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Additional Responsibilities:Collaborate with the Senior Manager to support broader creative and branding initiatives put forth by the Chief Marketing Officer, our Senior Content Marketing Directors, and other business leaders in Amplity Participate in team brainstorming sessions and contribute to creative strategy discussions.
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This role is responsible for executing patient engagement strategies for the Sickle Cell community in collaboration with marketing, sales, medical, patient support and market access. They will work closely with the Field Sales Organization, Peer Community Liaison Leaders, Government Affairs team, Commercial Excellence, Marketing, Patient Services and other internal stakeholders.
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Provide CMC regulatory strategy for investigational, new and marketing products (biologics and small molecule focus). Responsible to develop CMC strategies and contingency plans for biologic/small molecule drug substances, drug products, and drug-device combination products, as well as post approval changes for marketing products.
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We are looking for a Thought Leader Liaison, Rare Disease Marketing (TLL) to support the endocrinology portfolio. Gather feedback and insights from healthcare providers through speaker engagements to inform marketing strategies.
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Additionally, you will collaborate closely with sales teams, corporate marketing, applications engineers, and supply chain specialists to grow Silicon Carbide power business and ensure customer satisfaction.
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Has hands on experience on salesforce marketing cloud and marketing campaign operations for life sciences industry, preferably for pharma. Genmab is looking to hire a dynamic, hands-on IT & Digital Product Manager within the commercialization unit of the IT & Digital organization and reporting to the Director, Digital Products, Digital Marketing within Commercial and Enabling Function IT&D who can roll their sleeves and make an impact within the fast-growing digital experience ecosystem.
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Leverages experience and customer interactions to map the Sickle Cell Disorders care model and informs for community engagement and brand strategy. The Rare Disease portfolio includes products in the hemophilia and growth disorders therapeutic areas, new products in the pipeline, and products acquired through business development efforts in existing and new areas.
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The purpose of the NextGen Initiative Strategist is to support with managing the omnichannel and marketing operations digitization roadmaps for HCPs and Patients, owning designated initiatives, and ensuring their execution according to established timelines and goals.
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Nonclinical Safety (NCS), within Nonclinical Research and Biotherapeutics, is responsible for designing and implementing overall nonclinical safety strategy to support the development and eventual marketing approval and post-marketing safety for the breadth of the BMS portfolio in oncology, hematology, cardiovascular disease, fibrosis, immunology and neurology.
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Work in coordination with Special Events Manager and Marketing/Social Media Manager for all Development-related marketing, communications, graphics, and online media materials. Technical/Professional Expert: has the writing, editing, verbal, presentation, marketing and fundraising skills and experience to successfully carry out the responsibilities of this position.
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Education Requirements: BA Degree in Sensory/Consumer Insight, Marketing, Market Research, Human Sciences, and/or Psychology. Regional Consumer Insights Manager, North America. Proficiency in human & consumer research methods, data analysis & interpretation, insight crafting, socialization and activation, data storytelling, and presentation and facilitation skills.
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The Marketing and Communications Manager is responsible for the strategic communications for the School of Architecture, including internal and external communications, media relations, and marketing, to broaden the impact of the School’s public information activities.
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Develop, implement, and measure strategic marketing plans and tactics for the CTS PSC and adult stem cell portfolios, using a customer-centric approach, helping to drive awareness, consideration, and purchase.
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Interacts with members through non-revenue producing activity and off-court program promotion (i.e. Open Play and Intro to Pickleball, information tables, coordinates marketing materials, member communication, etc.
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Reporting to the Head of Marketing, US Biologics, the Lead HCP Marketing will work on a hybrid work schedule from our Princeton, NJ office. The Lead, Healthcare Provider (HCP) Marketing , {Denosumab Biosimilar (Oncology and Rheumatology)} is the go-to subject matter expert on HCPs, congresses and the brand across the biosimilar and biologic product pipeline.
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marketing job Company: Verizon in Cranbury, NJ
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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.