As part of the larger Digital Ad Operations team at Crain, your primary focus will be supporting our digital business as a technical expert as well as working with our trafficking team to troubleshoot and implement new products and technology. In addition, you’ll be responsible for other areas such as ad system management, digital product maintenance, providing analysis, driving strategy for our portfolio, and collaborating with team members across Ad Ops and other departments. The Ad Ops Manager role is integral to help our Digital Ad Operations team and Crain Brands to achieve their goals.
This position reports to the Director, Revenue Operations and can be office-based in Detroit, Chicago, or remote.
Key Areas of Responsibility
- Work with internal teams to execute needed ad tagging changes to implement product or enrich technologies to improve advertising offerings
- Work across teams to vet, prioritize, and enable new ad products and revenue-driving initiatives
- Act as key resource for ad hoc questions from internal teams
- Work proactively and collaboratively to ensure and validate campaign success
- Troubleshoot escalated campaign issues
- Train internal and brand teams on technology or processes as needed
- Maintain digital products in ad server and manage communication around changes
- Manage relationships with Ad Ops vendors
- Collaborate on inventory management
- Monitor and analyze key revenue & performance metrics
Requirements/Qualifications
- Minimum 3 years of experience in Digital Ad Operations
- Experience with GAM, Jeeng, Teads, or other related ad tech.
- Experience in CMS systems (Arc and/or Drupal preferred)
- Understanding and troubleshooting ability for rich media, video encoding, HTML, HTML5, JavaScript.
- Familiarity with ad serving constituent technologies (ad server logic, redirects, pixels, etc.)
- Familiarity with online ad serving concepts (CPM, CPA, etc.)
- Familiarity with DMP, ESP, CRM and ticketing systems
- Familiarity with behavioral targeting, audience segmentation and programmatic sales a plus
- Exceptional relationship management and communications (written and verbal) with proven track record of cross team collaboration
- Strong analytical and problem-solving skills.
- Knowledge of and enthusiasm for emerging media and technology
- Must have the ability to multitask and think creatively in a fast-paced work environment
- Enjoy and adapt to an ever-changing landscape and growing responsibilities
- Ability to self-manage time and complete commitments
This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.
Pay Transparency Disclosure:
The estimated base salary range for this position is $70,000 - $80,000.
The final salary offering will take into account a wide range of specific and relevant factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions.
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#full-time
About Crain Communications:
Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.
Environmental Demands
Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.
- An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
- A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
- A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
- Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.
Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.
Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.
Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.
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)
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