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Dive deep into analytics data to uncover insights that form the bedrock of your campaign strategies, allowing you to finely tune your approach for maximum impact. As a Paid Search Strategist, you will play a pivotal role in shaping and executing innovative and impactful digital media strategies for our clients and partners.
$85,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with digital data from ad serving platforms (e.g. Google Campaign Manager, Other adservers), campaign planning tools (e.g. Prisma, Lumina, MediaOcean), website analytics software (e.g. Adobe Analytics, Google Analytics), paid search engine marketing data sources (e.g. Adwords, Marin.
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8+ years of experience within an advertising agency; Analytics, Business Analysis, Data Management, or Digital Investment with knowledge of campaign planning and activation. · Experience with deriving actionable insights across multiple media channels such as TV, Streaming, OOH, Radio, Podcasts, Digital Display, Online Video, Search, Social and Programmatic.
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The Paid Media Strategy Director is a crucial member of our organization and will responsible for: Understanding the paid media landscape staying up to date on trends and technologies Define our paid media model and services offering which includes search, social, display, video, and digital OOH, looking for ways to specialize in platforms in order to stand out.
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This position will work collaboratively with the digital teams (planning, search and social, programmatic, data, and creative) to successfully deliver high-quality campaigns for arts organizations, social-justice causes, and higher education.
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The Digital Media Supervisor is responsible for biddable campaign strategy, buying, reporting, analysis and optimization. Proven experience in digital marketing, with a focus on Search Engine Marketing (SEM) and Self-Service Ad Platform management & execution (e.g. Google Ads, LinkedIn Marketing Solutions, Meta For Business, DSPs, etc.
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Ability to analyze digital marketing campaign performance data and recommend campaign optimizations. Sound mathematical skills as they pertain to the analysis and measurement of media-based campaigns ranging from digital marketing (search, social, email) to traditional media like print and television.
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GroupM Nexus brings together 9,000 practitioners globally across ad ops, addressable content & TV, AI, commerce, programmatic, search and social, among others, to deliver transformational outcomes across digital channels and platforms and create exciting new career paths for our people.
$100,000 - $230,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with Display and Video 360, Campaign Manager 360, Search Ad 360. Such projects may include: adtech stack implementation and usage (Amazon, Meta, Google), retail media, media measurement, campaign setup and media buy strategy & best practices, audiences activation, post-cookie technologies (new contextual technologies, data clean rooms, cohort targeting and aggregated measurement etc.
$96,000 - $135,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Work with the Business Development Digital Marketing and Social Media teams in driving content-driven campaign strategy designed to generate new business opportunities; Expert proficiency in oral and written communications with strong editing, proofreading, grammar and research skills, along with the ability to turn data into useful deliverables.
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4+ years of marketing experience (2+ years managing programs focused on delivering and optimizing digital campaigns)In-depth understanding of various marketing channel tactics (e.g. search, social, display): campaign management, reporting/metrics, planning process, creative uses, and optimizationStrong experience with Microsoft Office products, especially Excel: speed/efficiency, pivots, charts, formulas, calculated fields, etc.
$50,000 - $95,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our dedicated team leverages the potential of key digital channels, including search marketing (SEM/SEO), social media, display advertising, and programmatic strategies, to amplify brand visibility and facilitate customer acquisition for our valued clients.
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This person will manage and execute our digital & paid media strategy, as well as our campaign and evergreen Wallpaper strategy on wetransfer.com. Our goal is to educate and inform our users about WeTransfer products at the right time, right place, and create a natural funnel that ultimately contributes to higher conversion and retention.
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DescriptionPosition at GroupM NexusGroupM Nexus brings together 9,000 practitioners globally across ad ops, addressable content & TV, AI, commerce, programmatic, search and social, among others, to deliver transformational outcomes across digital channels and platforms and create exciting new career paths for our people.
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FEATURED BLOG POSTS
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.
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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
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.