๐ Looking for a new digital media sales or agency #jobopportunity? Check out some of our top roles below โฌ If not a fit for you, please repost & share with your network to #payitforward โฉ ๐ถ ๐ฆ๐๐๐๐ฆ ๐ฅ๐ข๐๐๐ฆ ๐ถ ๐๐๐๐ ๐ค๐ ๐๐๐-๐๐๐ง๐ ๐๐ฉ ๐๐๐ก๐๐จ (๐๐ญ๐ฐ๐ฃ๐ข๐ญ ๐๐๐) ~ ๐ณ๐๐๐๐๐๐ ๐ฎ๐ฑ ๐ฒ๐บ๐ ๐ฅ๐๐บ๐: Head of Mid-Market Sales (Global DSP) ~ Toronto OR San Fran area: Industry leader in the Demand Side Platform space is seeking a seasoned digital media sales leader with extensive knowledge of the digital acquisition and omnichannel marketplace to oversee a team of mid-market sellers in North America. Must have 12+ years in digital ad sales and a minimum of 5+ years of leading a successful team. The ideal candidate is a respected & highly motivated player-coach with a proven track record of guiding a sales team to reach aggressive goals. Looking for highly qualified candidates in the Toronto or San Francisco area. Contact Linda Tuttle or use this link to apply: https://bit.ly/LindaTuttle ๐๐๐ก๐๐จ ๐ฟ๐๐ง๐๐๐ฉ๐ค๐ง (๐๐ฎ๐ฏ๐ช๐ค๐ฉ๐ข๐ฏ๐ฏ๐ฆ๐ญ ๐๐ช๐จ๐ช๐ต๐ข๐ญ ๐๐ฅ ๐๐ญ๐ข๐ต๐ง๐ฐ๐ณ๐ฎ) ~ ๐ด๐๐๐พ๐ ๐ฌ๐๐ฝ๐๐พ๐๐ ๐ฑ๐พ๐๐๐๐: Seeking an experienced solution-based seller with strong independent agency relationships and proven success driving mid-market growth. This company had a great 2023 and is on the same track for 2024! Regional coverage. Remote role with regional coverage and occasional travel. Contact Rich Farquhar or use this link to apply: https://lnkd.in/eB3nuy8n ๐ผ๐๐๐ค๐ช๐ฃ๐ฉ ๐ฟ๐๐ง๐๐๐ฉ๐ค๐ง (๐๐ต๐ณ๐ฆ๐ข๐ฎ๐ช๐ฏ๐จ ๐๐ฆ๐ค๐ฉ ๐๐ฐ๐ฎ๐ฑ๐ข๐ฏ๐บ) ~ ๐ข๐๐๐ผ๐บ๐๐ ๐บ๐๐พ๐บ: Widely distributed leader in the OTT/CTVย media landscape with coveted O&O inventory is seeking an experienced Account Director to help develop its Midwest client base. Must have experience selling linear TV and have existing relationships at agencies and with brands in key verticals (CPG, Retail, QSR). The ideal candidate is a nimble, self-starter and a true team player. This is a 100% remote role, but the candidate should live in the Chicagoland area. Contact Tracy Raiser or use this link to apply: https://bit.ly/tracyraiser ************************************************************************** ๐ท ๐๐๐๐ก๐๐ฌ ๐ฅ๐ข๐๐๐ฆ ๐ท ๐๐ผ๐น๐ฑ๐๐ผ ๐๐ด๐ฒ๐ป๐ฐ๐, ๐๐ฏ-๐ฐ๐ง๐ง๐ช๐ค๐ฆ 3 ๐ฅ๐ข๐บ๐ด/๐ธ๐ฌ **For ALL agency roles, please use this link to apply:ย https://bit.ly/3VNkhwq NYC ~ New Account Win: - Campaign Manager, Programmatic - SVP, Strategy NYC ~ Pharma Account: - Director, Point of Care - Supervisor, Digital Investment NYC ~ CPG Portfolio Brand: - Sr. Campaign Manager, Commerce Search NYC ~ Beauty Account: - Supervisor, Commerce Strategy CHI ~ Social Media Brand: - Supervisor, Programmatic CHI ~ Global D2C Fintech - Global SVP, Performance Media - Global SVP, Analytics #digitalmedia #nowhiring #adsales
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๐จ HOT JOBS ALERT ๐จ ๐โ๏ธ ๐โ๏ธ The Masters are on, so we'll get straight to the point... AGENCY ROLES - HoldCo Agency, In-office 3 days/week NYC: New Account Win ยทย ย ย ย ย ย Supervisor, Strategy ยทย ย ย ย ย ย Campaign Manager, Programmatic ยทย ย ย ย ย ย Campaign Manager, Paid Search ยทย ย ย ย ย ย Sr. Campaign Manager, Paid Search ยทย ย ย ย ย ย Associate Director, Performance Media ยทย ย ย ย ย ย SVP, Strategy Pharma Account ยทย ย ย ย ย Director, Point of Care CHI: Global D2C experience ยทย ย ย ย ย ย Global SVP, Performance Media ยทย ย ย ย ย ย Global SVP, Analytics ยทย ย ย ย ย ย Global SVP, Martech LA: Entertainment Account ยทย ย ย ย ย ย VP, Programmatic ยทย ย ย ย ย ย Director, Programmatic For all agency roles, please use this link: https://bit.ly/3VNkhwq SALES/BRAND/ DIGITAL MARKETING ROLES: ๐ Brand Director (Reusable Tote Bag Manufacturer) โ Environmentally conscious reusable tote bags are all the rage! We're working on a Brand Director role for our client, who is the leading supplier to retailers across the US, including Whole Foods and Trader Joeโs (yep, they make the โStanley cupโ of reusable totes.)