Posted in Management 13 days ago.
Location: New York, New York
As Marketing Manager, you will work closely with the publisher and sales manager to support the Crain's New York brand and its full range of offerings, from events and nomination programs to custom initiatives. Your smart and strategic efforts support products and solutions that enable us to successfully connect to the CNYB audience. This is an excellent opportunity for someone who is entrepreneurial, detail-oriented, creatively and strategically minded, always curious-and passionate New York City's business community.
The Marketing Manager will work closely with the publisher and sales manager to conceptualize and execute integrated marketing campaigns across editorial, events, custom and sales promotion. The manager will have access to a team of graphic designers, e-mail specialists and audience developers in order to produce and execute marketing assets and communications that drive leads, build pipeline and meet other KPIs.
This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.
Crain's New York Business is the trusted voice of the New York business community connecting large, mid-sized and small businesses across the five boroughs by providing insights, analysis and opinion on how to navigate New York's complex business and political landscape. Crain's features reports on emerging trends, interviews with thought leaders and industry experts, and coverage of commercial opportunities, economic changes, politics and more. Our integrated approach in print, digital, in person events and custom content opportunities align powerful content with a powerful audience.
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)