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Minimum 5 years' experience managing website, social media, and/or digital marketing. Kokosing is looking for an experienced candidate to lead our social media, website, and other digital marketing aspects of our company.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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This resource will be responsible for receiving content from marketing team and translating into social media content, email blasts, news releases, and more. Social Media (Instagram, TikTok, YouTube) digital content experience.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Job Summary- The Marketing and Communications Coordinator will be instrumental in enhancing the brand presence through effective website management, content creation, and strategic social media campaigns.
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Manage and optimize various digital marketing channels including social media, email campaigns, SEO/SEM, and content marketing. - Bachelors degree in Marketing, Digital Media, Communications, or related field.
ExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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CRM and social media marketing experience is a plus. You will oversee the quality and success of Kidokinetics day-to-day operations including marketing initiatives, sales strategy execution, social media, networking events, staffing, customer service, training, coaching, and workplace employee activities, among other duties.
ExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Proficiency in digital marketing tools, social media platforms, and content creation. We're seeking a dynamic Brand Marketing & Communications Coordinator to drive our brand initiatives and communication efforts.
Full-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Lead and document strategy for the Every Child Indiana social media that complements the broad marketing plan put forth by the Marketing Cohort and enhances the goals of the field team.
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Responsible for coordinating all marketing functions including but not limited to: digital marketing, social media, Lennar.com, digital content, marketing research, printed collateral and other forms of marketing.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Social media marketing and content creation experience. Develop engaging content for various channels, including social media, website, newsletters, and marketing collateral.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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2-3 years of experience in marketing/communications and social media management. Plan, design, and execute content and campaigns monthly for social media and internal engagement with the Marketing & Engagement Department.
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Marketing Coordinator The Marketing Coordinator has a pivotal role within the marketing team, responsible for executing and supporting various marketing initiatives to drive digital and graphics marketing, brand awareness, brand reputation management, and social media.
$50,000 - $60,000 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Execute on the Divisions e-marketing plan with the creation and distribution of social media and email marketing. Lennar is seeking a dynamic Marketing Coordinator who would provide administrative support to the VP of Marketing and Marketing Manager.
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Manage social media platforms, engage with followers, and monitor brand conversations. Develop and execute brand marketing strategies to enhance brand visibility and resonance. Bachelor's degree in Marketing, Communications, Business, or related field.
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The Marketing Coordinator will assist with social media marketing, website management, media planning and sponsorship management, email marketing, loyalty and day-to-day marketing efforts as needed.
Full-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
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Collaborate with the Brand Strategy team on social media, storytelling, and Butler Mascot strategies for reaching prospective student audiences. 1–3 years of marketing, project management, or communications coordinator experience.
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social media marketing coordinator jobs in Indianapolis, IN
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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.
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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?
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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 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.