Online Marketing Manager at Bain & Company (Boston, Massachusetts)

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ABOUT BAIN & COMPANY:

Bain & Company, a leading global business consulting firm, serves clients on issues of strategy, operations, technology, organization and mergers and acquisitions. The firm was founded in 1973 on the principle that Bain consultants must measure their success by their clients' financial results. Bain clients have outperformed the stock market 4 to 1. With 48 offices in 31 countries, Bain has worked with over 4,600 major multinational, private equity and other corporations across every economic sector. For more information visit: www.bain.com.

POSITION SUMMARY:

The global online recruiting marketing manager will possess a high profile, high impact role on the global recruiting leadership team. The manager will be responsible for developing, driving and executing Bains online recruiting marketing strategy " which includes overhauling the JoinBain career website and establishing a robust social networking presence.

The manager will be charged with broadly employing online content and technology to build brand awareness/credibility and relationships with recruiting audiences, particularly those at top MBA and undergraduate institutions around the world. He/She will manages technical development and maintenance, content creation and editing and overall web production of Bains JoinBain career website, social networking properties, email marketing efforts and the recruiting teams intranet. The manager will work very closely with corporate marketings online team and will supervise recruitings online senior coordinator.

RESPONSIBILITIES AND DUTIES:

- Develop and implement Bains strategic online recruiting marketing plan to best serve the firms recruiting objectives; look to continuously improve recruits experiences through product innovations, site enhancements, marketing initiatives and creative content; stay abreast of changes in the online marketing environment and adjust the plan accordingly

- Project manage the JoinBain website relaunch - drive design, development and usability approach; manage the maintenance of the new site and the update of dynamic content

- Draft and execute a comprehensive interactive recruiting strategy and publishing plan; develop social networking assets with links back to the JoinBain site to enhance Bains brand recognition and perception and improve Bains relationship-based recruiting model

- Identify, create and lead online marketing programs that build brand equity and promote Bains employee value proposition; leverage online registration data and social networking introductions to tailor programs at target recruit groups

- Determine best practices for evaluating and analyzing online performance; create and implement measurement and tracking strategies, providing analysis and reports; formulate recommendations based on the analysis and take action

- Facilitate the execution of recruitings email marketing campaigns; set-up the systems, establish the process and coordinate multiple campaigns

- Supervise the management of recruitings intranet; ensure content is current, easily identifiable and efficiently organized

- Manage the senior online recruiting coordinator; cultivate productive relationships with corporate marketings online team, the firms technical support group (TSG), internal content sources and external vendors

QUALIFICATIONS:

- Bachelor degree required; MBA ideal; 8+ years of professional business experience in online marketing, technology and/or interactive content production required; experience marketing for a recruiting department or a global professional services firm a plus

- Experience in developing and executing a robust social networking presence required, particularly involving LinkedIn, Facebook, Twitter and/or YouTube

- Understanding of web design, information architecture, web usability and web project management required; web analytics tools and search engine optimization know-how desired; exposure to Google Analytics, Tridion and Lyris a plus

- Excellent writing and editing skills for web content required; proof of successful web marketing content desired; outstanding verbal communication skills, confidence and professionalism to influence firm members at all levels with logic, conviction and persuasion important

- A proven history of successfully managing large projects across cross-functional teams important
> Solid workplanning skills with an ability to deliver on-time and within budget
> Strong leadership ability and people management skills with the ability to lead and motivate others who are not direct reports
> Excellent negotiation skills with direct experience working with vendors, clients and internal stakeholders

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Enrollment in ROTC Down 16 Percent

Nationwide enrollment in the Army's Reserve Officers' Training Corps has slipped more than 16 percent over the past two school years, leaving the program, which trains and commissions more than six of every 10 new Army officers each year, with its fewest participants in nearly a decade.

The decline includes a drop of 10 percent from the 2003-04 school year to the term ending this spring. According to the Army's Cadet Command at Fort Monroe, Va., which supervises ROTC, 26,566 students are enrolled in the program now, down from 29,618 last year and 31,765 in 2002-03, the first full school year after the Sept. 11, 2001, attacks. Pre-Sept. 11 enrollments were also higher than they are now.

