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Execute paid media strategies across social channels (e.g., Facebook, Instagram [aka Meta], Pinterest, TikTok), monitoring and optimizing campaigns to meet client objectives and goals. The team focuses solely on paid social media, including platforms such as Meta (Facebook, Instagram), Pinterest, TikTok, LinkedIn, etc.
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The Social Media Manager is a vital part of the Alira Health Marketing Team and member of Global Campaigns Team. In this role you will be 360 degrees responsible for Alira Health's social media channels - from working on the B2B social media strategy alongside VP of Global Marketing and Director of Global Campaigns to implementing it in holistic manner working closely with Social Media Coordinator.
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Develop multi-channel global B2B social media strategy in collaboration with VP of Global Marketing and Director of Global Campaigns to support holistic demand generation campaigns and branding needs.
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Excellent “on camera” presence across social media platforms, specifically TikTok, Instagram or Facebook (not YouTube). You will be responsible for managing their social media channels across LinkedIn, Facebook, Instagram and TikTok, posting content and capturing live event footage working in front of the camera, interviewing subjects, editing and posting event footage from your phone in real time.
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Your team: As the Social Media Marketer, you will be a part of the local Indianapolis 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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The Social Media Manager is responsible for developing strategy and creating content to foster engagement on CalArts' current and future social media channels (Instagram, Facebook, X, Threads, LinkedIn, TikTok, and YouTube.
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Knowledge of bank marketing compliance regulations that apply to social media marketing. Responsible for developing a social media strategy, creating and posting engaging content, and analyzing and managing social performance to ensure all efforts support Farm Bureau Bank's brand, objectives, and goals.
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The Social Media Specialist is a member of the Merlin Entertainments North America social media team, supporting LEGOLAND Florida Resort. Manage the social media presence by channel, partnering with the Social & Digital Content Strategy Manger for alignment with North American strategy & editorial calendars.
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Your team: As the Social Media Marketer, you will be a part of the local Austin 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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Your team: As the Social Media Marketer, you will be a part of the local Columbus 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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Your team: As the Social Media Marketer, you will be a part of the local Orlando 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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Collaborate and work closely with CLT's Social Media Manager. Reports to the Social Media Manager. Relevant experience in public relations, social media content development, marketing, communications and experience actively managing the tactical and day-to-day operations of social media across multiple accounts.
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Minimum 3 years marketing experience in the hospitality industry both traditional media and ecommerce. infrastructure by improving processes and creating SOPs. Assists hotel property teams with developing annual media plans and provides marketing guidance.
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Cultivate relationships with social media influencers to amplify engagement with ACLUM social media content. Identify high-impact opportunities to increase the visibility of ACLUM's advocacy, programmatic, and legislative work, and generate email list and social media audience growth.
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We believe that brand growth, trust and loyalty is driven through Genuine Human Connection and that social media presents the best opportunity for brands to engage emotionally with their audience.
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social media jobs Title: marketingsocial media intern Company: Jobot
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.
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).
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.