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Candidate must demonstrate professional experience in digital content management, social media marketing, and planning and marketing events, workshops, and webinars.
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Our esteemed automotive group, encompassing multiple dealerships, a state-of-the-art collision center, and an independent repair shop located in the vibrant Dallas market near the Park Cities, is on the hunt for a Social Media Manager who can shift our digital presence into high gear.
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Digital Media Specialist are a part of the Global Private Client Group Marketing Digital Media group, which helps provides high-quality leads to our US and International Private Client Group sales teams.
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Freelancing and Consulting - social media marketing, graphic design, and more. Comfortable with using social media and other digital tools. Reselling and Thrifting - including eBay, Etsy, Mercari, Poshmark, and others.
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Driven by shared success, PMG uses business strategy and transformation, creative, media, and insights, as well as its proprietary marketing intelligence platform Alli, to deliver Digital Made for Humans.
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Potential to assist in social media video content creation for TikTok, Instagram and Threads. Assisting in social media research and video script writing. You are a journalism major or minor, or have previous media relations or communications internship experience or similar.
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Experience in social media content creation (Tiktok, Instagram, YouTube) Editing content for social media and assisting on video shoots. Demonstrated ability to create end-to-end original digital video content that is adaptable to multiple social and digital platforms.
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Experience in retail media, marketing data privacy, MMM, ML/AI, LLMs, and DCR technologies. 8+ years of experience with 4+ years in data science, research, or measurement, ideally within retail media, social media, media measurement firms, or agencies.
$102,700 - $143,800Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The social media specialist will be part of planning, creating, implementing, and measuring the company’s social media initiatives in partnership with the Social Media Manager and our broader marketing team.
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Our team is made up of over 500 employees globally, and our work for brands like Apple, Athleta, Best Western Hotels & Resorts, Kohler, McDonald's, Nike, Old Navy, Sephora and Shake Shack runs across 85+ countries and has received top industry recognition from Cannes Lions to Adweek Media Plan of the Year.
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This role will provide you with experience related to a corporate marketing operations team QUALIFICATIONS Enrolled in an accredited bachelors degree program in Business or HR Currently a Junior or Senior Position requires unrestricted work authorization in the United States; work/visa sponsorship for this position is not available.
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We're looking for a social media marketing expert to join our team to help create quality apartment-focused content for our property partners. Experience running social media accounts and/or omnichannel marketing campaigns is ideal.
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Our suite of services includes licensing and multimedia sponsorship management; publishing, audio, digital and social media; data analytics; ticketing, ticket sales and professional concessions expertise; branding; and campus-wide business and sponsorship development.
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Work closely with compliance to ensure that all marketing materials have the correct compliance meta data to migrate with the asset to the AEM DAM. Participate in Workfront and DAM governance. The Marketing Workfront and AEM DAM Admin will be the main Administrator and responsible for both applications with assistance from the MarTech Manager.
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That’s why Ansira arms brands and their sales partners withsolutionsto make those experiences possible: strategy, performance marketing, loyalty marketing, martech consulting and integration, channel partner marketing, and local marketing activation.
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social media marketing jobs Title: digital marketing specialist in Dallas, TX
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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.
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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.