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The Finance Manager will support all aspects of the marketing teams day-to-day managerial tasks, beginning with support on team finances, asset ticket and hospitality management, team off-site planning, building tools to help communicate to the system asset opportunities, and projects on an as-needed basis.
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The Senior Marketing Manager of Emory Libraries and the Michael C. Carlos Museum (EL&MCCM) is a data-driven digital marketing and project management expert capable of establishing marketing data systems and workflows that make us a more effective, efficient, and modern MarComms unit capable of growing and activating internal and external audiences.
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Identify and explore opportunities to work with distributors and ISR’s on co-marketing campaigns with the Channel Marketing Manager. Reporting to the Marketing and Communications Manager, this position will lead the planning and implementation of over 50 regional and national tradeshows and external events for our businesses across North America.
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Proven examples of effectively executed marketing campaigns delivered across an omni-channel, integrated marketing mix. U.S. Soccer is seeking a Marketing Manager to join U.S. Soccer’s growing commercial team.
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The Channel Marketing Manager is responsible for providing partner and general marketing support to align with the strategic marketing and sales objectives set forth by Lingo leadership to drive revenue.
$900,000 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The Associate Media Manager is responsible for supporting the planning of Affiliate campaigns and executing and optimizing in-house addressable channel components of those campaigns. 40% Channel Management - Support omni-channel planning, buying/activating and reporting for all programs and campaigns with autonomy, ensuring larger strategy is implemented as part of each program and/or campaign; Involved in agency and partner management and integration into workflows.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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You will be responsible for creating and managing multi-channel marketing campaigns that target specific audiences, nurture leads, and ultimately drive pipeline growth. The Demand Generation Marketing Manager will play a critical role in driving revenue growth by developing and executing demand-generation strategies.
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The Sr. Product Marketing Manager needs to be a team player, developing strong relationships with Product, Marketing and Sales. Sales enablement and demand generation: Play an integral role in supporting our demand generation teams as well as enabling sales and channel sales.
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The Affiliate Manager will oversee and grow their channel program, working closely with the strategy, sales, marketing, product management, and finance teams to ensure alignment with broader business goals and smooth execution.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Oversee a team of high performing marketing talent across: teams & athletes, content & social, events and channel marketing, supporting them to success and building best in class strategies within these core brand areas.
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Partner with Digital Marketing Manager to drive SEO page rankings and other channel metrics. Proven experience developing multi-channel marketing plans, campaigns, and content across traditional (print, events, experiential activations) and digital channels (web, email, video.
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Serve as the Growth Marketing Team's email channel expert with added focus on owned, in-product messaging capabilities (on-site and in-app). As the Growth Marketing Manager, Retention & Engagement, you will help build a best-in-class engagement engine, focusing on optimizing the subscriber lifecycle journey and driving our retention marketing initiatives.
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Experience building multi-channel, automated journeys in Salesforce Marketing Cloud. The CRM Marketing Manager is responsible for the management, configuration, and maintenance of our Salesforce platform and the marketing campaigns that originate there.
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FEATURED BLOG POSTS
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.
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.