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Compulse, the creative agency arm of Sinclair Broadcast Group, is looking for a Social Media Marketing Coordinator to help implement and maintain marketing efforts across multiple social networks such as Facebook, Instagram, TikTok and other platforms as needed for agency clients.
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Associates or Bachelor's Degree in Graphic Design, Animation, Media Arts, or a related field. o Proficiency in industry-standard software such as Cinema 4D, Maya, Blender. o Utilize industry-standard software (, After Effects, Cinema 4D) to animate characters,objects, and environments.
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Our arts education instruction includes dance, theater, music, visual arts, media arts, creative writing, STEAM, culinary arts, Yoga, martial arts, and gardening. Our arts education instruction includes dance, theater, music, visual arts, media arts, creative writing, STEAM, culinary arts, Yoga, martial arts, and gardening.
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Well-versed in the nuances and technical capabilities of social media platforms including Instagram, YouTube, Facebook, Twitter/X, TikTok, and Pinterest. We are seeking an experienced Social Media & Influencer Marketing Manager ready to hit the ground running to strategically build and deepen the success of our programs.
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Assist office staff on other tasks, including social media marketing outlets. The recertification specialist position is a rewarding job to those who get satisfaction from helping people obtain quality, affordable housing.
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Working knowledge of online marketing, SEO, SEM, SMS, display advertising, social media, user journeys, segmentation and personas, user experience, survey and feedback tools, CRM/PRM (Salesforce, Microsoft, or other), website reporting tools and experience/web analytics.
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We are looking for a "jack-of-all-trades" content creator to produce professional and dynamic photos and videos for our real estate property listings, and for our social media platforms like YouTube, Instagram, TikTok, and Facebook.
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Assist with broader advocacy efforts, as needed, including through policy advocacy, print media, broadcast media, social media, public speaking, and participation in coalitions and strategic partnerships.
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T. Rowe Price is seeking an experienced, innovative, and collaborative leader to oversee a Global team of highly experienced strategic marketing media professionals. · A digital and media-savvy marketer and passionate problem-solver with deep expertise in omni-channel marketing orchestration and an unstoppable drive to bring the best work to life.
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For more information on AAP's Film and Media Studies program, see. The Advanced Academic Programs (AAP) division seeks non-tenure-track adjunct faculty to teach courses within the MA in Film and Media.
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As a Social Media & Influencer Manager you will be part of the Global Brand Marketing Team working as a remote employee. Prepare and present reports on social media marketing efforts. Proven track record of guiding social media and influencer strategy, execution, and reporting.
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Requirement:Confident of being a presenter or actor in front of a cameraTalkative, Good Expression, High Coordination, Hard workFamiliar with social media and have TikTok, Instagram, or YouTube accounts.
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Extensive experience (2-4 years) in digital marketing, with a focus on performance marketing and media buying. Develop and execute digital advertising campaigns across various platforms such as Facebook, Instagram, Google Ads, TikTok, etc., with a focus on driving conversions and maximizing ROI.
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Certifications: Campaign Manager 360, Display & Video 360, Google Tag Manager, Meta Blueprint (Media Buying/Media Planning) LinkedIn Certified Marketer (Marketing Strategy) Proof of completion of TikTok for Business Modules, Smartly (Ad Buying Foundational), The Trade Desk Edge Academy certifications, etc.
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Primary ResponsibilitiesResponsibilities include supervising, mentoring, and coaching a team of Investigations professionals on performing analysis and due diligence on results from OFAC/Sanctions, 314a, Adverse Media and Politically Exposed Persons (“PEP”) and other watchlist screening of customer accounts according to Firm’s policy and procedures.
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media job Title: media intern in Towson, MD
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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.
Hiring Transparency
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Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.