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Social media analysis and predictive modeling. ICB research is driven by more than 50 premier faculty working together with graduate students project scientists, specialists, and professional researchers as interdisciplinary teams of biologists, chemists, physicists, psychologists, physicians, social scientists, and engineers.
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Assistant and Associate Specialists. Molecular, cellular, ecosystems, marine science, and biology research. These teams develop biologically inspired, revolutionary technological innovations in systems and synthetic biology, materials science and engineering, biotechnology tools and cognitive neuroscience.
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They are also responsible for the creative for all campaigns and creative assets across paid and owned media, retail, digital, packaging and events required to support the seasonal marketing calendar.
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The ideal candidate is adept at coordinating and implementing marketing communication projects with responsibilities in search engine optimization (SEO) and search engine marketing (SEM), paid search, display media, social media, advertising, and brand promotion.
$25 - $35 an hourFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Lead strategy, team and budget on all performance marketing functions to scale cross-channel media spend in an ROI-positive way, including: paid social, affiliate, SEO/SEM, Influencer, Podcast, OOH, owning KPIs per channel.
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Drive the growth of our social media presence on multiple platforms, including but not limited to TikTok, Instagram, and Twitter. Nomad, a trailblazer in the tech industry, seeks a creative and driven Content & Social Media Coordinator to bolster our online presence and engagement.
$52,000 - $60,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Work with Artist Relations team and artists to curate artist content for social media. Reporting to the VP of Sales & Marketing, the Digital Marketing Manager is responsible for driving brand awareness, site traffic and consumer retention across seymourduncan.com, all social channels and the educational platform.
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Work with the Social Science and Humanities and Fine Arts Divisions marketing and communications staff on both broad communication strategies and developing specific communication and marketing materials.
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Will work collaboratively with cross functional teams: Sales, Marketing, Engineering, Quality, Regulatory, Operations, Customer Service and Program Management. A working knowledge of engineering design tools (i.e., schematic layout, PCB design, or CAD/CAM software.
$120,000 - $153,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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These hires will be appointed as Mellichamp Chairs in Racial Environmental Justice, joining the existing Mellichamp Chairs in Racial Environmental Justice and a strong and expanding group of faculty across numerous departments, and colleges at UCSB with expertise in environmental, climate, food, Indigenous, and social justice.
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Associate's degree with emphasis in recreation, health education or related field; and college course work in social work, gerontology, psychology, recreation therapy or related field; Working with residents and team members in each level of care, teach and lead fitness, strength, balance, mobility, and aqua (if applicable) classes addressing the physical, mental, and social needs of our residents.
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Must be registered with the Board of Behavioral Sciences as a Licensed Marriage and Family Therapist (LMFT), Licensed Social Worker (LSW), Licensed Professional Clinical Counselor (LPCC), -OR- registered with the CA Board of Psychology as a Registered Psychologist – OR – registered with the Behavior Analyst Certification Board as a Board-Certified Behavior Analyst.
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The Communications Manager reports to the Associate Marketing Director of Programs and works with various creative staff/contractors (i.e. graphic design, videographer, photo asset manager, etc.
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Position Requirements Employment Standards: Must be one of the following: Registered Associate Marriage and Family Therapist (AMFT); Registered Associate Clinical Social Worker (ASW); Registered Associate Professional Clinical Counselor (APCC); Licensed Marriage and Family Therapist (LMFT); Licensed Clinical Social Worker (LCSW); a Licensed Professional Clinical Counselor (LPCC) or a student currently enrolled in master's or doctoral-level clinical program at an accredited university.
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Coordinates with Gifts Processing, Advancement Services, marketing and communications personnel in MLPS and COE DOs to meet stewardship needs (i.e.: publications, website, annual appeal plan and new gifts.
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social media marketing jobs Title: social media associate Company: Hobbs Brook in Santa Barbara, 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.
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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.
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.
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.