Summary:

A fast-growing startup AdTech company providing unique and in-demand advertising-related technology for Digital, Social, and Advance-TV Advertising, is looking for a talented and experienced salesperson. We seek a proven U.S.-focused rainmaker. The selected candidate will be a team player with a passion for digital advertising. The chosen candidate will report directly to the head of Sales and be a key driver of the company’s aggressive growth strategy.

Responsibilities:

• Actively seek new business opportunities
• Connect with key business executives and stakeholders
• Ensure the timely and successful delivery of our solutions according to customer needs and improve the entire customer experience
• Operating as the lead point of contact for any and all matters specific to our customers
• Building and maintaining strong, long-lasting customer relationships
• Negotiating account contracts and agreements to maximize profit

Qualifications:

• Significant expertise in advertising technology – social (Facebook, YouTube) and programmatic markets (data/DMP utilization a plus)
• Experience selling to agencies and DSP’s
• Strong communications and relationship skills to grow business from established accounts.
• Broad understanding of the full scope of advertising / marketing communications (brand-driven, response-driven, promotion-driven, etc.)
• Basic knowledge of the structure and underlying business priorities of key industry segments (advertisers, agencies, advertising planning, digital and traditional buying, creative, etc.)

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 $90k and $150k 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.