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Skilled at pillars of an integrated marketing plan, including social media/influencer marketing, e-mail marketing, content marketing, advertising, sales promotion, events/production and public relations.
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Familiarity with influencer marketing software, Google Sheets/Microsoft Excel, social media platforms, Shopify. Deep understanding of social media platforms and the influencer landscapes within each.
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Provide ongoing support to the digital marketing team by assisting with online advertising campaigns, social media strategy, CRM management, short links, asset management, website updates, and other ongoing initiatives.
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We are hiring a dynamic and skilled Head of Social Media & Content to join our growing team and manage our social media strategy & execution! Your goal will be to engage our current health-minded customers, use social media to nurture new customers, educate people on nutrition (plus health/wellness) and uplift people's day with a jolt of inspiration and joy.
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Support the Alumni and Community Engagement Manager with alumni program activities, including newsletters, internal and external events, and social media content. Update and maintain the firm website and social media pages with guidance from senior Department members.
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Collaborate closely with partners throughout the Reality Labs organization and across Meta, including Local markets, Product Marketing, Insights, Decision Science, Social, Influencer, Communications, Planning and Media investment, Creative X (In-house Creative and Production Agency), Media and Advertising Agencies, Growth Marketing and Product Management.
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8 – 10+ years of proven sales experience within a brand and/or agency environment in content, digital, media and social. Some of these clients include Netflix, Apple TV+, Lionsgate, HBO, Paramount, Merlin Entertainments and Vox Media.
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Manage detailed retail marketing calendars and omni-channel Ulta activations and teams (stores presentation and promotion, sampling, social, dotcom presentation and promotion, email integration, education, loyalty, media, etc.
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4+ years B2B online marketing, media sales, and digital marketing experience including SEO, website development, PPC, online advertising, and social media (required.
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10+ years of experience in community management, social media management, Influencer management and esports preferably in the gaming industry. Deep understanding of gaming platforms, streaming services, and social media channels relevant to content creators and esports.
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General understanding of social media and influencer relations and identify ways to integrate both into traditional communication strategies. Current media relationships with lifestyle, music, entertainment industry, general entertainment beat writers, editors, and freelancers, regionally and nationally, and proven ability to secure consistent, high quality media coverage.
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We specialize in SEO, PPC, email marketing, social media marketing, and web design & development. Create engaging and on-brand graphics for online advertisement, email marketing, social media, infographics, and more.
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The Emerging cross-functional team will work on Tinder's cutting edge of ideas and features, keeping up to date with the most relevant social and technological trends and developing a perspective on how Tinder can use them for the future of dating.
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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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Zenni is looking for a proven creative leader and someone who understands the current digital social media video landscape for brands. Develop a templated process for social media video that’s high quality and easily repeatable.
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social media marketing jobs Title: marketing specialist Company: Xo Fetti in El Segundo, CA
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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.
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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.
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.