€70000 - €80000 per annum + BONUS



70.000 € - 80.000 € + BONUS

Dies ist eine großartige Gelegenheit, mit einem internationalen Unternehmen als Programmatic Advertising Specialist in dessen deutschen Niederlassung zusammenzuarbeiten, wobei Sie für die Ausführung von Kampagnen in einem DSP verantwortlich sind. Wenn Sie leidenschaftlich gerne im digitalen Bereich arbeiten und nach dem nächsten Schritt suchen, um Ihre Karriere voranzutreiben ist diese Rolle genau das Richtige für Sie.


Das auf alles Digitale spezialisierte Unternehmen arbeitet vorwiegend mit Agenturen und Verlagen zusammen, um Kampagnen in ihrem Namen durchzuführen und das Publikum zu segmentieren. Sie sind seit ihrer Gründung rasant gewachsen, haben aber immer noch ein Start-up-Gefühl. Ihr Kundenportfolio ist auch mit führenden Agenturen in der Branche gefüllt!


Als Programmatic Advertising Specialist sind Sie für den End-to-End-Prozess der Kundenkampagnen verantwortlich, die in DSP MediaMath oder DV 360 eingerichtet werden. Darüber hinaus sind Sie für die Verfolgung von Pixeln und die Medienkennzeichnung sowie für die Datenübertragung Sicherstellung der QA verantwortlich.

Nach der Implementierung extrahieren Sie die Daten aus dem DSP und präsentieren dem Kunden umsetzbare Erkenntnisse. Sie werden auch alle Probleme beheben. Zu den Hauptaufgaben gehören, ohne darauf beschränkt zu sein,:

  • Kampagnenplanung, Aktivierung und Optimierung in MediaMath und DV 360
  • Trafficking von Anzeigen
  • Medienkennzeichnung
  • Fehlerbehebung und Berichterstellung bei Problemen nach der Implementierung über HTML, JS und Excel
  • Kontaktaufnahme mit Kunden und internen Stakeholdern, um die SLA sicherzustellen


Der erfolgreiche Programmatic Advertising Specialist hat:

  • Einen Bachelor-Abschluss in Marketing o. Ä.
  • Kaufmännische Erfahrung in einer ähnlichen Rolle in einer Agentur, Einrichtung und Optimierung digitaler Kampagnen in DSPs wie MediaMath, DV 360 oder AppNexus
  • Grundlegende Kenntnisse über Technologien oder Sprachen wie Javascript oder HTML zur Fehlerbehebung oder zum Debuggen von Tags
  • Bericht über die Wirksamkeit einer Kampagne durch Excel


  • 70.000 € - 80.000 € plus Bonus
  • Entspannte und kollaborative Kultur mit viel Raum zum Wachsen

Wie bewerbe ich mich?

Bitte bewerben Sie sich mit Ihrem Lebenslauf auf dieser Website.

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€70000 - €80000 per annum + BONUS
  1. Permanent
  2. Programmatic

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Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

Reflections On The Watermark Conference For Women

This week I was fortunate enough to head down to the Watermark Conference for Women alongside our SVP, Stephanie Brooks. As we enter 2020 and women continue to shatter glass ceilings, Harnham firmly believe in a proactive approach towards placing more women in Data & Tech roles.  Diversity and inclusion are integral to our story and core beliefs and we strive to continually re-evaluate how we create measurable change in the marketplace and redefine the metrics of successful and excellent recruitment. For us, attending the conference was a chance to meet and learn from some of those women who are leading the way. Every talk inspired me in some way but there were a couple I really connected with, and I wanted to take the opportunity to reflect on how they impact the work we do at Harnham. WHAT IS WATER? One talk that struck a chord with me was Seth Godin’s breakfast keynote, inspired by a commencement speech by David Foster Wallace in which he famously tells a story of two fish out at sea. The story goes: “There are these two young fish swimming along and they happen to meet an older fish swimming the other way, who nods at them and says ‘Morning, boys. How’s the water?’ And the two young fish swim on for a bit, and then eventually one of them looks over at the other and goes ‘What the hell is water?’”. Godin’s speech was meditated on how attitudes and beliefs are the indicators of future success. In his speech, Godin echoed Wallace’s sentiment that “freedom involves attention and awareness and discipline, and being able truly to care about other people and to sacrifice for them over and over in a myriad of ways every day.” Recruitment is an industry where it is easy to swim along without questioning what water or recruitment really is. To question what is water - what is recruitment - requires thoughtful analysis, careful consideration, and of course, “attention, awareness, and discipline”. As the global leaders of Data & Analytics recruitment, we remind ourselves daily that we are responsible for making meaningful change. Water is, to us, what we make of it.  For Seth, his water is marketing. For Harnham, our water is recruitment and we stand by Wallace’s challenge to stay conscious and alive in our jobs. Day in and day out Harnham will continue to make the case for agency recruitment to be diverse and inclusive, as this is in the best economic interest of our clients.   THE ECONOMY OF DIVERSITY One of the most insightful and compelling moments of the day was a conversation between Pat Mitcheel and Indra Nooyi, the former chair and CEO of PepsiCo. Having directed the company’s global strategy for more than a decade, Nooyi is uniquely poised to discuss the importance and power of having women in every capacity within an organization.  During the conversation, she highlighted the statistics that measure the success companies achieve when women have equal representation at all levels. Currently, gender parity exists in entry-level positions but is absent in the 2nd and 3rd tiers of the workforce. While Nooyi highlighted that having a diverse and inclusive workplace should be an integral part of every company’s corporate social responsibility, she argued that this also leads to unprecedented economic growth. This aligns closely with our view of Diversity at Harnham, something which we examined in more detail in our Diversity Report.  For Nooyi, in making the case for the economics of diversity, she used the work of care economists to show how implementing policies that affected the unique interests of women are proven to not only keep women in the workforce and draw them back to work after children but are also shown to increase the economic output of countries. Institutional change at the corporate level and policies focused on those who have care-giving responsibilities have been shown to positively influence economic growth and increase the happiness and productivity of workers.  BREAKING OUT  As a woman working in a fast-paced and competitive environment, I also took a number of insights from the various break-out sessions held throughout the day. Here are a few highlights:  Women Breaking Barriers: Michelle P. King, Andrea McBride John, Pat Mitchell, Samantha Rapoport Find a mentor, be a mentor. Find a sponsor, be a sponsor. Find a sister, be a sister.Take up space and own it Share your successes with the women and men around you Building a Network of Relationships, Not Just Contacts: Laura Okmin Focus on asking people who they are, not what they do Reach out when you don’t need anything, maintain relationships  The Myth of the Nice Girl Nice people build  trust, trust is the foundation of all business relationships You don’t have to choose between kindness and strength If you want to break glass ceilings, we may have an opportunity for you. Take a look at our latest roles or get in touch with one of our expert consultants to find out more.  For our West Coast Team, call (415) 614 - 4999 or send an email to For our Mid-West and East Coast Team, call (212) 796 - 6070 or send an email to 

