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Position Summary: The Digital Marketing & Social Media Strategist position is the lead marketing and content strategist for the College of Agricultural & Environmental Sciences (CAES) and is a key member of the UGA College of Agricultural & Environmental Science’s award-winning Office of Marketing and Communications (OMC) team.
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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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Bachelor's degree in liberal arts, Marketing, Communications/Advertising, or Media Studies. Knowledge of marketing, advertising, and media planning principles with an emphasis on digital media.
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The Social Media & Marketing Manager will be responsible for 8 dynamic restaurants (Palace Café, Dickie Brennan’s Steakhouse, Bourbon House, Tableau, The Commissary Market + Kitchen, Acorn Café at the Louisiana Children’s Museum, Pascal’s Manale, and the Audubon Clubhouse) along with the Catering Division to achieve strategic sales, marketing and social media objectives of the restaurants as set by the Director of Sales & Marketing.
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Proven experience as a Social Media Manager or similar role, preferably within the gaming or blockchain industries. Create engaging and high-quality content for social media channels, including but not limited to Twitter, Facebook, Instagram, TikTok, and LinkedIn.
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At least 1 year of experience working professionally with social media platforms (Instagram, TikTok, Facebook) to create engaging content that drives follower growth. First year Base Salary for the Social Media Manager role is $70,000 to $80,000.
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Content & Asset Strategy: Manages the strategic direction and execution of marketing-specific assets and content, including but not limited to: Website Content, 3rd Party Site Content, Social Media Content, Digital & Traditional Advertising, Photography and Videography.
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Experience with online marketing for nonprofits, including all the following disciplines: email fundraising, programmatic media, search, paid social and peer-to-peer fundraising. Digital Strategist, Media , you will lead the creation of digital marketing plans for several of Moore Digital's nonprofit clients, and oversee digital media campaign execution to acquire, cultivate, retain, and upgrade online donors.
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Barrett-Jackson is looking for Social Media Manager to assist in creating and marketing the Barrett-Jackson Auction experience. It is an opportunity for the right individual to have an impact through progressive marketing strategies across all digital media by being an active participant in a wide variety of marketing formats and participating in various social media activities.
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Under the supervision of the Operations Manager, work with Brand Content Director and Promotion/Marketing Directors to build successful social media strategies for each station. Work with Digital Sales Manager in developing brand aligned for development and production of video in the social media space and as needed for client solutions.
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Excellent interpersonal and communication skills, with the ability to collaborate effectively with internal and external stakeholders (Brand, Analytics, Product, Influencer Marketing and Creative) to support and improve paid media advertising efforts.
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Were looking for a Senior Social Media Marketing Specialist to develop and execute social media and influencer strategies for Herman Miller Gaming. As a Senior Retail Social Media Marketing Specialist - Gaming, you'll be eligible for a comprehensive benefits package including medical, dental and vision insurance, paid holidays, parental leave, green transit subsidy and more.
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0 3 years of experience in social media marketing at a retail/ e-commerce organization or agency. Assist Social Media Associate Manager in creation of one-pagers, monthly marketing briefs, brand decks, and other requested documents and reports as needed.
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Work closely with the Social Media Director on Influencer Marketing for all Grand Openings nationwide. Responsible for daily community management and engagement on all of our social media platforms including corporate Instagram, TikTok, and X. Must have experience overseeing mid to high-volume social media accounts.
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Expertise in media systems: Mediaocean suite (Prisma, DDS), Mediatool, PlanIt, Google Marketing Platform (CM360, DV360, SA360, Google Ads), Social Business Managers, Digital Platforms.
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social media marketing jobs Title: social media marketing intern 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.
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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.