At the same time, the number of officers commissioned through the program has been increasing, as students who joined ROTC three and four years ago rise to their senior year. But that increase has occurred as the Army has ridden the bubble of larger incoming classes from the beginning of the decade. Army and ROTC officials are concerned that flagging enrollments could soon strain the program's ability to meet its annual quotas for commissioned officers.

While it is unclear precisely why enrollments have dropped, Army officials and defense experts say the decline probably mirrors the problems the Army has had recruiting generally, as some potential recruits fear they will be sent into a war zone after earning their second-lieutenant bar at graduation. Some ROTC programs, such as the one at the University of New Hampshire, have seen more than 80 percent of their graduates fight in Afghanistan or Iraq over the past few years, and the Army's increasing need for young, capable officers has been drawing more ROTC graduates into the fighting ranks.

Army brass say their focus on officer recruitment is not strictly on the numbers of those enrolled, but rather on recruiting better-qualified cadets who are more likely to stay in the program and receive a commission. Maj. Gen. Alan W. Thrasher, who leads the Army Cadet Command, said the issue is "quality over quantity."

"It is a balancing act, that we want to make sure we're bringing in adequate numbers so that at the end of the day we'll be able to make our mission," Thrasher said in a recent interview. "We're always looking at our drop, but we also look at our ability to increase our retention. If we have a huge enrollment number, a large percentage will never make it past a year. . . . At the end of the day, we want to commission only top-quality officers."

Last year, the Army ROTC significantly exceeded the Army's request for 3,900 new officers. Since the wars in Afghanistan and Iraq began, commissions coming out of Army ROTC have grown from 3,308 in 2001 to 4,408 in 2004 -- an increase of 33.3 percent.

The drop in enrollment, however, concerns some campus recruiters because it could mean a deficit in years to come. ROTC factors in a fair amount of attrition when projecting how many recruits will make it to a commission at the end of their senior year. Non-scholarship students who join as freshmen and sophomores are not obligated to stay with the program; those who remain as juniors and seniors must sign contracts to join the Army upon graduation.

Edwin Dorn, a professor of public affairs at the University of Texas at Austin and a former undersecretary of defense for personnel and readiness, said defense officials should have increased their recruiting efforts two years ago.

"During Vietnam, the services lost a large number of very good but very disgruntled junior officers, and it took many years to recover," Dorn said. "The services may be creating a problem that will be with them for another generation if they don't solve the officer recruiting problem. You can't go out and hire a bunch of majors; you have to have commissioned a group of second lieutenants years earlier."

According to the Army, about 38,000 current officers were commissioned through ROTC as of last year, and more than 80 percent of them serve as majors or lower-ranking officers. ROTC graduates account for 56 percent of the more than 68,000 officers on active duty.

The Navy ROTC and Air Force ROTC programs have also experienced declines in enrollment since the surges after Sept. 11, 2001, but both programs' enrollments are larger than before the terrorist attacks. Air Force ROTC has slipped 10 percent since the 2002-03 school year -- when there was a decade-long high of 17,513 students -- but its current enrollment of 15,793 is 10 percent higher than that for the 2001-02 school year. Navy ROTC fell 1.4 percent over the past two school years.

Retired Lt. Col. Marian R. Hansen Kaucheck, recruiting operations officer at Arizona State University's Sun Devil Battalion, said her unit will commission nearly double its quota this year but that next year might not look so good. She said that to commission 20 officers into the Army, she might need 50 to 60 people enrolled at the start, figuring that nearly two-thirds of enrollees will leave the program or not meet physical requirements for a commission.

"The bottom line is, if you don't have enough enrolled in the basic course to allow for normal progression or normal attrition, if you don't start at the beginning, it's going to be hard to be successful," Hansen Kaucheck said. "For me, I understand the numbers are getting harder, which means I have to be very creative in reaching out and touching more students."

At the University of Oklahoma's Sooner Battalion, 1st Lt. Brian Lusty said ROTC recruiting has seen "a really strange couple of years." In early 2002, enrollment increased 200 percent; Lusty, a member of the Oklahoma Army National Guard, said he "looked like a recruiting stud." Then he deployed to Iraq, and upon his return, a large percentage of his recruits had fallen out of the program.

"As the war has drawn out, the numbers have gone down," Lusty said. "Parents are kind of pushing their children away from ROTC."