ย Theyโre seeking a seasoned Brand Director to lead a brand refresh and drive eComm growth. This hire will play an integral part in taking their D2C eComm business to the next level of success! Must commute 2-3 days to the office in East Bay (SF area). Contact Laura Lasiter: [email protected] โ SVP, Marketing (Digital Marketing Agency) โ Will lead the execution of go-to-market strategy to accelerate revenue growth and drive new business. Minimum 15+ years of B2B marketing experience required, preferably at an ad agency or AdTech company. Remote-first agency, but West Coast is preferred. Contact Linda Tuttle: [email protected] ๐ Sales Director (Digital Media Consultancy) โ Seeking an experienced solution-based seller with strong independent agency relationships and proven success driving mid-market growth. This company had a great 2023! Regional coverage - looking for someone in the Upper Midwest. Remote role with occasional travel. Contact Rich Farquhar: [email protected] ๐ฆ Director of Sales, Enterprise Business (Logistics & Supply Chain Solutions): Oversees sales strategy and efforts for implementing the Delivery Solution program for Enterprise Accounts and leads a team of National Account Managers. 10+ years of sales experience, particularly in software sales and selling to enterprise companies. Remote work with travel required (~40% by airplane). Contact Rich Farquhar: [email protected] #adagency #sales #nowhiring
Strategy Source - Job Seekers
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Founder Noble Talent Group / Co-Chair She Runs It Mentor Committee / Jobs + Hiring Community Lead for HeyMama
Job search tip! For all those applying and not getting anywhere, if you are the right fit, you have to go the extra step beyond just hitting apply to get noticed. Why do I say this? We posted a sales job the other day. In 2 days over 800 people applied. When we filtered down to who had actual sales experience, it left 20 people. When we filtered further to those who also had the required ad/marketing/production agency experience, it left 1 person. What does this mean? Applicant numbers don't mean anything. If you are the right person, you are often clouded by an array of resumes of people who aren't the right fit. If you have the required experience (and that part is key!), you need to go a step further. Reach out to the hiring manager directly with a simple and straightforward message. Highlight 3 key things that make you the perfect fit, include your resume and the times you are available to speak. Or if you have anyone who can make an intro for you at that company, use your network to help you open doors! Networking is an amazing way to get in front of people! This is your chance to shine - go out and make it happen! You've got this! #jobsearchstrategies #jobsearchsuccess #jobsearchtips
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THE MARKETER WHO BECAME A MARKETING RECRUITER! With a 20+ year senior Marketing career, I can guarantee Iโve been in your shoes. Whether youโre a Candidate or Client, Iโve been YOU. And I get YOU. ๐
So, this is usually the part where you might typically start to read words like โdifferentโ, โbespokeโ, and maybe even โchanging the face ofโฆโ Well, I wonโt bore you, or insult your intelligence with a few cliched one-liners about why youโd consider working with me. Weโre all a bit past that, right? Putting it simply, THIS is why you should use Marketing Mix Recruitment. Firstly, Iโm a Marketer who became a Recruiter. Does this make me unique? Not sure Iโd go that far. But Iโm definitely in a small minority in that Iโm a Recruiter who has actually been in your shoes, whether you be a Candidate looking for a role, or a Client looking for great marketing talent. Iโve been there. In your shoes. So I know you. I get you. I am you. Secondly, I care. (No, scratch that, itโs my post, so Iโll swear if I want toโฆ) I give a shlt!!! Reputation, in life and in business, really matters. It matters how you treat people. And it matters that you treat people properly. For that reason alone, I always endeavour to not only do my best, but to always do right by people. Sometimes I get it wrong. Who doesnโt? But I will always try my hardest to get it right. And thankfully, she says as she taps her forehead, thatโs how it usually plays out. I hold myself accountable. I try my best. I give a shlt. I donโt claim to be reinventing Marketing Recruitment, but I do claim to be doing my utmost to be leaving the Marketing Recruitment landscape in a better condition than I found it. If thatโs enough for you, Iโd love to work with you. Marketing Mix Recruitment - The Marketer who became a Recruiter. #marketing #marketingrecruitment
