As Managing Editor, you’ll lead online content development for a soon-to-be launched fashion & lifestyle media platform. You’ll need to prove your capabilities both as an editorial visionary producing top-quality content and as a strong motivator with a knack for hiring and managing a team of talented content producers (both on-site and remote).

You revel in the speed and tempo of running up-to-the-minute editorial. You know what works on the web and are a true believer in content — a modern Editor who knows what’s au courant and adapts accordingly. You’ve got a solid media pedigree, working in the ranks of established publishers and/or well-trafficked sites.

You understand how to drive the development of online content from concept through launch and beyond.

Responsibilities:

• Work closely with Product Management to solidify the vision and develop roadmap for a brand new concept site
• Develop the voice, tone and mix of content to fulfill the overall editorial strategy
• Hire and manage a team of content creators including editors, writers and producers
• Craft the editorial calendar to ensure original, articulate, compelling and differentiated content including hands-on content creation and production
• Collaborate with the designers and implementation team to create tools, applications and site features to enhance editorial
• Liaise with other teams within the company to cross-functionality and cross-promotion via content
• Build a distinct and loyal user base and generate high levels of engagement
• Collaborate with PR team to promote and represent the company through various media outlets
• Support the sales team by using content and the site as a whole to support advertising initiatives and revenue opportunities

Requirements:

• Minimum of five years of editorial and product experience
• Minimum of three years of online content management experience
• Outstanding verbal and written communication skills
• Experience in building and managing a team of editors, writers and content producers
• Strong awareness of Social Media (Twitter, Facebook) as a tool for brand building, audience expansion and engagement
• Sound knowledge of content creation, content management systems, and user interaction in an online environment
• Experience in using research and data to help guide decision making
• A background working at news, lifestyle or women’s sites that comes with a solid network of industry contacts including PR professionals, fellow editors and fashion industry stars on the rise
• Comfortable in an entrepreneurial environment; expectations are high but autonomy can be sweet
• Passion for fashion, lifestyle, shopping and digital media

Bonus Points:

• Experience in using data and analytics to drive specific initiatives and outcomes
• Understanding of how to drive engagement and site traffic through SEO
• Experience in producing audio (podcast) and video content for the web

How to Land the Job:

Your cover letter should show off your editorial voice and tell us why you’re the next digital stylista, e-fashion rockstar. Please include the reasons for your interest in the position, desired salary range and indicate if you have references from content writers you’ve managed.

Do you have a portfolio of sites – either complete makeovers or new launches – that you were a part of? Have you built a personal blog or other content sites from the ground up? Tell us how you made them successful.

Include editorial clips and tell us where you tweet!

About us:

Still in stealth mode, Red Relish is the new business unit of a well-funded leader in the online fashion and soft goods space headquartered in Silicon Valley. The goal of Red Relish is to gain a large, loyal reader base by establishing itself as an authority on the latest fashion, celebrity, and lifestyle trends – from Madison Ave to Main Street.

Send your cover letter and resume to jacquie@like.com.

Interweave Press, a unit of Aspire Media, is one of the nation’s largest craft media companies with businesses in magazine and book publishing, interactive media, broadcast programming, and events for craft enthusiasts.

Job Title:

Email Marketing Manager

Summary of Responsibilities:

This position is primarily responsible for facilitating the accomplishment of Interweave’s vision and values by maximizing the revenue resulting from Interweave opt-in email lists through the optimum and sustainable promotion of Interweave products.

Values inherent to success in the position:

• Demonstrating warmth, personality, directness, voice, vulnerability and care with customers, co-workers, and vendors
• Creating high quality, innovative work product that enhances the lives of customers and/or co-workers
• Remembering and acting with the knowledge that customer satisfaction encompasses both external customers and co-workers and is our highest and most important objective in completing and accomplishing our daily tasks
• Leveraging technology, personal development, and organizational skills to continually enhance productivity
• Setting and attaining measurable objectives in your day-to-day activities
• Gaining trust and respect by working with integrity, openness, unity, honesty and balance
• Putting common goals ahead of personal interests
• Sharing ideas and best practices to foster an environment of mentoring and encouragement
• Understanding that change is inevitable and embracing it with positivity and openness
• Continually seeking to improve oneself and business practices to facilitate a nimble and creative environment
• Respecting yourself and others

Organizational Relationships:

Team: Consumer Marketing and emedia

Reports to: Audience Development Manager

Relationships:  Internal: Marketing managers (eCommerce, Consumer Marketing, Product Marketing); Enewsletter editors; emedia production