Maj. Martin Klein, an Army ROTC enrollment officer at Georgetown University, said his battalion, which also serves four other colleges in the District, is seeing fewer prospective cadets come through the doors. But he said those who do show up are more dedicated to serving and more likely to reach a commission. Klein said he spends half his time talking to parents about ROTC, dispelling myths, promoting opportunities available to their children and discussing the chances of serving in combat.

"What I've found is those students who are interested in our program will come to us, talk to us, engage us," Klein said. "Those students who were on the fence, they're just not coming anymore."

According to a U.S. military image study published in August, the three key barriers for prospective ROTC recruits were making a commitment to going on active duty after graduation, possibly ending up in combat and losing too many years to an Army contract.

Also mirroring general Army recruitment numbers for enlisted soldiers, African American enrollment in Army ROTC has dropped significantly over the past few years. This school year, 3,328 African American students are in the program, down 18 percent from last year and down 34 percent from a high of 5,044 in the 2001-02 school year. Army studies last year showed that the war in Iraq was more unpopular in the black community and served as a deterrent to enlisting.

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NEA, States Challenge 'No Child' Program

The nation's largest teachers union joined school districts in Michigan, Texas and Vermont in filing a federal lawsuit yesterday charging that the Department of Education has failed to provide adequate funding for the No Child Left Behind initiative.

The first-of-its-kind suit is the latest in a series of challenges to the Bush administration's signature education law, which is designed to make every student in the country proficient in reading and math by 2014.

On Tuesday, the Utah legislature voted to give priority to its own school accountability system over the federal law in the event of a conflict.

"The rebellion is growing," said Jack Jennings, president of the Center on Education Policy, a Washington-based think tank that has been tracking implementation of the No Child Left Behind law. "These actions are all ratcheting up the pressure on the Bush administration to either relax some of the requirements of No Child Left Behind or provide more money to fund it," he said.

New Education Secretary Margaret Spellings has been attempting to defuse protests against No Child Left Behind by promising a "common-sense" attitude toward interpreting the law and by broadening exemptions for disabled students. But she has been unable to bridge the gap with several states, including Utah, Connecticut and her home state of Texas, all of which are demanding greater concessions from the federal government.

"Since taking office, I have made a point of reaching out to state education leaders, and at every possible opportunity have signaled that I will be flexible and work with states to implement No Child Left Behind. But I will not do so at children's expense," Spellings said in a prepared statement. "Turning back the clock and returning to the pre-NCLB days of fuzzy accountability and hiding children in averages will do nothing to help the students who are currently enrolled in Utah's schools."

Lawyers for the National Education Association, which represents 2.7 million educators and has been at the forefront of protests against No Child Left Behind, cited a clause in the law that protects states from incurring "any costs not paid for under this Act." Opponents depict the law as an underfunded federal mandate that has imposed billions of dollars of extra spending on states.

"The principle of the law is simple," said Reg Weaver, president of the NEA. "If you regulate, you have to pay."

Bush administration officials dispute studies by several states that show they are being forced to pick up the costs of additional standardized testing required by the 2002 law. They argue that federal funding for education has increased significantly over the past five years.

"Today's announcement is regrettable," said Education Department spokeswoman Susan Aspey. "Four separate studies assert the law is appropriately funded and not a mandate."

Although several school districts have mounted legal challenges to parts of the No Child Left Behind law, the section of the statute on unfunded federal mandates has yet to be tested in court. The NEA case is likely to center on complicated arguments and conflicting estimates of the costs of the standardized tests that form the centerpiece of the accountability system promoted by the Education Department.

The case illustrates the changing nature of the rebellion to No Child Left Behind, which is shifting away from outright opposition to complaints about a lack of funding. The Republican-controlled Utah legislature dropped an earlier threat to opt out of the law completely in order not to lose tens of millions of dollars in federal subsidies for some of the state's lowest-performing schools.

Instead, states are seeking relief from certain requirements while continuing to receive federal funds. Texas, for example, has exempted 9 percent of its students from regular state tests on the grounds they are learning-impaired. Spellings has agreed to exempt as much as 3 percent of students in each state.

The new Utah law authorizes state officials to ignore provisions of No Child Left Behind that have not been fully funded by the federal government. Legislators voted for the law in a special session despite warnings from Spellings that they ran the risk of losing $76 million in federal funding.