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CEO, Marketing Moves | Recruiting the world's best tech CMOs | [email protected] | +44 (0) 20 3911 6757
When discussing job roles and company culture, it's essential not to shy away from the challenging aspects. Transparent communication builds trust and sets realistic expectations, benefiting employers and candidates. At Marketing Moves, we operate with the principle that honesty is crucial when hiring. By sharing the rewards and hurdles of a position, we ensure candidates are well-prepared for what lies ahead. This approach not only helps in finding the right fit but also improves job satisfaction and retention rates. Over the last 30 years, we have placed over 5,000 marketing professionals. Our reputation is built on trust and integrity, ensuring clients and candidates have a clear picture of their future. Looking for a true business partner in your job search or hiring process? Visit marketingmoves.com to learn how we can assist you. ๐นHonesty ๐นHiringSuccess ๐นTechMarketing
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Looking for work? Try cold-emailing and contact potential employers and hiring managers. Weโre not kidding. Doing this correctly means you can connect with potential decision-makers, even if they havenโt posted a job opportunity. Hereโs how to do this: โข Research the companies in which youโre interested and people you know can help you. Identify the people in the departments in which youโd like to work who make hiring decisions. โข Try to find the personโs email on the companyโs website. If you canโt find an email, use LinkedInโs messaging system. (You may need to ask for a โconnectionโ on LinkedIn first.) โข Make your subject line memorable: mention people you both know and/or the skills you have that would be of value to that person. Examples: โMarketing Coordinator โ Jeane Doe.โ โข Personalize the opening. Introduce yourself and then mention what you bring to the table: โMy name is Jeane Doe. I have 10 years of experience as a marketing coordinator in the automotive industry. I see that XYZ Automotive plans to expand into Smith County, and I know that my marketing skills will help attract customers in your new location.โ โข Then get right to the point and state why you're contacting the person: either you are looking for an informational interview or a job opportunity. โข Include a link to your LinkedIn profile in the email. โข Provide your email address and phone number. โข If you donโt hear back from the person in a week, email again. If you donโt hear back after that, leave them be. Have you ever cold-emailed for a job? If so, what was the result? #JobSearchAdvice #ColdEmailing #TeamDebbies
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๐ฏMarketing Recruitment Expert โก๏ธ Events, Publishing & Info Services | Trusted Advisor, Mentor and Advocate for Providing Exceptional Marketing Recruitmentโ
Why you are struggling to attract marketing superstars So, you have a vacancy on your marketing team. You've been told you can only hire through your internal talent team. Your company needs to keep a lid on costs. Understandable in this market. BUT... You are severely limiting your chances of attracting game-changing marketers to your team. Why? NEWSFLASH! The very best candidates don't apply via a job advert on LinkedIn, or any job board. Your internal team will advertise and hope to attract some strong candidates. Or, they will mailshot their applicant tracking system. But, guess what? Their system only has candidates who previously applied via job adverts, so is just a large pool of the same level of candidates. They might get lucky. BUT The best candidates can only be reached through targeted head-hunting of a specialist network of the best marketing talent. Internal talent teams do not head-hunt. They don't have a specialist network of the very best marketers in the UK. Yes, you will pay a premium to engage with an expert marketing head-hunter. BUT, the difference to your performance by hiring a superstar marketer compared to an 'OK' marketer is, quite frankly, like day and night. The difference in your revenues will more than 10x cover the additional cost of engaging with a specialist marketing head-hunter. And, as all you great marketers know - it's all about the ROI. Hire the BEST, not the average. #marketing #hire
