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Vestaron is looking for an enthusiastic and entrepreneurial Director of Product Marketing to help us grow in our overall marketing efforts. You will be an integral part of the development and execution of marketing plans to exceed targets from brand awareness to product introductions.
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To help evangelize the leadership of our comprehensive, industry leading FPGA portfolio, PSG is looking for a Portfolio Product Marketing Manager to join our dynamic and growing team.
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JOB DESCRIPTION:The Marketing Manager role at 1-800 Radiator & A/C plays a critical role in both B2B sales activities & marketing within the organization. With over 4,500 centers in 15 countries, Driven Brands is the parent company of some of North America’s leading automotive service brands including Take 5 Oil Change, Take 5 Car Wash, Driven Glass, Meineke, Maaco, CARSTAR, and more.
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We are searching for a Content Marketing Manager to play a pivotal role in developing and implementing strategic content marketing initiatives to drive brand awareness, engagement, and conversion across various digital channels.
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The Brand Marketing Manager reports directly to the Senior Director of Brand Marketing in implementing and reporting on the holistic brand marketing strategy with a focus on influencers, PR, partnerships and activations and organic social media.
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As a Product Manager-Clinical, your mission is to work closely with our machine learning team to fine-tune AI algorithms that produce high quality, billing-complete documentation that our providers love.
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This is incredible momentum, and the product marketing leader will play a key role in helping us reach our next level of growth. As a leader on our Product Marketing team, this role will work alongside peers in Revenue Marketing, Brand Marketing, Community, and Marketing Operations.
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Circle is looking for a Principal Product Manager to own and drive the company’s Internal Tooling systems & platform. Principal Product Manager. Compliance policy, product or engineering experience in either banking, consulting, or cryptocurrency required.
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Ultimately, Product Manager will become a core member of the server product management team and engage in technical, product development, marketing, and pre/post-sales support activities.
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Reporting to the Director of NTW Marketing, the NTW Marketing Analytics Manager will lead the collection, analysis, and interpretation of marketing data from various sources, including website analytics, social media, email campaigns, online advertising, and customer databases.
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The Principal Product Manager will enable a thriving community of learners to enrich the learning experience and help transform the future of UCLA's teaching and learning at scale. Principal Product Manager University of California Los Angeles Department Summary Situated on 419 acres, five miles from the Pacific Ocean, the University of California, Los Angeles (UCLA) is enriched by the cultural diversity of the dynamic greater Los Angeles area, as well as the geographic advantages of Southern California.
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Lead the DTC strategy for our new skincare product line on Shopify, including advertising, SEO, and organic marketing. Silver Mirror is currently seeking a highly motivated and innovative individual to join our team as Digital Marketing Manager.
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Intralox L.L.C., the world leader in conveyor equipment solutions utilizing modular plastic conveyor belts, has a position available for a Category Manager, Technical Manpower & Marketing.
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Amphenol Commercial Air is seeking a Product Marketing Lead to work out of its state-of-the-art facility in Sidney, NY. This position could be filled as a Product Specialist, Assistant Product Manager, or Product Manager, depending on experience.
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You possess hands-on experience with studio production processes (VFX, Games, TV, or Animation) and have worked directly with OpenUSD. You also have a working knowledge of how content creation and production management tools contribute to the final product.
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Title: product marketing manager Company: Ethos Search
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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.
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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.