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To that end, we are seeking a Marketing & Communications Director to refine our brand positioning and expand our global reach. Reporting to the President & CEO, the Director of Marketing & Communications serves as the chief communications officer responsible for the coordination and implementation of strategic branding, media relations, and integrated marketing campaigns.
$125,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Previous marketing and/or music internship experience. Here you’ll get to:As a Warner Music U Marketing & Events Rep, you’ll get to: Plan & ExecuteYour core focus on the program is to create memorable in-person events on campus, find potential fans of WMG’s newest artists, and expand the fan base of known artists.
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Collaboration with Partners: Forge strong relationships with local businesses, tourism boards, and influencers to amplify your destination marketing efforts. 📈 Marketing Maestros: Bring your marketing prowess to the forefront and craft campaigns that captivate audiences.
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Extensive experience or knowledge of data visualization technologies such as Tableau, Power BI, Qlik and Spotfire. Conduct data management maturity assessments and identify pain points for including data quality, governance, architecture, analytics, metadata management, master data management.
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The following combination of education and experience is required:Bachelor's Degree in international relations, education, or international development or related field; at least two years of experience working in the international field; at least one year of experience in supporting proposal development, especially for U.S. Government opportunities such as for U.S. State Department Bureau of Education and Cultural Affairs (ECA) and USAID.
$60,000 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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This position shall provide branding, marketing, and communications support to FEMA at the headquarters and regional levels to enable FEMA to carry out its responsibilities efficiently and effectively under the Building Resilient Infrastructure and Communities, Non-financial Direct Technical Assistance (BRIC DTA) initiative.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Coordinate efforts to ensure Account Management readiness, developing marketing materials and partnering with the Sales Enablement, Knowledge Management, and Training teams. Partners with product, marketing, customer support, sales enablement, and sales teams to drive adoption of key products and features.
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The USGS Library, authorized by Congress in 1879, is recognized as one of the world's largest Earth and natural science libraries providing services, collections, and expertise essential to the USGS mission.
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Capital One is seeking an energetic, self-motivated Audit Director interested in becoming part of our Audit team to serve as a leader for our assurance over a global payments network, platforms, technologies, and related operations (e.g., credit/debit processing, digital payments, acquiring, servicing domestic/abroad, settlement operations.
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The Conflicts Attorney (Laterals and OCGs) will work in the Conflict and Intake Compliance Department (“CIC”) and will: Support the firm-wide lateral hiring conflicts clearance process, including drafting waivers and preparing ethical wall memos.
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Supports coordination with the Department's Bureau of European Affairs, Bureau of Political-Military Affairs, Bureau of Global Public Affairs, Office of Inspector General, USAID's Office of Management and Budget, State and USAID Office of Inspector General, etc.
$82,360 - $87,360 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Conduct due diligence and advise on matters related to national security (e.g., CFIUS reviews). Handle investigations related to Foreign Corrupt Practices Act (FCPA) and other regulatory compliance issues.
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As part of our team, you'll have the opportunity to contribute to projects that streamline the acquisition and deployment of next-generation air traffic management and surveillance systems, improve infrastructure at airports and in the airspace, and support the integration of unmanned aircraft systems and commercial space ventures.
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Deep expertise with ESG standards, frameworks, and ratings including TCFD, SASB, CDP, UN Sustainable Development Goals, GRI, MSCI, Sustainalytics, ISS, etc. Proficiency working in and implementing Workiva and other ESG systems is preferred.
$140,000 - $275,000 a yearFull-timeExpandApply NowActive JobUpdated Today
Title: marketing and Company: Adzuna in Washington, DC
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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.
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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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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.