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- Are you hiring the most qualified out of a limited applicant pool(advertising)? -Or, are you hiring the most qualified out of the full talent pool(recruiting)? Posting jobs and waiting for inbound applicants. Seems like the cheaper option on the face of things but does it give you the best return on investment. Understanding the problem the hire's required to solve. Identifying the people with capability to solve the problem. Engaging those people. Using influencing skills to take a passive candidate to the point of considering your opportunity. Taking them through process of interview, offer and acceptance Solving the problem This is recruiting rather advertising. Advertising may save on cost but are you compromising on quality and ultimately ROI?ย
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When I receive a job order, my approach is meticulous yet efficient. I engage with the client or hiring manager to deeply understand the candidate requirements and company culture. Leveraging my extensive network, I seek out potential candidates through targeted emails, LinkedIn posts, and proactive outreach. Every candidate undergoes a rigorous pre-screening process, ensuring they align with your needs. I handle everything from scheduling interviews to facilitating seamless onboarding. Your success is my priority, from the initial outreach to the first day in their new role. I will help you elevate your team with the perfect fit. Just reach out and letโs have a chat! #hiring #staffing #recruiting #creativerecruitment #advertisingandmarketing #advertising #marketing #digitaldesign
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Appearances are...revealing Think of your recruitment efforts as a sales job. You are selling your team and the opportunity to work at your agency to a pool of people that you want to work for you. And why do people buy? 55% is appearance, 38% is how you sound, 10% is what you say. So, to attract the best, you need to look your best. Why should a candidate choose you over any other agency or similar position if you look the same? Let us help you look your best. Brandmarkethire.com #brand #branding #market #marketing #hiring #recruiting #recruitment #website #websitedesign
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Here are some content tips for agency recruiters to go about setting your year up for success: โ Set a KPI frequency target Once a week? Once a day? Once every 2 days? Make sure you hit your target on how often youโd like to post/create content. โ Variety is your best friend Today, make posts geared toward clients. Tomorrow, share tips for candidates. Today, itโs a video, tomorrow itโs a written post. Most importantly, donโt just post reqs. Be more interesting than that! โ Niche niche niche Create content w your target demographic in mind. Capture the attention of your niche audience = $ โ Above all, donโt worry about vanity outcomes How many likes and shares donโt matter. What matters is that your conversion rates are high. When you create niche content, the niche audience (your customers) should be more likely to convert when you do solicit them because youโre being relevant and adding value to them using your SME insights. Who cares how many likes you get if itโs from people who arenโt relevant to your actual business? So, focus, try, and normalize creating content. Put yourself out there - people deserve to gain the knowledge you have in your brain! #r2r #rec2rec #headhunter #headhunters #agencyrecruitment #recruitment #content #strategy #digitalbranding #recruiter #recruiters
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