Summary:

A fast-growing technology company serving the Journalism community is seeking a Director of Newsroom Partnerships & Growth, a senior, high-impact operator who can drive deep integration of our platform inside major media organizations. The role blends evangelism, enterprise sales, strategic partnerships, and change management. You’ll work directly with newsroom leaders—desk chiefs, assigning editors, standards teams, and corporate executives—to ensure our product becomes an essential part of newsroom workflows.

The platform helps journalists discover and verify expertise through structured, transparent, and intelligent sourcing. In an era of AI disruption, shrinking newsrooms, and escalating misinformation, we provide the foundation for rigorous, credible reporting at scale.  Your mission: make the platform indispensable to modern journalism. You’ll define how newsrooms connect with credible voices and how the next generation of journalists find the right experts amid the noise.

Responsibilities:

1. Drive Enterprise-Level Newsroom Adoption

• Build, own, and execute newsroom adoption strategy across top global media brands
• Identify the specific desks, editors, and newsroom stakeholders who influence sourcing practices
• Convert fragmented, individual journalist usage into standardized, organization-wide workflows

2. Leverage Industry Relationships

• Use an extensive personal Rolodex across major newsrooms—national, local, digital, TV, radio, financial—to gain executive-level entry
• Re-ignite dormant relationships and develop new senior-editor champions who can drive scaling internally

3. Become The Voice Inside the Newsroom

• Conduct high-touch demos and trainings tailored for assignment editors, managing editors, producers, and standards teams.
• Advocate as a tool for faster sourcing, better discovery of experts, newsroom transparency, reducing reliance on PR spam, and elevating underrepresented voices through smarter matching

4. Map and Influence Newsroom Workflows

• Analyze existing sourcing processes and identify friction points.
• Work with newsrooms to pilot or embed the company into daily huddles, assignment desks, breaking-news workflows, enterprise and investigative research, beats requiring fast turnaround (business, tech, politics, climate)

5. Partner with Product, Engineering & Data

• Translate newsroom feedback into product requirements—especially around, vectorized matching, article-based reporter profiles, relevance scoring, enterprise-grade newsroom analytics, workflow integrations (Slack, CMS, internal tools)
• Evolve in ways that increase editorial adoption, retention, and reliance

6. Build Newsroom Adoption Playbook

• Develop repeatable frameworks for onboarding entire newsrooms.
• Document best practices for training sessions, internal evangelism, desk-by-desk rollout, metrics for demonstrating ROI, change-management approaches suitable for editorial teams

7. Own KPIs Around Media Growth

• Drive defined OKRs, including newsroom accounts onboarded, percentage of newsroom staff active monthly, volume of expert requests from newsroom-wide usage, adoption of new AI-driven features, retention and upsell for enterprise-level media customers

Qualifications:

• Experience in journalism, newsroom leadership, media partnerships, or editorial operations
• Deep relationships across national, local, and trade media
• A nuanced understanding of editorial culture, incentives, politics, and decision-making
• Experience in enterprise or B2B evangelism—especially with skeptical or overloaded audiences
• Ability to “kick down doors”: strong reputation, confidence, and credibility in journalism
• Comfortable partnering with engineering and product to shape roadmap decisions
• Ability to translate qualitative newsroom pain points into structured product feedback
• Exceptional communicator with the presence to command a room of senior editors
• Adept at handling sensitive conversations around sourcing, bias, and editorial integrity
• A genuine commitment to improving journalism, strengthening factual reporting, and helping reporters access real expertise—fast, transparently, and without spam

This job is being represented by Media Recruiting Group, the premier recruiters for digital media, AdTech, MarTech, Media SaaS and related companies. In business for more than 25 years, we place quality at the heart of all that we do. Clients include: AdTech companies, Digital Publishers, Digital divisions of Media Companies, SaaS (Software as a Service) / Enterprise, Programmatic… Sell Side Platforms (SSP), Ad Exchanges, Demand Side Platforms (DSP), Marketing Technology companies, Ad Agencies, Data Providers, Aggregators, & DMP’s, Video, Social, Mobile companies, Behavioral Targeting companies, Media Buying Platforms, Lead Generation/Co-Registration companies, Ad Serving Platforms, Rich Media companies.

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 base salary is approximated at $180,000 and $220,000 respectfully, exclusive of any other incentive or 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.