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The ad tech company is looking for a programmatic account manager to plan and execute programmatic campaigns. The ideal candidate will have at least 3 years of project management experience and basic knowledge of advertising and publishing environments. The second opening, in California, is for an associate product manager to manage the development of online ad products across properties. The ideal candidate will have 5-10 years of marketing experience, particularly with subscriptions or direct e-commerce sales. The first, in New York is for a senior marketing manager for Fantasy Sports to help grow the fantasy games subscription business. And that’s really important to me.Ĭheck out these great new jobs from the Digiday jobs board:ĬBS Interactive has two openings. I don’t think a lot of people are saying they’re bored. They can take time off, but when they’re working on it, they’re really engaged and excited. The people I’ve been lucky enough to work with love their work. We want people to be happy, energetic and excited about their work. We’re high-octane, but we also believe in a life-work balance. That close unity allows for much stronger storytelling. Just because they were next to each other, the developer and the designer eventually said, “We should do a table of contents,” and they created this feature where you could click on one of the chapters and it would take you to that part of the video. It’s a long video, and it’s intimidating. The other day, we had a designer and a developer and our studio director sitting together, chatting about this 45-minute video interview with Tim Geithner. And I’d love for them to be close, to be in conversation, so that what can come out of it is a really complete package.

I want somebody who primarily writes text to sit next to somebody who primarily works in video to sit next to somebody who primarily writes code. How do you encourage this kind of experimentation? We don’t expect that everyone will be excellent at all formats, but we do want people who are willing to try different formats to see what works. There are quick, short briefs, long Q&A interviews, card stack formats, long features, even animated videos. On our site, we already have a number of different formats that we have writers working in. This is important, because we live in a time where it’s really important to be experimental with your journalism. I want to make sure that they’re people who not only know that they need to ask questions but want to ask questions in an innate way and are excited to learn about new things. It’s so important to be curious, and you can identify pretty quickly if the person is curious.

But really what it comes down to is that I want to make sure I see a pattern of qualified work over time rather than one special project.

But you’re looking through a ton of resumes, and the more interesting ones are definitely fun. But I don’t know if it necessarily helps them get the job, per se. We’re in a creative industry, so when people send us creative resumes, or creative projects that they’ve been working on, it lets us take notice of them, definitely. If you look at some of our writers, we found them through Twitter conversations, and over months, some of our editors recognized that they were really strong candidates in their subject area.īut what about creative resumes? Do they make a difference?

Does this sort of research actually lead to a hire?