We're Hiring! Levelwing is growing and we're seeking several highly motivated media professionals to join the team! Associate Director, Social Media ? Develop brands through social media. Identify target consumers, set goals, build content strategies and lead a team of Social Media Managers. ? 6-8 years of experience in media, specifically organic social. ? 2-3 years of people management experience. Media Strategist ? Lead paid media strategy across various platforms and mentor a team of Media Specialists, providing strategic direction, overseeing media campaign execution, and performing ongoing management of media campaigns. ? 4+ years of experience in media planning/buying/strategy. ? 3+ years of client-facing experience. Media Specialist, Paid Social & Programmatic ? Use data to optimize paid campaigns while also understanding the ever-changing digital behavior of today's consumers. Be hands-on in social and programmatic platforms, supporting numerous campaigns. ? 2-3 years of experience working on paid social and/or programmatic marketing campaigns. ? Strong working knowledge of Meta, Snapchat, LinkedIn, TikTok and The Trade Desk. Media Specialist, Paid Search ?Use data to optimize paid campaigns while also understanding the ever-changing digital behavior of today's consumers. Be hands-on in search platforms, supporting numerous campaigns. ? 2-3 years of experience working on search engine marketing campaigns. ? Strong working knowledge of Google AdWords and Bing Ads. Learn more about these roles and their requirements, and apply today through the link below! #hiring #media #marketing #digitalmarketing #mediastrategy #mediaplanning #mediabuying #social #organicsocial #paidsocial #programmatic #SEM #searchenginemarkering
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Job Titles vs. Job Descriptions: A Tale of Misleading Labels You spot a job posting for a "Marketing Associate". Excited, you click, only to find out it's all about "Digital Marketing". Next, you see a "Marketing Manager"role. You think, "This might be it!" Nope, turns out it's a "Performance Marketing Coordinator" position. One more try—a promising job listing—only to discover it's focused on "Email and Influencer Marketing". Dear HR professionals, a humble request: Please be clear and precise with job titles. Mislabelling roles doesn't just waste the applicant's time, it creates unnecessary frustration and confusion. Let's respect the process by being transparent from the start. #JobSearchStruggles #MarketingJobs #HRBestPractices #TransparencyMatters #LinkedInCommunity
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Hiring for marketers? DON'T do this....? It's a tough market at the moment... We're seeing a lot of companies laying off marketers, sometimes even entire marketing teams (!), or simply not replacing people who are leaving. So, at first glance, the market seems pretty slow, with very few marketing jobs around. HOWEVER...there is still a hidden war for marketing talent. So, how can you stand out from the crowd in order to secure the best marketing talent? DO NOT do these things ?? ? create a multi-stage interview process - ideally 2 stages, 3 max (don't put candidates off by having a long, drawn-out process) ? have long gaps between stages - 4-5 days max (any longer than this and candidates will lost interest, or get snapped up by your competitors) ? wait for more applicants in order to compare to a good candidate - strike whilst the iron is hot! (tempting to have lots of candidates at 1st stage, but if someone is strong move them to 2nd stage quickly) DO THIS?? ? provide quick feedback - candidates love hearing feedback quickly (even if it's a 'no') (the more detailed, the better!) - as an agent, having quick feedback also enables me to adjust and pivot my search quickly ? offer the candidate a chance to ask more questions - if you run out of time in the interview, tell the candidate if they have more questions, to email them across via the agent (candidates often prepare lots of important questions that they might not have time to ask during an interview - the answers to these can make the difference between the candidate wanting to continue the process, or pull out...) Don't be fooled by the 'soft' hiring market - act quickly to hire the best ?? #hiring #recruiting #interviews
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?? ?? #remotefirst #nowhiring ?? ?? Senior Paid Social Media Manager https://ift.tt/ZqCkfia 3 things to keep in mind when #job #hunting: 1. Know Your #Value: Understand what unique skills and experiences you bring to the table. Be ready to articulate them confidently. 2. Tailor Your #Resume: Customize your resume for each job #application to highlight relevant #skills and #experience. 3. #Network Strategically: Build and nurture #relationships with people in your #industry. #Networking can often open doors that a resume can’t. Note: I'm not involved in #hiring or sourcing efforts for these #roles. Please contact the #employer directly. ----------------------------------------------------- Looking for an edge in your #career? Book a #coaching session through the link below: https://ift.tt/ljnhT8c * New Resumes * #Interview #Preparation * #Networking Guidance * Job #Search #Strategy * #Executive #Coaching * #Leadership Coaching * #LinkedIn #Optimization * #Application Support
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I'd like to share some insights from a recent experience that’s given me fresh perspectives on the field of brand and marketing management. Early in my career, I was often reminded of the infamous phrase:? "Marketing you pay for, and PR you pray for!" ??? It’s made me wonder—have times changed, or is it simply our perspective that has? Following a recent interview process, I’m left with some big questions and insights that I believe are essential for brands and candidates alike. Recently, I applied for a role titled 'Marketing Lead & Brand Developer', and it got me thinking: ?? 1. Realistic Salary Expectations: What does a competitive salary look like for a role like this, given the depth of expertise required? 2. Brand Vision & Transparency: Is it unreasonable to expect companies to present their brand’s vision, structure, and 1-3-5-year plan during the interview? Or does it raise red flags if this information isn’t shared upfront? 