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3-4 years in social media marketing and digital content management, including but not limited to social media, Google Analytics, website management, and other web development tools. The Content Marketing Manager will be someone who thrives in the digital space, is passionate about creative social media communications, and is a strategic planner.
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Digital Analytics, Data Analytics, SQL, Google Analytics, Tableau, Looker, Domo, Management, Campaign Analysis, Web Analytics, Marketing Analytics, A/B Testing, A/B Test, Media analytics, Media analyst, Paid media, Advertising, Power BI, Tableau, Excel.
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Experience deploying modern data solutions leveraging components like Azure functions, Azure Data Factory, Data Flows, Azure Data Lake, Azure SQL, Azure Synapse, Streaming Analytics or equivalent on another cloud provider such as AWS or Google Cloud.
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Proficiency in digital marketing tools (Google Ads, Facebook Ads Manager, Google Analytics). Dive deep into analytics to understand channel performance and drive continuous improvement and innovation.
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Experience working with analytics, attribution and measurement systems such as Google Analytics, Nielsen, IRI, Millward Brown, Oracle. Experience with campaign analyses working within digital platforms including Google Ads, DV360, Facebook, Amazon, TikTok, Twitter, SnapChat.
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Meta, TikTok, and/or Google Analytics Certifications are a plus. Working knowledge of analytical and data visualization tools (Google Analytics, Looker) High level of technical proficiency in Google suite, specifically Sheets and Slides.
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Knowledge of web analytic tools and functions (e.g., Google Analytics, Google Adwords, SEO) Experience in digital, content and social media marketing (Google Ads, Meta, TikTok, Amazon DSP & rich media, Influencers & UGC.
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Experience collecting structured, semi-structured and unstructured data in various popular formats and sourced from internal core systems as well as 3rd partner providers such as Google Analytics, Facebook Insights, Zillow, CoreLogic, MLS Data, Public Records, and Property Data.
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Be familiar and continuously upgrade skills related to mission critical publishing and data/analytics tools, and emerging capabilities, including Google Analytics, Adobe Experience Manager, strategic SEO, AIO, scalable cloud document management, collaboration tools (e.g., Frontify, SharePoint), smart automation and immersive content practices.
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Experience with digital marketing platforms and software such as Google Ads, Facebook Ads, and Hubspot. Day-to-day tasks will include overseeing social media marketing, web analytics, and lead generation efforts.
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Extensive experience or knowledge of cloud-based data platform technologies such as AWS, Microsoft Azure or Google Cloud Computing. Conduct data management maturity assessments and identify pain points for including data quality, governance, architecture, analytics, metadata management, master data management.
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Familiarity with databases and cloud data warehouses like Google Cloud, Amazon Redshift, Microsoft Azure, Snowflake, Databricks, etc. Experience in data querying, modeling, and transforming in at least one core tool, including SQL / dbt / Python / Business Intelligence tools / Product Analytics tools, etc.
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Proficient in using analytics and ad ops tools, such as Looker, Mode, Google Tag Manager or similar. In-platform expertise with Google Adwords and YouTube Ads and with familiarity with social ad platforms and programmatic DSPs (including ad ops such as pixels and tracking.
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Interns will also receive training for Google Analytics and Google Adwords certifications, both essential skills that will prepare interns for the digital marketing workforce. Experience with Google Analytics, Google AdWords, and social media analytics a plus.
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Report & data maintenance and development – Deliver data and reports monthly and on an ad-hoc basis for internal and external stakeholders using tools including Tableau (Desktop, Server, and Prep), Arc/QGIS, Python, R, SQL, Excel, Google Sheets, etc.
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google analytics jobs in New York, NY
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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.
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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).
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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.
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.