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Create new reporting and dashboards, data infrastructure, and queries to track key marketing metrics across multiple data sources leveraging SQL, R/Python, Looker, Tableau, and other visualization tools; monitor for changes in trends, share insights and make recommendations.
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As the Product Marketing Manager, you will play a critical role in shaping and communicating the value proposition of SecurityScorecard’s core and emerging products to our customers, partners, and the market.
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The product manager will be responsible for the design, development, deployment, marketing, adoption and enhancement of our syndicated loans and private credit offering working with multiple internal and external stakeholders to ensure we deliver a market leading pricing solution to our customers.
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Your expertise in data analysis and familiarity with tools like dbt, SQL, and Looker will enable you to maintain, develop, and optimize data models and pipelines to extract actionable insights for several teams within our company, including Product, Marketing, Operations, and Customer Success.
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Analyze consumer and category research, competitive marketplace dynamics, consumption data and media trends to create strategic marketing support plans. Manage social media strategy, influencer marketing, brand partnerships and events.
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JOB OVERVIEWApex for Youth is seeking an entrepreneurial and data-obsessed Growth Marketing Senior Manager to transform our outreach, support our programmatic growth and drive exponential impact.
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We have a unique mix of in-house cutting-edge machine learning research (led by our co-founder Piotr, who was previously a researcher at Google) and strong product-led traction (led by our co-founder Mati, who was at Palantir before and after the IPO.
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You should demonstrate past success in being a liaison with executive cross-functional leaders in Sales, Product, Engineering, Marketing and Ad Technology. Communicate expertly and partner with Product, Sales, Ad Operations, Engineering to build consensus and meet projected deadlines.
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Learn more at baselane.com. About the Role We're seeking a motivated and experienced SEO Manager to raise the bar on our search engine optimization and content marketing efforts. Experience using BI tools such as Looker or Sigma to analyze and present data.
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The Marketing Compliance Manager will have compliance experience as well as excellent written and verbal communications skills and excellent organizational skills. The Manager, Marketing Compliance will support Diageo's commitment to responsible marketing.
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WITHIN is seeking a versatile Google Marketing Account Manager who is passionate about leading comprehensive Google Ads campaigns within our dynamic integrated marketing team. If you are data-driven and eager to be at the forefront of digital marketing innovation, this is the opportunity for you.
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As a Product Marketing Manager (PMM) for Aladdin Studio, you will be responsible for working cross-functionally to drive awareness and adoption of Aladdin Studio’s product suite across engineers, data scientists, citizen developers and other technology professionals.
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Analyzing brand and marketing program performance through syndicated and internal data. Reporting to the Vice President of Brand Excellence and with 1 direct report, this position will manage and oversee all marketing & strategic activity of Palm Bay's Drumshanbo portfolio (Gunpowder Irish Gin, Irish Whiskey, & Sausage Tree Vodka.
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We are seeking a Senior Marketing Data Analyst experienced in working with Marketing business stakeholders to identify business requirements. This role supports the Marketing and Customer Experience (CX) Teams by delivering data-driven insights to raise awareness, engagement, giving, and stewardship of marketing data.
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15+ years of marketing experience, with at least 5 years in C-level or senior executive roles, building a completely new brand or massively scaling an existing product or service.
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product marketing manager data jobs Title: marketing manager senior Company: Darktrace in New York, NY
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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?
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.
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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.