3. Clarity in Role Scope: Look at the list below—each of these responsibilities is unique and specialised. Can one person realistically manage them all? ??- Brand Developer ??- Marketing Manager ??- Social Media Strategist ??- Digital Brand Manager ??- Website (Front-end & Back-end) Developer ??- Content & Email Marketing Specialist ??- PR Campaign Leader (local, regional, national) ??- Influencer & Community Strategy Manager ??- Data & Analytics Lead ??- Acquisition & Retention Marketer I strongly believe that each of these roles demands deep expertise and focus. Are we expecting too much from a single hire? ?? My Takeaways: ?? Brands today need to rethink the 'infrastructure' they’re building, the 'commitment' they’re making (in both budgets and people), and ultimately, how invested they truly are in long-term growth. Are we aligning job roles with realistic expectations and resources? I’d love to hear from others who’ve encountered similar experiences—has the scope of marketing and brand roles become unreasonably expansive? How can we drive change in these expectations? #MarketingCareers #BrandStrategy #Hiring #available #newroles #lookingforopportunities #creativestrategy #brandexperience #headhunters #recruitment
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Executive Recruiter – 15 years Growth Recruiting Expertise – Hiring for Strategic Go To Market Companies & Early Stage Teams - [email protected]
What's the biggest thing Covert Recruiting is seeing in the world of marketing recruiting? Paid media. By a mile. We've been seeing huge demand from both brands and agencies that need people to help manage this little sliver of marketing. Companies have $$$ to spend and realize the best marketing bang for the buck right now is on the internets. SO! If you're a company that needs to hire - from mid level to exec - we've met and built relationships with dozens of these folks. Give me a shout and we'll make some intros. If you're in the space and looking - check our LI and our website. We've got multiple open roles. Let's talk. #jontent #paidmediajobs
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When I first started hiring for my marketing team back in 2016, I always looked for soft skills and attitude first. What I see more and more now I moved to recruitment is a slight shift towards the opposite direction, which, to me, seems counterintuitive. If you're hiring now, you're clearly excelling in your role. But think back, were you always as skilled as you are today? What I'm sure of is that someone gave you an opportunity. ? Give the that ambitious person a chance, skills can be taught. #Hiring #HiringAdvice #Recruitment
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?? Want to know what qualities to look for in new hires for your marketing agency? Here are the top 5 traits of successful agency team members. #HiringTips #AgencyLife 1?? Passionate: A team member who is passionate about marketing will bring enthusiasm and drive to every project, ensuring exceptional results. 2?? Creative Thinker: Look for individuals who can think outside the box, bringing fresh ideas and innovative strategies to your agency's campaigns. 3?? Strong Communicator: Effective communication is key in any team. Seek candidates who can articulate ideas clearly, collaborate seamlessly, and build strong client relationships. 4?? Adaptable: The marketing landscape is constantly evolving. Find team members who embrace change, adapt quickly, and thrive in a fast-paced environment. 5?? Analytical Mindset: Data-driven decision-making is crucial. Look for candidates who can analyze metrics, derive insights, and optimize campaigns for maximum ROI. By prioritizing these traits during your hiring process, you'll build a team of exceptional marketers who will drive your agency's success. ???? #MarketingAgency #TeamBuilding
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?? Want to know what qualities to look for in new hires for your marketing agency? Here are the top 5 traits of successful agency team members. #HiringTips #AgencyLife 1?? Passionate: A team member who is passionate about marketing will bring enthusiasm and drive to every project, ensuring exceptional results. 2?? Creative Thinker: Look for individuals who can think outside the box, bringing fresh ideas and innovative strategies to your agency's campaigns. 3?? Strong Communicator: Effective communication is key in any team. Seek candidates who can articulate ideas clearly, collaborate seamlessly, and build strong client relationships. 4?? Adaptable: The marketing landscape is constantly evolving. Find team members who embrace change, adapt quickly, and thrive in a fast-paced environment. 5?? Analytical Mindset: Data-driven decision-making is crucial. Look for candidates who can analyze metrics, derive insights, and optimize campaigns for maximum ROI. By prioritizing these traits during your hiring process, you'll build a team of exceptional marketers who will drive your agency's success. ???? #MarketingAgency #TeamBuilding
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?? Want to know what qualities to look for in new hires for your marketing agency? Here are the top 5 traits of successful agency team members. #HiringTips #AgencyLife 1?? Passionate: A team member who is passionate about marketing will bring enthusiasm and drive to every project, ensuring exceptional results. 2?? Creative Thinker: Look for individuals who can think outside the box, bringing fresh ideas and innovative strategies to your agency's campaigns. 3?? Strong Communicator: Effective communication is key in any team. Seek candidates who can articulate ideas clearly, collaborate seamlessly, and build strong client relationships. 4?? Adaptable: The marketing landscape is constantly evolving. Find team members who embrace change, adapt quickly, and thrive in a fast-paced environment. 5?? Analytical Mindset: Data-driven decision-making is crucial. Look for candidates who can analyze metrics, derive insights, and optimize campaigns for maximum ROI. By prioritizing these traits during your hiring process, you'll build a team of exceptional marketers who will drive your agency's success. ???? #MarketingAgency #TeamBuilding
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