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Associate Director, Digital Analytics
New York City
$120,000 - $135,000
Are you a natural born leader in Digital Analytics, with a track record in making business critical impacts on enterprise level brands? Are you passionate about telling stories through data and designing best in class media measurement and advanced analytics strategies?
This is an opportunity to join one of most data-driven, tech-focused agencies out there. You will spearhead a team that's dedicated solely on digital analytics and attribution for the agencies biggest account - technology giant. You will lead Advanced Media Analytics with exposure across all channels (paid social, Display, SEM, SEO, programmatic), taking ownership of high level projects and working hands on with ad serving tools (DFA, DCM), attribution platforms (Visual IQ) and web analytics tools (Google Analytics, Adobe Analytics).
Ever imagined yourself in a highly strategic position with a full suite of platforms from attribution tools to a DMP at your disposal? As Associate Director, Digital Analytics, you will be passionate about telling stories through data driven insight and working hands on with a variety of web analytics tools (such as Google Analytics/Adobe Analytics). The focus will be delivering data-driven, media performance insights to clients, leveraging advanced analytics methadologies (SQL, R and Python)! You will be an exceptional client and team leader, with the ability to inspire and motivate.
In particular, you can expect to:
· Act as the go-to for clients, understanding their needs, deep-diving into the data to make strategic recommendations and provide insight on performance media strategies (paid search, paid social, programmatic)
· Organize data trends and look at ways to unlock new data sources
· Lead a team of Digital Analysts and Digital Analytics Managers
· Take ownership of the DMP, taking lead in building audience segments and customer profiles
· Perform A/B testing and multivariate testing
· Pioneering attribution strategies
Your Skills and Experience
· Working experience in a digital analytics leadership position
· Working experience in analyzing data from digital platforms (Google Analytics, Adobe Analytics, DMPs, attribution tools, DCM)
· Working commercial experience with tools such as Google Analytics or Omniture
· Strong client management and strategy delivery skills
· Advanced Microsoft Excel Skills
· Deep knowledge of cross-channel digital marketing campaigns
· Ability to pitch findings and ideas to clients
· Working exposure to SQL R or Python
SALARY AND BENEFITS
The successful candidate will secure a salary of $120,000 - $135,000 and benefits depending on experience
HOW TO APPLY
Please click 'Apply Now' above or email me -
Google Analytics, Adobe Analytics, SQL, Python, Excel, MS Excel, Insight, insights, shopper, customer, analytics, technology, campaign, Tableau, CRM, database, acquisition, retention, marketing, digital, SEM, SEO, paid search, display, dashboard, Omniture, site catalyst, web analytics, CoreMetrics, webtrends, website, Google Tag Manager, Tag Manager, Dynamic Tag Manager, HTML, CSS, Java Script, Flash, JQuery
US$121925 - US$134117 per annum
San Francisco, California
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I'm excited to announce the launch of our 9th annual Salary Survey. Covering salaries, diversity, benefits and technologies, our published Salary Guide is known for reflecting and driving trends within the Data & Analytics industry. As ever, we can't put together our guide without your input, so we are extremely grateful to everyone who is able to take part. This year, one participant will win a £500 Amazon Voucher (or an equivalent amount in your local currency). You can read all the terms and conditions for this here. The survey takes around 10 minutes and we would love to hear your thoughts. All submissions are 100% confidential and will only be used to provide an overview of the industry as a whole. You can choose the survey relevant to you below: UK Survey US Survey EU/EEA Survey In the meantime, you can download a copy of last year's completed Salary Guide here. We look forward to sharing our latest results with you later in the year.
21. January 2020
Recent editor picks on LinkedIn highlight how jobs will change in the future. But as changes come, there are a dizzying array of tech advancements, products, and more in the job market landscape.If you’ve been looking through the telescopic lens of the Digital transformation and wonder, what’s next? Well, we may have a role for you. If you’re a business and wonder what’s next, we have some ideas to help you identify, hire, and retain top talent within the Data professional industry. Setting a Mindset Shift We have reached a time in which simply adding the word “tech” to something has shifted. Thinking digitally, or the Digital transformation combines the why with who, how, and which. Who does our technology impact, how will it change how they work, and which advancement is best suited to answer the call? Below are just a few things to consider when developing your: Recruitment is a process, not a transaction. Interaction instead of reaction.Factor in not only human skills, but machine skills as well.Make employee experience a priority. Experience leads to Data which leads to Insights.Artificial Intelligence and Machine Learning have a wider role to play within the recruitment space.Base software selection decisions on user experience. Include everyone who will use the software in both the vendor demonstration and the decision process.Seek references from vendors to foster trust and connect with other organizations.Cloud based solutions far outweigh non-cloud solutions in today’s business climate. These are just a few suggestions to consider as you rethink your HR strategies. Incorporating technology with the human element is a new road for many businesses and essential for the future of work. Design for Data and Insights Whether you’re talking about the employee experience or the customer journey, it’s important to design the process to generate Data. When you use design thinking, you put people at the center and from there can measure the variables which offer insights into thoughts and feelings. When you know these answers, you can always be improving and optimize for success. As you consider what to invest in next, remember to think about the Data first. Use your workforce insights to determine the best way to move forward and understand how people impact your business. Measure effectiveness, but understand workforce insights go hand-in-hand with delivery. Rather than operating individually in a separate silo, everything is interconnected, just like in our day-to-day lives. It’s this connectedness which is the greatest shift. From our phones, our iPads, our laptops, and so on, we are able to tap into workforce solutions and find at its center a structurally sound HR strategy to ensure next gen talent is identified, hired, and retained. While we often speak of what you can do to retain your top talent, another focus might be how you communicate with leadership. To ensure everyone is on the same page, it’s important to be sure messaging is consistent across your organization. It’s this messaging along with new systems and strategies in which training and education play an even bigger part than in the past. There’s so much to learn and it comes so fast, that adoption of new technologies must be thought out in advance. Try to avoid chasing the next shiny object or new advancement and have a plan in place for staff and stakeholders to follow. Setting your top priorities now, as we enter a new decade of Data, can help ensure you’re proactive in your business strategy, not reactive. If you’re interested in AI, Big Data and Digital or Web Analytics, we may have a role for you. Check out our current opportunities or get in touch with one of our expert consultants to learn more. For our West Coast Team, call (415) 614 - 4999 or send an email to email@example.com. For our Mid-West and East Coast Teams, call (212) 796 - 6070 or send an email to firstname.lastname@example.org.
16. January 2020