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As the Influencer and Affiliate Marketing Specialist, you will develop and execute influencer and affiliate strategies that align with our brand's goals and drive engagement and growth. Develop and execute Influencer & Affiliate marketing strategies and creative campaigns.
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Later is founded on two success stories that began in 2014: Mavrck, the industry-leading influencer marketing solution (now Later Influence™), and Later, the best social media management platform (now Later Social™) and first-to-market link in bio tool.
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Launched in 2008, we are pioneers in the high growth influencer industry, serving some of the most prestigious brands in apparel, beauty, beverage, and arts. - Help develop trend-driven briefs, aligning product focus with current market trends for influencer content.
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Aiding in influencer and social campaigns, maintaining timelines and deadlines, content quality, and communication with talent and internal/external teams. The Assistant Account Executive plays a pivotal role in orchestrating and managing projects across our various brand partners to ensure the continued success and health of those accounts.
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Sr. Influencer Marketing Executive About the RoleAs the Sr. Influencer Marketing Executive, you will be a valuable member of the Athlete and Partnerships team at EHPlabs. Salary Ranges (CAD)Senior Influencer Marketing Executive: $80-100k.
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As the Sr. Influencer Marketing Executive, you will be a valuable member of the Athlete and Partnerships team at EHPlabs. You are adept at utilizing influencer marketing and social media management tools.
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We are looking for a motivated, high-energy Senior Manager, Influencer Marketing to join the Pura digital marketing team. Use influencer marketing tools for search & discovery, database management, and reporting on results.
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Influencer talent management for brand campaigns, on-site activations, social media activations, talent, entertainment, and sports partnerships, etc. CAA Brand Consulting is a strategy-led, full-service marketing agency with expertise in Cultural and Consumer Insights, Data and Analytics, Talent/Influencer and Property Partnership Advisory, Experiential, Social Impact, Creative Services, and Content and Digital Strategy.
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We are looking for an energetic Video Content Creator / Influencer / Social Media Coordinator Intern to create amazing content to engage new customers, build awareness, and generate buzz for our emerging brand and products.
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Ethique is seeking a dynamic and experienced Director of Global Consumer Engagement to lead our global efforts in influencer management, public relations, partnerships, organic social media , and community building.
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Our Influencer Marketing Account Manager Intern position is a part-time role assisting in the execution of influencer marketing campaigns on behalf of Division-D represented brands. The role provides an opportunity to learn the ins and outs of influencer marketing from creative inception to execution.
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Maintain and continuously grow network of powerful “turnkey” influencer, stylist, managers, celebrity and publicist relationships. 3-5 years of talent management and/or influencer marketing experience required for this position.
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General Summary The Specialist, Influencer Marketing/Partnerships is responsible for supporting DSW's influencer strategy and programs, establishing and maintaining influencer relationships on behalf of the brand, and supporting content execution that builds awareness and drives product performance.
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We are looking for a Fashion Influencer to conceptualize and create engaging content for our community. Reselling and Thrifting - including eBay, Etsy, Mercari, Poshmark, and others. Content Creator - YouTube, TikTok, or Instagram.
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Earns the trust of senior level and C-suite clients with strategic counsel on approaches to influencer marketing – across the spectrum of identification, compensation, analytics, and risk management.
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Title: influencer Company: Ethique
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.
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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.