After meeting with Spellings earlier this month, Virginia Superintendent of Public Instruction Jo Lynne DeMary said she was "very encouraged" by Spellings's more flexible attitude, particularly over required tests of disabled students. DeMary and Maryland Superintendent of Schools Nancy S. Grasmick predicted changes would lead to a sharp drop in schools failing to meet a requirement that they show "adequate yearly progress" in student test scores.

But the changes failed to satisfy several other states, including Connecticut, which is preparing a lawsuit that challenges a federal requirement that students be tested annually between grades three and eight, as well as in grade 10. According to calculations by state auditors, the mandate will cost Connecticut $8 million more than the federal government provides.

Connecticut Attorney General Richard Blumenthal delayed the suit to wait for the outcome of negotiations between state education officials and the U.S. Department of Education. But little came from a meeting this week between Spellings and Connecticut Education Commissioner Betty J. Sternberg, and Blumenthal said he expects to file the lawsuit "imminently."

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Director of Site Monetization & Testing at LegalZoom (San Francisco, California)

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Its not often you find a company that allows you to feel good about the work you do. With LegalZoom, you can. LegalZoom was founded on the simple idea of helping others"by providing the tools to navigate a complex legal system and handle common legal matters.

Were seeking bright, talented, creative people with passion to join our growing team"the kind of people who see opportunity in the face of challenge and who excel in a fast-paced, team-centered work environment. Since our founding in 2001, we continue to maintain a casual, diverse, friendly and supportive work culture that genuinely appreciates good ideas, values every team member and provides opportunities for advancement.

We offer competitive salary packages and believe in rewarding those who go the extra mile. In addition to all the basic benefits (medical, company-matching 401(k) retirement plan, flexible spending accounts, and more), we offer perks way outside the norm that make up our fun and inclusive Zoomer culture (paid birthday holiday, employee referral program, MUNI passes, casual dress code, employee appreciation events, and much more).

Located in the trendy SoMa district in San Francisco, our newest office is walking distance from restaurants, shops, art galleries and MUNI. Our headquarters are located in the Los Angeles area with another location in Austin, Texas. LegalZoom employs over 500 people.

If youre ready to grow with LegalZoom, send your resume to: employment@legalzoom.com.

Director of Site Monetization & Testing

Job Description:

This position will be responsible for traffic and site optimizations. You will also play a role in developing new optimization strategies to improve traffic quality and product monetization.

Primary Responsibilities:

Develop strategies to monetize site traffic and increase product conversion
Develop and execute multivariate or A/B tests and provide recommendations on test variations including copy, images, and layouts, as part of the optimization process
Analyze test results, provide ongoing test reporting and make data driven recommendations that drive fundamental improvements to lead generation or site experience
Manage the test pipeline and test program communications to Legalzoom.com associates and leadership
Generate operational reporting and strategic insights on all aspects of website performance and experience through web analytics, voice of customer, and competitive intelligence tools
Perform strategic analysis related to site optimization and other E-commerce strategic initiatives to identify new opportunities on the site and to design future enhancements
Drive organizational engagement in site optimization efforts through a positive, can-do attitude, exceptional insight generation, and effective relationship building and teamwork
Establish and maintain an analytics framework that will keep track of all optimizations and aid in identifying successes, failures, and interesting trends
Partner with the Marketing team to align website to all other marketing priorities
Make recommendations on process improvements and alternative solutions to meet goals
Keep up with and apply state-of-the-art data analysis tools and techniques

Qualifications:

5+ years of experience in website optimization and testing
Experience leading and monetizing high-traffic websites
Proven expertise of design, user retention, and monetization techniques
Experience conducting consumer research and A/B testing website features
Experience in advanced analytics techniques applied to online marketing and advertising, ROI for advertising campaigns, experiment design, and traffic segmentation.
Strong written, verbal and presentation skills
Experience with web analytics tools preferred
Ability to work well across the organization with a strong appreciation for product development and technical teams
Broad experience with web technologies and monetization methods
BA/BS from a top school; technical degree and/or M.B.A. preferred
Demonstrated track record of success
Well organized, results oriented self-starter with a sense of urgency mindset

LegalZoom is an Equal Opportunity Employer, dedicated to diversity.