Essential Functions of the Job:

Includes the following and additional duties may be assigned depending on the needs of the company:

1. Utilizing past results, marketing manager and editor input and email best practices for copy, design, list segmentation and offer, ensure email promotions for Interweave products directed to Interweave opt-in lists to maximize short term and longer term revenue.
2. Designing, executing, evaluate and implementing regular testing programs to all email lists, resulting in a continuous improvement in email best practices and results.
3. Strict Adherence to CAN-SPAM regulations.
4. Developing and managing the email promotion process assuring that all email promotions are sent accurately and in accordance with established timeframes.
5. Insuring that revenue from both editorial and promotions are optimized by utilizing best practices for direct marketing promotion and ‘endorsement’ selling.
6. Effectively promote offers specific to SEO premiums, monitoring list growth as a result of campaign success.
7. Maximize the revenue from available web and email marketing banner ad positions through the use of effective analysis, scheduling and creative approaches.
8. Identifying, developing and utilizing appropriate metrics to evaluate and maximize the effectiveness of all promotions.
9. Developing and managing the budgets, schedules and production processes associated with all email and house banner ad promotions.

Skill Set:

General:  Strong combination of creative and analytical skills to both create promotions and analyze them, strong project management skills to achieve promotion mail dates and schedule adherence while working with internal groups, and attention to detail to insure promotions are accurate (copy and links) and meet schedules

Subject matter knowledge:  2+ years on-line direct marketing experience, demonstrated experience to develop and manage email promotion budgets, demonstrated experience utilizing email best practices, knowledge of special interest craft or niche markets in a multi-platform media company

Communication skills: Excellent interpersonal, written and verbal skills a must

Education and/or experience: B.S. in marketing, communication or a related field and/or 2 or more years of experience in direct online marketing. 

Technology: Intermediate experience with Microsoft Office (emphasis on Excel and Outlook) and experience with web analytics software.  Basic HTML experience a plus

This full-time job is located in Loveland, CO. Please send your resume to jeddy (at) interweave (dot) com.

An Outline of our Online Editor & Publisher – How to Set Measurable Goals for your Online Team

In the more than three years since last we shared our goals and metrics for the Mequoda Daily team, the job description for our Online Editor has changed with the times (and the times have been a changing).

Our previous Online Editor, Kim Mateus is now Senior Partner in charge of Mequoda Education Services. Kim is responsible for research and content development for all public Mequoda System training programs including our new self-paced Mequoda Pro online training program and our twice-a-year Mequoda Summit live events.

Kim also works with new and existing clients to help assess their Internet marketing objectives and design training and consulting programs to increase their online revenues and profits. Kim blogs for Mequoda Daily once a week and works with Amanda to manage content development for all Mequoda System books, special reports and online seminars.

Amanda MacArthur, who started as our Creative Director, is now Online Editor & Publisher for the Mequoda Group. Amanda writes many Mequoda Daily blog posts and edits the rest.

Amanda also coordinates the constant day-to-day research that drives the twice-a-year updates to our Mequoda System best practice skills and works with Kim managing content development for all Mequoda System books, special reports and online seminars.

For the upcoming April Summit, the Mequoda System is getting a major update with the addition of four new best practice skills… so Amanda and Kim are very busy right now.

Both Kim and Amanda share the goal of building the Mequoda Daily email subscriber list to 15,000 by year-end 2009 while generating an average of $80 in annualized revenue per subscriber.

Amanda’s job description is the prototype I use when I create a new job description for a client who is hiring an online editor or online editor & publisher.

As we recently updated Amanda’s job description with our 2009 goals and some tactical specifics that I think you’ll find interesting, I thought I’d share it with you so you can compare it with the job description for the person who runs your online publishing business on a day-to-day basis.

Online Editor & Publisher Job Description

Professional Mission: Amanda’s mission is to help periodical, book and online publishers make money on the Internet by teaching them the 12 best practice skills for online publishing and marketing via all viable information product formats and platforms.

Specific Responsibilities: Amanda is responsible for all editorial and marketing content for Mequoda Group online, print and event products. She works with Mequoda Daily Subscribers, Mequoda Pro Members, Mequoda Advisory Board Members and the other members of the Mequoda Research Team to illuminate, update and promote the Mequoda System: 12 Essential Skills for Making Money Online in A Web 2.0 World.

Key Metrics: Amanda’s key metrics are active Mequoda Daily email subscribers and the annualized revenue per active Mequoda Daily email subscriber.

2009 Strategic Objectives

Grow the Mequoda Daily subscriber database to 15,000 by year-end 2009 by providing the highest quality user experience with available resources.

