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Content Marketing Manager - Remote. We are seeking a Content Marketing Manager to lead all aspects of content strategy, planning, and execution for our rapidly growing brand.
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Reporting to our Director of Marketing, this person will elevate our thought leadership presence, scale our SEO performance, improve our email click rates, and empower cross-team stakeholders with high-quality content that is equal parts creative and strategic.
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Define a cohesive content marketing strategy that elevates our clients brand, business, and product. Collaborate with in-house marketing designer to elevate the design of content-led projects, and the content of design-led projects.
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5+ years of professional content and marketing experience, preferably in B2B SaaS. Manage all day-to-day content operations, including but not limited to maintaining content calendars, external SEO coordination, and sourcing & managing freelancers.
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The ability to pinch hit as a copywriter, not just a content writer. Experience with the following tools: Hubspot, Ahrefs, Asana, Google Analytics, Google Search Console, FullStory, Confluence, Google Workspace (Docs, Slides, Sheets.
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WFH Flexibility (depending on tenure and target hitting) Full Health Care (including Dental, Vision, HSA, FSA, LTD, AD&D) Our client is simplifying the chaos of the events industry through powerful, easy-to-use technology and is seeking a rockstar to join their growing team.
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Join us as our newest Media Pre-Sales Marketing Manager (media go-to-market / integrated marketing) and help change the world of real estate, one home at a time. Media Pre-Sales Marketing Manager.
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Identify high-value SEO opportunities, then write high-quality content that ranks high and increases site engagement/conversion. Experience writing quality content for multiple objectives and channels (blogs, emails, newsletters, e-books, landing pages, etc.
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Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
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A working knowledge of external SEO tactics such as backlink building. Our client has been voted DC’s Best Startup and one of “DC’s Coolest Places to Work”. Produce lead magnets such as white papers, e-books, and tools/templates, along with the corresponding drip campaigns to nurture new leads.
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The Marketing Manager will work closely with the Senior Vice President of Operations and be responsible for developing and implementing comprehensive marketing strategies to enhance brand awareness, drive customer engagement, develop online marketing presence, identify and coordinate partnerships and events, create and manage posting of content for social media, and track brand performance.
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As the Digital Marketing Manager, your role entails crafting and implementing our digital strategy while overseeing external partners' management for the Rural King brand. Work closely with the Vice President of Marketing and Director of Pricing and Integrated Marketing Planning, and cross functional partners in building digital media plan.
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The Senior Product Marketing Manager will contribute to the growth of Twist’s market position in next generation sequencing (NGS) and synthetic biology product segments. The Senior Product Marketing Manager position will report to the Director of Product Management.
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The Vice President of Marketing is responsible for the design, oversight and implementation of SVCF’s marketing strategies and activities and will work in close coordination with the EVP/COS and the VP, Communications and at times, the Vice President of Development on new business development, strategies, and execution.
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As a Product Marketing Manager at Moveworks, you’ll launch products, drive go-to-market strategy, enable the field, and help make Moveworks the undisputed leader in our industry. Product Marketing Manager.
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marketing manager jobs Company: Game Taco
FEATURED BLOG POSTS
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.
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.