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The PM works with Product, Marketing, Sales, Client Success, and other business units as necessary to define and execute on the product Go-To-Market strategy. Highly skilled with Product Management and Business Analysis tools including diagraming tools (i.e. MS Visio, LucidChart), spreadsheets (i.e. MS Excel, Google Sheets), and Agile collaboration software (i.e. Atlassian suite, Rally, Trello.
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We are looking for a Product Marketing Manager for our Enterprise Solutions group who is eager to help us develop positioning, segmentation, content, and Go-To-Market (GTM) strategy as part of our Data and APIs team.
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Develop and execute a comprehensive product strategy and roadmap that aligns with business objectives and customer needs for our marketing automation platform (Eloqua) and related products.
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Basic Qualifications:Bachelor’s Degree or military experienceAt least 5 years of experience in digital product management Preferred Qualifications:Bachelor’s Degree in Computer Science or EngineeringMBA or Master’s degree3+ years of experience in Agile product managementExperience translating business strategy and analysis into consumer facing digital productsAt this time, Capital One will not sponsor a new applicant for employment authorization for this position.
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The Digital Product Manager - Performance, reporting into the digital product organization, is primarily responsible for championing the digital strategy and overseeing development milestones of investment performance technology and related activities for NTAM. This role will partner with practices including Performance Measurement, Attribution, Accounting, Product, Marketing, COO, Investments, Data Office and Technology.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Senior Product Strategy Lead forMMM (Media mix modelling) Project. Knowledge of Sales & Marketing Analytics for a CPG, solid experience in working on shopper/brand/media marketing insights with internal teams and external agencies.
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The Product Manager will play a fundamental role in transforming Sabert’s Food Service business through innovative marketing strategies, tactics and execution that achieve our aggressive volume, profit, and market-share objectives.
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Partners with the Product Marketing team to update all sales, marketing and technical collateral including product literature, sample materials, displays, sales presentations and collateral, product databases, installation guides and installation videos, technical data sheets, Safety Data Sheets and AIA presentations.
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We are looking for a self-starting, team-orientated, and passionate Product Marketing Manager to join our team focused on GTM strategy and execution. You will be a product and marketing expert, translating the needs of customers and sellers across marketing, sales enablement, product, and field teams.
$167,400 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Product Manager for B2B and B2C customer facing websites to deliver great customer experience that is consistent with Synchrony brand and is cohesive with other web assets in the market.
$155,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Create product strategy documents that describe business cases, high-level use cases, technical requirements, revenue, and ROI. Translate product strategy into detailed requirements for prototype construction and final product development by engineering teams.
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Develop and implement comprehensive marketing plans and promotional programs for existing products to include product strategy development, pricing strategy, collateral creation and brand management.
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5+ years of product or program management, product marketing, business development or technology experience. Consult with Buying Product Tech and In-stocks initiatives by marrying store processes with upstream strategy.
$206,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago
FEATURED BLOG POSTS
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.