Generate an average of $80 in net revenue for each active Mequoda Daily subscriber via the sale of Mequoda Group information products.

2009 Strategic Goals

1. Content Management: Email and post 260 plus brief articles on Internet marketing and online publishing for Mequoda Daily covering the 12 Mequoda System best-practice skills for making money online while producing and promoting related Mequoda Group information products.

2. Organic Marketing: Initiate and manage all SEO, PR and link-building campaigns for all network content pages. Build and maintain relationships with print editors and industry association staff. Maximize website to email conversion rates using all forms of website conversion architecture.

3. Community Development: Read and coordinate responses to all user posts, email and calls. Participate in related online communities to build links and good will. Manage LinkedIn and Twitter content distribution and dialogue.

4. Online Metrics: Monitor online analytics and reporting systems to maximize overall Mequoda System performance including our Key Metric Dashboard, Wordpress, Google Visibility Reporting, Google Analytics, Google Optimizer, OpenX and Email Performance Reporting.

How about you?

How similar or different is this job description for the person who manages your online business unit?

Which of the above objectives, goals or activities is most important? Is there anything missing in the job description?

Join Kim, Amanda and myself at the Mequoda Summit to discuss the strategies, tactics and challenges for growing a successful online business using the Mequoda System: 12 Essential Skills for Making Money Online in a Web 2.0 World.

It has gotten much easier to find great online editors to run new Mequoda Systems each year and 2009 is off to a great start. With 21 systems up and running – and six more launching in the first six months of 2009, I spend a lot of time interviewing, testing and training new recruits.

Last week I was astounded twice in one day by the same online editor candidate.

Mequoda Online Editors Must Know Their Subjects Cold

For starters she was articulate, experienced and holds a PhD directly related to the topics that will be covered by this new B2B healthcare website. This did not astound me, as we get a lot of very talented folks who want to run their own online publishing and marketing system. Most are print editors who are getting out of print to move into the world of online publishing. Many made the move to online a few years ago and are now ready to run their own show.

Knowing How Things Work on the Web is Helpful

The candidate first astounded me in the interview with her familiarity with Jon Kleinberg’s Hubs and Authorities Theory, which was groundbreaking, by putting web pages and websites into two classes: Authority pages, sites or pages which are rich in content, and Hubs, which hyper-link to many Authorities and other Hubs.

The Mequoda System Theory is a related derivation, which uses 3 Authority and 6 Hub webpage templates to build websites that are both Hubs and Authorities in their subject area and thus do very well in the search engine rankings.

Or put simply, Mequoda System Theory allows us to build websites that rank better in Google than websites 10 or even 100 times their size in terms of web pages.

A knowledge of Kleinberg’s HITS algorithm, Google PageRank and other principles that underlie how we build media websites and how the web functions is a plus in an online editor candidate that we don’t often see on anything but high-tech website launches. We know that online editors need to know their subject matter cold and it’s best if the readers in the subject area also know them.

“To know and be known is a must for any start-up,” a VC once said to me. Hence, I was astounded when I asked the candidate if she was familiar with Kleinberg’s theory… and she said, “sure”. We proceeded to discuss its implications for internal and external link building within a Mequoda System.

The Second in a Class of Two

Soon she was off to take the writing test we give every prospective online editor candidate. I’ve administered the test for sites we own and for dozens of clients over the past 10 or so years. She is the second of two to ace the test. And thus I was happily astounded for the second time in one day.

Online Editors, Publishers and Marketers Welcome!

If you’d like to learn more about the secrets of great media website architecture, online content development, link building, plus hiring and training rock star editors to make your media website soar, join me and the Mequoda Research Team at the next Mequoda Summit. There will be in-depth presentations about getting the job done, lively discussions of winning and losing tactics we’ve tried and perhaps a chance to be astounded once or even twice.

Register for the Mequoda Summit now >>>

May the source be with you!

• More on Jon Kleinberg
• More on the HITS algorithm
• More on the PageRank Algorithm
• More on the Mequoda System Theory

How to use a social networking site to find your next job

Most of us at the Mequoda Group have joined LinkedIn, its one of our best practice examples. You too are probably a member of a popular social networking site, but possibly wondering how to use it to its full potential.

Apparently, you are not alone. In my research of the LinkedIn network, I came across the book I’m on LinkedIn, Now What??? A Guide to Getting the Most Out of LinkedIn by Jason Alba.

Alba has more tips than time allows, so let’s focus on career advancement. How can LinkedIn, or any other social networking, help you find your next online publishing job?

