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Lead a team of professionals in collaborative efforts across Search Engine Marketing (SEO), Search Engine Marketing (SEM), Email/SMS, and digital content creation.
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Plan and execute digital marketing campaigns across multiple channels, including search engine marketing (SEM), search engine optimization (SEO), social media, email marketing, content marketing, and display advertising.
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These businesses power Live Nation Network, the leading provider of entertainment marketing solutions, enabling over 800 advertisers to tap into the 200 million consumers Live Nation delivers annually through its live event and digital platforms.
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2+ years managing paid search advertising 3+ years of experience in digital marketing including SEM, SEO, social, reach extension, video, or display advertising. The candidate for this position will need a working understanding of the digital footprint initiatives that are offered by CMG. This is a unique opportunity to support Search campaigns for a growing cutting-edge local search marketing advertising solution for large and small businesses alike.
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Provide support to colleagues working on digital marketing efforts consisting of a variety of Search Engine Optimization (SEO) and HubSpot marketing automation campaigns.
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Ideal candidates will demonstrate the ability to diagnose the source of mechanical and drivability problems and repair or replace major or minor gasoline-engine parts and related components (heating, cooling systems and radiators) of U-Haul trucks.
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Create new reporting and dashboards, data infrastructure, and queries to track key marketing metrics across multiple data sources leveraging SQL, R/Python, Looker, Tableau, and other visualization tools; monitor for changes in trends, share insights and make recommendations.
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The Business System Analyst will provide functional support to business users for the CPG Digital Asset Management (DAM) application and other business systems they support. This role works closely with brand marketing, category, third party agencies, technology, and product management teams in maintaining the quality of functionality, and the clarity of information and flow all with the underlying goal of reinforcing asset management best practices for Georgia-Pacific teams.
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Build, lead, and mentor a high-performing marketing team with expertise in brand management, digital marketing, community building, field marketing, social media, influencer marketing, and public relations.
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The VP serves as the chief communications officer, with responsibility for the brand and reputation across a portfolio that includes media relations, crisis & emergency communications, special events, events operations, services, and protocols, marketing communications, internal communications, executive communications and speechwriting, creative services, public relations, and digital strategy.
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Top client is looking for a Senior Digital Marketing Specialist with 3 years of experience, huge bonus if prior experience in the B2B SaaS or media/adtech space. Demonstrable experience leveraging modern marketing tenets to build a multi-channel demand generation engine.
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We're looking for an experienced Digital Marketing Specialist who will create content, implement content, and understand the data in both Email and SMS channels. Work experience as a specialist/manager with a minimum of 2-5 years in digital marketing.
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Certification in digital marketing or content strategy (e.g., HubSpot Content Marketing Certification, Google Analytics Certification). Background in digital marketing or communications with a focus on content optimization and user engagement analytics.
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Collaborate with the SEO agency to enhance our online visibility and search engine rankings. As a Product Marketing Manager/Marketing Manager/HubSpot Specialist at Layr, you will play a pivotal role in driving our inbound-driven marketing strategy and maximizing lead generation efforts.
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Classical brand builder with strong digital marketing skills (DTC, eCommerce, Retailer Media Networks) Able to leverage google analytics, search information, DTC metrics and other data sources to understand health of the business and make recommendations to drive business performance enhancements.
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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.
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.