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3+ years of experience in Search Engine Ads (Google). We're hiring a Growth Marketing Manager to spearhead our lead generation efforts through paid channels, focusing on Paid Search and LinkedIn Ads. In this role, you'll drive growth through data-driven experiments and technical implementation, collaborating with our Growth Team.
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Familiarity with Google Cloud Platform, Google Marketing Platform, Display and Video 360, Campaign Manager 360, or other AI-first technologies. Responsibilities Partner with Product, Marketing, Sales, technical implementation, and other cross-functional teams within both the Ads and Cloud organizations to drive alignment on solutions and priorities.
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Campaign Management - Experience with setup and day to management of marketing campaigns within Microsoft Ads, Google, and Meta. Working knowledge of paid search ads - campaigns, experience, and branding.
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IHS Polk data experience (or similar) is a plus Digital marketing certifications are a plus (Google Ads, Google Analytics, Facebook marketing, etc.) IHS Polk data experience (or similar) is a plus Digital marketing certifications are a plus (Google Ads, Google Analytics, Facebook marketing, etc.
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Experience building and managing campaigns in digital advertising platforms and tools (eg Google Ads, Facebook Ads, ad servers, Adobe Analytics/Adobe Ad Cloud, programmatic advertising, etc.
$112,800 - $186,500 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Set up and manage accounts and campaigns across platforms and demonstrate the ability to create new accounts from scratch, through to campaign activation and integration with other platforms and channels (these could include LinkedIn, Facebook, Twitter/X, Google Ads, Bing Ads etc.
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Proficiency in Google Ads, Bing Ads, SA360 and Campaign Manager, Excel and Power Point. Ability to prioritize high volume of work across all the business functions to focus on delivery and driving measurable impact Proficiency in Google Ads, Bing Ads, SA360 and Campaign Manager.
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Experience working in Google AdWords and Bing Ads. Experience working in Google AdWords and Bing Ads. Our Marketing team carry with them an arsenal of diverse, expert knowledge and dedication to the success of our customers.
$48,000 - $68,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience utilizing Google Ads Editor to efficiently build and optimize campaigns at scale. 3+ years managing Google Ads, Microsoft Ads, YouTube Ads, and Meta Ads.
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Comprehensive knowledge of digital marketing best practices, including landing page optimization, email marketing, social media and digital ads. Advanced understanding of performance metrics including Google Analytics, Google Search Console, email marketing KPIs, and social media analytics.
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The ideal candidate will have a strong understanding of search engine marketing (SEM), as well as experience in using PPC platforms such as Google AdWords and Bing Ads. They will also have excellent analytical and problem-solving skills, including.
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Integrity Marketing Services is a leading digital marketing agency that specializes in website design, Google Ads, and SEO. Our mission is to attract the right website visitors, generate leads, and help businesses crush their goals with innovative digital marketing solutions.
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Familiarity with tools such as Google Analytics, SEMrush, or Moz. As an SEO Specialist at Integrity Marketing Group, your day is a thrilling adventure of audits, reports, and implementation. 5+ years of hands-on experience as an SEO Specialist.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.