Openings nationwide. Responsible for daily community management and engagement on all of our social media platforms including corporate Instagram, TikTok, and X. Must have experience overseeing mid to high-volume social media accounts.
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Were looking for a Senior Social Media Marketing Specialist to develop and execute social media and influencer strategies for Herman Miller Gaming. Senior Retail Social Media Marketing Specialist - Herman Miller Gaming.
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As a small and cheerful office, we are looking for a bright, creative, highly motivated Social Media Marketing Consultant with prior experience in a medspa, dermatology or plastic surgery office.
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Strong knowledge of digital marketing, including but not limited to social media, content marketing, banner ads, mobile, retargeting and websites, including interpreting performance analytics for all areas.
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Position will leverage expertise in digital marketing to devise and implement comprehensive strategies that encompass search engine optimization (SEO), pay-per-click advertising (PPC), social media marketing, content marketing, email marketing, and other relevant digital marketing channels.
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If you are a creative and strategic thinker with a passion for social media and digital marketing, we encourage you to apply for the Social Media Manager position at Told By Fire Media.
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Bachelor’s Degree in Marketing, Digital/Social Media, Communications, Journalism or similar field. Remain abreast of emerging social media platforms and industry trends to continue evaluating how to innovate marketing the Phillies brand.
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The Digital Director has responsibilities for marketing programs, writing social media posts, creating compelling videos and capturing content. Assisting with scheduling and drafting content for a multi-faceted social media strategy to effectively engage the community and constituents with the Mayor's policies, positions, and goals.
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social media marketing jobs Title: community manager Company: Deloitte
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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.
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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.