Overview

Rise Interactive (http://www.riseinteractive.com), a rapidly growing full service interactive advertising agency, is looking to hire a Manager, Programmatic. We are looking for a detail-oriented, highly motivated and tenacious individual that is excited about getting involved in an entrepreneurial company with an expanding Fortune 500 client base.

Summary and Scope

The Manager, Programmatic is responsible for effectively supervising a team and set of clients with a focus on accuracy, growth, and innovation. This individual will act as a subject matter expert on Programmatic strategy and execution, assuming a client facing role during pre-sales activity and enterprise-level client meetings. As a supervisor, the Manager, Programmatic will oversee employee development and retention, including training and goal setting. Additionally, this individual is an expert at process/project management to efficiently create processes that can be scaled across multiple accounts or teams. This role will be involved in the oversight of other Rise channels when required.

Responsibilities:

  • Responsible for managing a team of direct reports across all Rise locations.
  • Accountable for all aspects of team oversight, including: employee onboarding, employee training, employee performance (accountability and behavior), employee retention.
  • Overall control of workflow and assigned responsibilities within their pod. Oversee the progress of all projects and provide assistance, where necessary, to assure timely completion.
  • Ensure that projects are produced completely, correctly, and efficiently.
  • Onboard, maintain and grow assigned client base; coordinate with Account Management & Media Strategy on long term strategic roadmap.
  • Develop programmatic campaign targeting and measurement strategy, ensuring it  aligns to the client’s business goals; oversee strategy implementation across all programmatic mediums (display, video, native, digital audio, CTV, digital out of home)
  • Develop action plans for achieving and measuring campaign success; Identify KPIs, processes for measurement, and optimization strategies.
  • Own performance accuracy for campaign execution, optimization, and insights for all assigned clients.
  • Quickly and tactfully troubleshoot employee and client issues.
  • Develop processes to help improve efficiency of the team. Scale processes across greater Programmatic practice.
  • Keep agency counterparts and clients up to date on industry trends and technology partners, seeking out opportunities to vet and test new technologies.
  • Research, vet and test technology partners to refine Rise tech stack and drive performance for clients.

Required Skills:

  • Bachelor's degree required
  • 2-4+ years programmatic experience 
  • Demonstrates excellent verbal and written communication skills with experience presenting media strategy directly to internal and external stakeholders
  • Experience creating clear and concise media proposals (media plans, media strategies, powerpoint presentations) that showcase thought leadership and creative thinking
  • Detail Oriented: ability to execute digital media campaigns flawlessly while providing robust insights and analysis
  • Developed multiple processes that impacted the profitability/efficiency of an account/team
  • Establishes themselves as trusted resource by developing relationships with key internal and external stakeholders 
  • Understands technical nuances associated with various media buying platforms in order to improve client results
  • Possesses leadership skills necessary to independently manage potential issues and manage up concerns
  • Platform Expertise: Google DV360, Google CM360, The Trade Desk, Google Ads, etc.
  • Google Documents/Microsoft Office (Excel, Word, PowerPoint) proficiency

Apply

* Indicates required field
Choose file
Choose file
Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in this company’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.