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Online Director at Earthjustice (Oakland, California)

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Earthjustice is a non-profit public interest law firm dedicated to protecting the magnificent places, natural resources, and wildlife of this earth, and to defending the right of all people to a healthy environment. Headquartered in Oakland, California, Earthjustice has nine regional offices, an international program, a legislative team and a communications team all working to preserve our nation's natural heritage, safeguard our health, and promote a sustainable energy future. We bring about far-reaching change by enforcing and strengthening environmental laws on behalf of hundreds of organizations and communities across the country and around the world.

Position Description

The Online Director is responsible for developing, implementing, and evaluating online communications programs for Earthjustice. Develops an overall plan for electronic information management, researching and adopting new technologies and software, managing content across websites and email lists, and integrating online with offline communications. Supervises the work of the Web Producer, Web Administrator, and Online CRM Manager in implementing this plan and coordinates with staff from all parts of the organization. Works in partnership with Communications and Development staff to grow and cultivate Earthjustices online community. Tracks and evaluates online strategies and makes changes accordingly. Manages ongoing relationships with key vendors and represents Earthjustice at key industry events.

Major Responsibilities

1.Website and List Management
Develop plans for online communications and integrate online efforts with the rest of Earthjustices outreach programs;
Identify opportunities and implement strategies to reach goals related to the site and the organizations electronic list such as growth in traffic, visitor conversion to email list, deeper visitor and activist engagement, and fundraising.
Work with Communications staff to develop and manage online public outreach campaigns;
Work with Development staff in the management of the online list, on email- and web-based fundraising and relationship-building campaigns;
Work with the Marketing Director to ensure the organization and its work are being presented in a way that reflects the brands identity.
Consistently maintain and evolve the website for a high level of functionality, organization and aesthetic design, keeping the online presence updated and in order.

2.Evaluation
Use website traffic analysis to identify and manage website content and design changes that could improve performance against set goals such as visitor conversion to email list;
Work with Development to analyze data in order to set appropriate goals and objectives for management of online list;
Evaluate emerging online communications technologies and techniques.

3.Technology
Work with staff responsible for internal information management and databases to ensure integration with online databases, both in the short term and long term;
Oversee development and maintenance of online systems, including Drupal CMS and Convio CRM;
Manage relations with key vendors for online communications and oversee the use of tools they provide.

4.Management
Responsible for the work of the Web Producer, Web Administrator, and Online CRM Manager;
Manage web-related projects, coordinating goals, staff, and resources;
Responsible for development and growth of the Earthjustice website;
Responsible for creating and managing budget for web-related and technology items;
Represent Earthjustice at industry events.

Personal Requirements

Education:Bachelor's degree, preferably in English/communications, environmental studies / scientific discipline, political science, or history.

Experience:7+ years experience with using online communications to attract and retain an audience. Experience specifically with web design and development; Drupal and Convio software; online communications initiatives involving fundraising, social media, writing projects, and marketing strongly preferred. Staff management experience.

Skills:Broad understanding of Internet technology and technology application in the business environment. Interest in exploring new technologies and practices to communicate with an online audience. Excellent organizational skills. Excellent written and oral communications skills. Strong eye for design. Exceptional interpersonal skills. The ability to collaborate and work effectively with others is critical. Experience applying technology to law firms and/or nonprofit organizations. Prior knowledge of database applications, web programming, Microsoft Office applications, and graphic design applications. Knowledge of Convio software is a bonus. Strong familiarity with environmental issues and a passion for protecting the environment.

SALARY AND BENEFITS

We offer a competitive salary and an excellent benefits package. We also offer an extremely congenial work environment and a casual dress code. We are currently located block from the 19th Street BART station in downtown Oakland, Earthjustice is exploring opportunities for moving its headquarters to new offices in San Francisco or Oakland later this year.

TO APPLY

Interested candidates should submit a resume along with cover letter and references to jobs@earthjustice.org. Please include Online Director in the subject line.

NO TELEPHONE CALLS WILL BE ACCEPTED.

Earthjustice is an equal opportunity employer who encourages applications from women, people of color and other members of underrepresented groups who will contribute to the diversity of its staff.

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Sales Account Director at Engage121, Inc. (Norwalk, Connecticut)

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Engage121, Inc. provides software that enables our clients to use social media to accomplish tangible business solutions.