• Publishing – over 100 posts for this category
• Online Publishing – over 60 posts for this category
• Online Publishing in the Greater New York City area – 10 posts

Increase your visibility

You may not have thought of using a social networking site as a resource in your job hunt.

Consider this, the more connections you make, the larger your network will grow. The larger your network, the more likely you are to be seen, asked for advice, given a recommendation, and so on.

So start searching people out, former colleagues, classmates, teammates, etc. It’s not called social networking for nothing. Alba has the right idea:

“The job page also shows me how many connections I have inside the hiring company – which is very powerful. Imagine if every job posting you looked at on Monster told you exactly who you need to talk to and let you know how you might know (or could know, with a few introductions) to network your way closer to that job!”

Background check

Once you have an interview scheduled, look up the company. What are current and past employees saying about the company? How’s their turnover? Do you already have connections within the company?

Next, if you know who will be conducting your interview, look them up. How many “degrees” are they from you? Has anyone recommended them? Do you have mutual acquaintances? It’s a great icebreaker!

Keep in mind this works both ways, a potential employer may look you up before interviewing or hiring.

View the results of the user poll “Will you use LinkedIn to find your next job?” and read more in I’m on LinkedIn, Now What??? A Guide to Getting the Most Out of LinkedIn by Jason Alba

In a smaller online publishing business, the people you hire are one of the major keys to your success. Those who don’t possess the qualities of an entrepreneur are unlikely to last very long in your business. The print-to-online transition usually means saying goodbye to 9-5 and hello to 2am blog corrections.

If you want to learn more about your employees, offer them the option to learn more about their personality type with the Myers Briggs MBTI personality test. The results of the test indicate 16 distinctive personality types and will also help you determine how to communicate more effectively with your staff.

Our best Mequoda System Team Leaders (publishers, general managers and editors) tend to have have an S and a J in the their profile. Both make them suitable for a job that is fact based, data driven and systemic.

Success online is often defined by what media organizations choose not to do. No organization will succeed online if they don’t focus on a targeted amount of content generation, audience building and revenue models and master them before adding more complexity to their online business system. XSXJ types tend to do this better than XNXP types.

At Mequoda, 3 of the 4 partners are XSXJs. Only our Managing Partner (Don Nicholas) is an ENTJ and he admits “I have to be managed carefully by the other three partners to avoid over-committing Mequoda Group as an organization. The ‘pull to do more’ versus ‘do what we do better’ generates a positive tension inside our organization that, to date, has kept Mequoda focused and growing rapidly.”

The key is to know yourself and your team members by type, to respect them for who they are and for who they need to be, in order to become an effective member of the team.

In the coming weeks and months, we’ll dig a little deeper into the MBTI test to help you determine the best personalities for different roles at your company.

By now you should know that the definition of an online editor is not that different from an online marketer. In fact, if your online editors don’t have a little marketing in their blood, your online business could be at risk in the coming years (if it isn’t already).

Ten years ago, marketers were responsible for positioning products to sell, while editors were focused on producing great content. Online, the two are one in the same. You can’t be a profitable online business if no one finds your content or is enticed to buy your products. This is why we say that every editor must also be a marketer.

Last month we published an article that you all seemed to love on how to find and hire an Online Managing Editor. We’d like to follow it up with a couple superstars we know that are doing a great job at managing the editor/marketer hybrid position.

Craig Better,
Managing Editor
GolfVacationInsider.com

What does he do? Authors blog, email newsletter and free special reports at GolfVacationInsider.com.

Where did he come from? Prior to joining Golf Vacation Insider, Craig was a highly sought-after freelance writer who contributed to GOLF Magazine, Travel + Leisure Golf, Maxim Magazine, USAToday.com, and co-authored Zagat Survey’s book, America’s Top Golf Courses.

New White Paper: Learn the 9 Online Content Business Models To Turn Your Print Publication into an Online Media Business by downloading our FREE Internet Business Models and Strategies white paper.

Sandi Wiseheart
Managing Editor
KnittingDaily.com

What does she do? Authors blog, email newsletter, free downloadable patterns and facilitates the online community at KnittingDaily.com.

Where did she come from? A passionate knitter, crocheter, beader, weaver, and spinner, Sandi worked for four years at Interweave, first in the editorial staff for Interweave Knits and Interweave Crochet, and now as the host on Knitting Daily.

