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Content marketing/storytelling for social media, along with managing social media channels, including but not limited to Instagram, Facebook, TikTok + YouTube. Understanding of social media management + analytics.
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The Marketing and Communications Manager, reporting directly to the Chief Communications Officer, is responsible for the development and execution of all marketing and communications activities for the Honolulu Museum of Art, including media relations, advertising, digital content, social media, and audience development efforts.
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The Social Media Manager is a key member of the brand marketing team passionate about driving brand awareness and engagement through the effective implementation of content strategies on social media platforms.
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A sample of our exciting projects includes sports integration, Capitol Hill briefings, media tours, press conferences, influencer marketing, special events and radio/TV/CTV/OOH paid and earned media strategy.
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Provides proactive and strategic communications campaigns, materials, tools and tactics to the Government & External Affairs team supporting the areas of external affairs, media relations, community relations, customer communications, local government relations, internal communications, corporate social responsibility, and call center communications management.
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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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Songfinch is looking for a social media intern to join our team in the Marketing department, reporting to our social media manager! Currently pursuing or recent graduate with a Bachelor's Degree or equivalent in a relevant field (Digital Marketing, Communications,Marketing, Social Media or related discipline.
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Reporting to the Director of Marketing Strategy, the Social Media Manager is responsible for creating and leading a comprehensive multiplatform social media strategy for Twin Cities PBS (TPT) that increases awareness of its mission and key strategic priorities and drives audience growth and engagement.
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Be ready to assist with Game Operations, Social Media, Business Communications, and or Basketball Operations. The Miami HEAT Marketing division is seeking an Executive Assistant to the CMO.
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You will be responsible for the development and execution of social media strategies and end-to-end content development with a focus on Instagram and TikTok. This role is pivotal in shaping FashionPass’ image and engaging with our members in a meaningful way.
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Planning, implementing and evaluating effective digital marketing strategies and campaigns, such as search engine optimization (SEO), Search engine marketing (SEM), social media, etc.
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Your team: As the Social Media Marketer, you will be a part of the local Denver Market team (made up of 2 Social Media Marketers and a remote Sales team responsible for landing the amazing restaurant partnerships we have) and the Social Media Marketing team (all SMM in different markets + VP of Marketing.
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You’ll also collaborate with the Copy Manager to brainstorm seasonal storytelling and promotional ideas, as well as work cross functionally with Graphic Designers, the Web Marketing team and Social Media & Marketing Managers.
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A natural interest and understanding of the influencer marketing space and up-to-date social media trends. 2+ years’ experience in social and influencer marketing required.
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Under the direct supervision of the Marketing Manager, the Marketing Assistant will provide support to the overall marketing strategy for the Rose Bowl Stadium in the areas of social media, email communication, content creation, graphic design projects, trade agreement tracking, and major event marketing recaps.
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social media marketing jobs Title: social media marketing associate Company: Hobbs Brook
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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).