This sales position offered the excitement of a start-up in the red hot social media software market, with the stability of working for a profitable, 13 year old corporation.

Launched in September of 2010, our flagship social media management application signed more 140 new clients in its first year of operation. In October of 2010, one month after its launch, Mashable reported that: Engage121 is best in its class at encompassing monitoring, broadcasting and engagement.

Position includes a defined sales territory and requires strong prospecting skills.

Experience and Skills

Cultivate new relationships through high volume sales activity
Experience with sales outreach via phone, email, and social media
Poised and confident in-person presentation skills
Minimum of 3 years of sales experience
Proven ability to work strategically
Commercially astute with strong understanding of value drivers
Passionate about the customer and improving the customer experience
Motivated and self-driven
Ability to travel up to 25%
Deep personal and/or professional experience with social networks and apps.

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Industry Analyst, Customer Service/Experience at Altimeter Group (San Mateo, California)

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Were seeking an Industry Analyst who is inquisitive about disruptive technologies and how they change business and the world. Altimeter Group is a leading research-based advisory firm that provides companies with a pragmatic approach to disruptive technologies.
Job Title: Industry Analyst, Full-Time

Location: Silicon Valley, CA, or other locations in United States
Description: The Industry Analyst role is comprised of input through research and outputs through market interactions. The Analyst conducts primary research using multiple methodologies including both quantitative and qualitative to produce research reports, blog posts, speeches, and other artifacts. The Analyst also works directly with the worlds largest corporations and innovative vendors and agencies to help them leverage disruptive technologies. The Analyst applies their knowledge and thought leadership through speaking engagements, webinars, press quotes, and social media channels. The Analyst must be able to deliver pragmatic recommendations to clients, have excellent client sensibilities, and the ability to present their ideas in both written format and through public speaking.
Responsibilities

Responsible for generating client demand by publishing Open Research reports, speaking, and thought leadership
Provides advisory services to Altimeter clients through quantitative and quantitative research, in-person engagements, webinars, and other methods
Manages own client relationships, such as developing leads, nurturing relationships, and growing client engagements
Conducts research by developing a hypothesis, then testing it through interviews, vendor briefings, surveys, utilizing secondary research, and other research methods.
This role will work closely with the existing Altimeter analysts, and will interface with the Sales and Research teams, in a collaborative environment.
Requirements
A thought leader who guides perceptions, concepts, and ideas in their respective disruptive technology industry
An insightful, analytical, and curious mind " yet willing to demonstrate humility to constantly improve
Strong, impactful writing skills, and ability to be thorough yet concise
Powerful speaking skills that command attention at industry events and keynote presentations
Ability to deliver the hard truth to audiences, clients, and the industry based on their research informed perspective
Demonstrated experience in variety of media such as press, blogs, speeches, books, and social media
A minimum of 3 to 5 years of directly relatable experience in related industry
Bachelors degree in relevant industry, advanced degree preferred
Ability to travel up to 50% of the time dependent upon client needs
Must have a sense of humor " but never on Mondays as research indicates no one does
Industry Expertise
Forecasting and predicting future trends of customer service strategies and adoption across multiple industries from finance through consumer durables.
Experience in applying disruptive technologies to the customer service space such as: social media, mobile technologies, interactive voice response, interactive media, augmented reality, and an on boarding strategy to infuse whatever-comes-next. Passion to better understand the opportunity for service in the many to many social environments.
Understanding of current call-center models and the pitfalls with current deployments. Not willing to accept the status quo and a desire to embrace the next generation.
Interest in better understanding the pros and cons of different deployment methodologies: Software as a Service (SaaS), Business Process Outsourcing (BPO), Managed Services, etc
Experience developing an ROI model for customer service deployments regardless of channel
Insights and experience in how customer service metrics either align or detract from delivering true service
Why We Want to Work with You:
Altimeter Group believes in empowered individuals working together, a concept that combines both individual ownership " yet the ability to collaborate with others. We believe in both personal and corporate brands, independent analysis, Open Research, transparency, and a balance in our vendor/buyer revenues. We take special pride in our boutique, family-style culture, and are seeking the right fit for a high-powered position that will catapult your career forward.
How to Apply

To apply, please submit your resume, cover letter, and writing samples that demonstrate thought leadership to careers@altimetergroup.com.

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