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ResponsibilitiesWorks closely with teams and university-wide departments to create original video, audio, motion graphics, and other media to meet pedagogical objectives and enhance student-learning objectives.
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LSS has overall responsibility for the Studios, a collection of learning spaces at the Hill and Hunt Libraries including the Makerspace, Virtual Reality Studio, iPearl Innovation Studio, Digital Media Studios, and the NC State Gaming and Esports Lab, along with the Learning Commons and several additional teaching labs.
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Bachelor’s degree in film and video production, broadcast journalism, media arts, communications, or proven progressive responsibility in these or related fields. 5+ years of production experience inclusive of film directing, film producing, art directing, shooting, interviewing, recording, editing, and finishing professional quality video media.
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Minimum of 1-2 years of marketing and social media experience. Influencer Marketing and Tastemaker Series. Supporting various roles within the company with anything pertinent to marketing such as people & culture, as well as operations team.
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Working in collaboration with the Senior Pastor, the Modern Worship and Media Pastor will craft meaningful worship experiences that inspire awe and draw people into the presence of God each week.
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Suggesting recommendations to adjust the social media marketing strategy for optimal results. Preparing monthly reports on social media marketing efforts. Qualifications: Bachelor's Degree in communications, marketing, public relations, journalism, or comparable experience with another degree 4 or more years of social media experience, including planning and managing content in a corporate or agency setting.
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Winning in this environment requires strong expertise in media, understanding of omni-channel commerce, consumer marketing, technology, and analytics. You will provide counsel and expertise to Marketing, Sales and eCom on how to best solve critical business issues through leveraging retail media platforms and provide thought leadership to the organization at large on both established and emerging retail media players both locally and globally.
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Media Sales Consultant CPG/Shopper Marketing. 3-5+ years in CPG and Shopper Marketing Sales (Media, Shopper, Grocery Industry) The ideal candidate will have deep experience in the CPG and Shopper Marketing category, understands the landscape, the language and the nuance of advertising in this space.
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Bachelor’s degree in communications, marketing, digital media , creative writing, or a related field with 3-5 years of relevant professional experience. Collaborate with the Marketing team to integrate social media with broader marketing and promotional activities.
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The Media Supervisor will lead paid social and YouTube marketing strategies on Credit One Bank. The candidate will not only set the strategic direction and oversee execution, but also have a hands-on tactical role in campaign set up, optimization, budget management, data analysis, and extrapolation of insights.
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Reporting to the Social Media Manager and working closely with the Director of Brand Marketing, the Video & Social Media Specialist will produce images and video content for the Roosevelt University website, advertising, marketing materials and social media channels (TikTok, Instagram, YouTube, Facebook, LinkedIn, etc.
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Experience working within media systems/platforms (Kantar, MOAT, Prisma, ComScore etc.) Qualifications Bachelor’s degree preferred, preferably with a concentration in marketing, advertising, communications, business, sociology, or consumer insights.
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Manage and advocate for the use of the UCCS Events CalendarContribute to internal communications, media relations, issues management and crisis communications. Who We AreThe (UCCS) is a premier educational institution that prides itself on academic excellence, research, and community engagement and is actively seeking a Social Media Program Manager to join our team.
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Along with our own print products such as The Star Tribune, Star Tribune Magazine, Twin Cities Values and many more, and digital assets such as Startribune.com, our smartphone apps, and newsletter campaigns, we build out complete digital marketing campaigns for our clients including paid search, social media marketing and off-channel audience based programmatic buys.
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You will take a key role on our communications and marketing team and take responsibility for the creation and implementation of engaging social media content that will educate, inform, and connect with our riders and the broader public.
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Title: marketing media Company: Fictiv
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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.
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).