Surprising Job Search Trends in the Data Industry

One of the things I like to most is to meet our candidates face-to-face. Because most them are local, it’s simple. We call them in and the traditional interview process begins. But, sometimes, the best person for the job or the clients themselves aren’t local.  Enter Zoom or Skype or any such communication method where you can see the person you’re talking to. While it’s a step in the right direction, it’s not the complete step. Why? Because you can’t pick up on those subtle clues you might miss, if the meeting isn’t in person.  Going The Extra Mile for the Right Placement One of my colleagues recently shared a story with me. She’d been working with a candidate via Zoom for a placement in another State. Though the candidate and the client were both in the area, she wasn’t. The communication with the prospective candidate felt right, but she just wasn’t sure. To ensure she was making the right placement, she traveled to meet them. She wanted to meet the candidate to get a better understanding of him before she was able to successfully place him.  Fortunately, it wasn't on the other side of the country, but, it was definitely something that needed to happen. In today’s hyper-digitized world, it's important to remember that the ability to meet in person is an advantage. From the Client’s Side From an office perspective on the client’s side, an in-person meeting offers further advantages. The client can see how the candidate will interact in the actual environment of their business. A birds’ eye view of how the candidate handles themselves in the cultural atmosphere of the business, if you will.  In sharpening their focus, the client can also see how a candidate’s appearance, point of view, and communication side affect their performance at the interview and beyond. We make these snap judgements without realizing it, but they’re important. And you can’t really get a good idea of the person over the phone or via email as it can occasionally be difficult to read a candidate’s intentions.  At Harnham, we have tried to spearhead the interaction point of view for our own relationships. One of the most unique aspects of our business our dedication to the people we place and our clients we serve. So, navigating data-driven trends with our face-to-face culture finds a distinctive focus as we enter the Age of Data 2.0. A Shift Toward Pipeline Experience  With U.S. office locations in both New York and San Francisco, we have a variety of clients from startups to Fortune 500. So, to say one thing is definite in one place or another is a stretch. But, there is a trend, here in New York for professionals with pipeline experience or Machine Learning model development. On the flip side, a growing trend in the San Francisco market has most of their clientele looking for a Machine Learning Engineer profile within the pipeline development lifecycle. So, while we’re (New York) a little bit behind, it’s a trend I’m seeing on both sides of the spectrum within the last six months or so. Though it’s not exactly the unicorn employee, clients seek, there is shift toward higher level oversight. Someone who will be responsible for the entire pipeline.  Demand remains high for a field still facing a data shortage. Though the U.S. still lags behind the U.K. and Europe, it’s catching up. As businesses focus on their data strategies in the new year, below are a few things to consider before you hire or accept.  Top 3 Questions to Ask Before You Hire From the client’s side determine and the role you want to fill. Ask yourselves the following: What’s the objective of the role you’d like to fill? What is the goal?What contribution do you want from the person in that role?What is your timeline to have that person on board? What happens if you can’t fill the role within your timeline? Top 3 Questions for Mid-to-Senior Level Candidates Did you list the business impact of your list of accomplishments? Can you communicate as easily with your Data team as you do with the Executives? Clients are looking for a mix of technical understanding and the ability to communicate to technical and non-technical audiences. Are your projects keeping you engaged creatively? When was the last time you were given a new initiative, new project, or new client to partner with? If not, then it may be time to search or perhaps consider a contractor role for a fresh perspective. If you’re interested in AI, Big Data or Digital and Web Analytics, we may have a role for you. Check out our current opportunities or contact one of our expert consultants to learn more.  For our Mid-West and East Coast Team, call (212) 796 - 6070 or send an email to  For our West Coast Team, call (415) 614 - 4999 or send an email to 

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