Job Description:

Description

Ad Age is looking for a news-oriented reporter to own one of its most prominent areas of coverage: advertising agencies. Basic Qualifications

• At least 3 years' solid reporting experience


• Ability to cultivate sources and break daily news on busy and competitive beat


• Ability to write in-depth features on major issues affecting the industry and its challenges


• Must be able to do informed fast-turnaround stories for a daily news site and bi-weekly print magazine


• Ability to help program and host industry-specific events


• Post-COVID, this reporter will travel a few times a year to cover industry tentpole events

Preferences

• Understanding of the industry and its players is preferred.

Position will begin remote. Once safe, will work from our midtown Manhattan office. Possibility to work from Chicago office for the right candidate.This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Brand Overview:

Ad Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.

Created in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.

From vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, the Ad Age Next Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.

www.adage.com
@adage

Crain Overview:

Crain Communicationshas been at the forefront of the publishing industry for more than a century.As a privately held company, we maintain a personal responsibility for elevating our work to be the best it can be.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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