Summary:

A highly-respected, long-standing Digital and Integrated Publisher is looking for a highly motivated, experienced marketer to join our team as the Director of Event Marketing.  This individual will own the development and execution of online and offline initiatives to drive brand awareness, audience, achieve attendee revenue goals, and build loyalty for our events virtually, in-person, and in hybrid form.

Responsibilities:

• Cultivate a keen interest in the content, build and expand the brand reach through events
• Create multi-channel event marketing plans by researching, analyzing, and defining target audience requirements; analyzing competitors’ offerings; and understanding company goals and objectives
• Oversee and execute marketing plans for our events and custom client activations optimizing the customer journey across multiple channels, including email, newsletters, social media, display advertising, search and print channels
• Have a proven track record for developing rigorous testing agendas to evaluate, channel, offer, creative, landing pages and customer communication in a test and learn environment
• Responsible for copy and creative execution creation for event promotions which demonstrates a deep understanding of motivations and conversion triggers for attendees, both free and paid, in-person and virtual
• Collaborate with internal teams to optimize the user experience that reflects the editorial content for each event
• Manage external agency relationships
• Report to key stakeholders on campaigns, sharing a deep understanding of attendees, their behaviors & interests, ways to improve engagement and drive continual optimization for future events. Generate ideas to test new ways of driving leads and increase registrations
• Collaborate with internal team to optimize UX, traffic, and content of the event websites as appropriate
• Experiment with new platforms and implement new processes quickly and accurately
• Basic event PR support, as needed

Qualifications:

This professional has honed skills in customer-facing event promotional and marketing tactics; working directly with internal stakeholders and managing vendor and agency relationships; and a hands-on, start-to-finish execution mentality to generating audience and attendee revenue growth. The ideal candidate will work equally well at the strategic and tactical levels with agility and precision, master both the creative and analytical, and manage multiple, fast-moving projects with ease. Our team is dynamic, accountable, and adaptable. We are goal-oriented, entrepreneurial, and work hard to help each other succeed.

• BA/BS degree in marketing, marketing communications, related field of study, or equivalent job experience
• Experience working in marketing, preferably with experience in events
• Experience leading and managing digital and social marketing, including email, newsletters, organic and paid social media, display advertising, search, and print channels
• Solid understanding of website and marketing analytics tools e.g., Google Analytics, social media listening tools, audience segmentation, and surveys to optimize user funnels and landing pages
• Demonstrated collaboration skills, with experience working across multiple stakeholders, leadership, and external agencies
• Excellent project management skills with meticulous attention to detail
• Demonstrated success in strategically identifying and growing high-quality leads for event attendance.
• Working knowledge of ad serving tools, HTML, CSS, and JavaScript development and constraints.

Required Notification:  Certain states require that job postings indicate a minimum and maximum base salary in an effort to not discriminate – a very worthwhile purpose that Media Recruiting Group supports. MRG’s practices are and have always been non-discriminatory, and jobs are open to all candidates with respect to race, color, religion, national origin, military status, sexual orientation, sex/gender, age, national origin, disability, etc.  That said, companies require that we supply them with candidates with very specific experience, and the commensurate compensation for every job varies.  It is a function of a person’s years of experience, type of experience, skills, knowledge of certain computer programs, etc.  And every job may have a unique requirement.  And every job could come in higher or lower than the range we are given.   We do not control the upper and lower ranges for our clients, so we make a best efforts attempt to include information requested by said states.  In the case of sales people, most time it is also a function of their contacts.  If the job is an analyst, analytical skills and experience matter.  Etc.  This makes stating a reasonable minimum and maximum challenging absent all of this information about a given candidate.  Companies also have other elements of compensation, including but not limited to, commission, bonus, equity, profit sharing, varying levels of healthcare coverage and how much a person would have to contribute to the premium, various perks like continuing education, commuter reimbursement, phone reimbursement, etc. – not included in “salary” as the law states.  Thus, know that anything we note in a salary range does NOT include such other compensation elements.  And, as recruiters, we don’t know what all of those elements are, as we are recruiting for a company, not for ourselves, and they do not brief us as to each benefit.  We are a 3^rd party and can only estimate to the best of our knowledge, and thus offer the minimum and maximum salary MRG in good faith believes at the time of the posting the client is willing to pay for the advertised job.

Qualified by all of the above, for this job with requisite/required  years of the required experience and skills, the minimum and maximum salary is approximated at $120,000 and $150,000 respectfully, exclusive of commission, bonus, equity, profit sharing, any element of healthcare coverage, any reference to how much a person would have to contribute to the premium of a healthcare plan, any perks, or other forms of compensation.  Fewer years of experience could bring the base salary lower, and more experience could bring the base salary higher, if the company is willing to increase their salary bands.