Ken Beaulieu
Chief Content Creator
fuelNet.com

What does he do? Authors blog, email newsletter and free special reports, PLUS fuelNet paid monthly newsletter, paid books and paid reports at fuelNet.com

Where did he come from? Ken Beaulieu started his journalism career as an intern at The Boston Globe. After working as a reporter for The Lowell Sun and The Lawrence Eagle-Tribune newspapers, he held positions as Communications Director at Killington and Sunday River resorts. Ultimately, he returned to publishing and has been with Pohly for almost 12 years.

We chose these three online editors because they understand the balance of their editorial and marketing duties. The most primal of these duties is to write great content while selling a product. Remember, this is reason why you spent money on building your Internet Hub—to increase revenue, not just to chat.

Know how to negotiate your pay from a position of strength, armed with documentation of your accomplishments, your value to your organization and market research on salary comparisons in your industry. Here are four pointers on how to ask for a raise—and what to do if the boss says no.

1. Do your homework first

Make sure you can document some tangible work-related reasons that warrant a raise, and give a realistic picture of ways your work will continue to benefit the organization.

Also, know where you stand in the marketplace. Analyze salary surveys of your industry in your geographic area, and contact trade groups or professional associations for the latest employment trends and salary data. Tip: You’ll find a list of some of the best online salary surveys in Salary Negotiating 101, a special report from Business Management Daily.

2. Be aware of salary and raise ceilings

Perhaps your organization has implemented a salary freeze or imposed a maximum percentage for any annual increase. If so, know what those figures are before you approach your boss to ask for a raise.

If you can demonstrate that you have taken on many new duties and enjoy a good working relationship with your boss, he or she may be willing to argue with upper management that you deserve a raise exceeding your organization’s ceilings.

Note: The latest national salary surveys predict U.S. employers in 2009 will hold salary increases at about 3.8%. But employers will be willing to give out higher merit increases to their highest performers—in some cases, 5.6%, according to Mercer’s 2008/2009 U.S. Compensation Planning Survey.

3. Lay out your case using these presentation tips

• Start with a point you and your boss can agree on. You might say, for example, “I think we can feel good that customer satisfaction has soared, thanks to the changes we’ve made.” This approach sets up a cooperative atmosphere for the negotiation.
• Present a solid record of your accomplishments and rely on it as your key negotiating tool. Note especially those extra projects that you took on and the initiative you showed in going above and beyond your narrow job description.
• Keep your tone positive. Present your raise as a win-win situation. You’ve demonstrated your professionalism; now, more money will help you devote more energy and enthusiasm to your work.
• Name a figure without waiting for your boss to take the lead. Be aware of any salary ceilings at your company, but aim high.
• Don’t latch onto the first offer. If your boss offers a raise of any kind, you have won a victory that you can probably make even better. If the offer isn’t enough, say so and then wait quietly for the next offer.
• End on a positive note. If you are leaving the session with a raise in hand, ask when it will take effect. If you haven’t been successful, ask when you and your boss can discuss the issue again.

4. Be prepared to get past the ‘no raise’ barrier

Here are the four most common objections you’re likely to hear from a boss and how to counter them:

Objection 1: “A raise would put you above your job category maximum.”

Advice: If you’re doing outstanding work, point to your industry’s pay scale. Don’t compare your pay to others in your company. Letting the higher-ups know what you’re worth on the outside can help increase your value on the inside.

Objection 2: “You already earn more than anyone else in the department.”

Advice: Frame your reply this way: “I may be making more than the rest, but don’t you agree that if I work harder and accomplish more, I should be paid more?

Objection 3: “The company’s had a bad year.”

Advice: If that’s true, you probably should be happy with a small raise. But it doesn’t hurt to dig deeper if your performance is good. Ask when things are expected to turn around and what impact that would have on salaries. Faced with an ironclad ban, ask about rewards in other forms, such as more vacation or flexible hours.

Objection 4: “I’d like to give you more money, but odds are a raise won’t be approved.”

Advice: This answer signals an unbridgeable gap for now. So ask your boss to outline specifically what you have to do to merit a bigger raise. Then establish a timetable for evaluation.

For more information on this subject, download Salary Negotiating 101, a special report from Business Management Daily.

Ten years ago, marketers were responsible for positioning products to sell, while editors were focused on producing great content. Online, the two are one in the same. You can’t be a profitable online business if no one finds your content or is enticed to buy your products. This is why we say that every editor must also be a marketer.

But there are plenty of other traits that make up an Online Managing Editor superstar. Besides the classic skills like their attention to detail, strong grammar, project management and creativity, there are less obvious personality traits you need to think about.

First let’s talk about the personalities that don’t fit the kick-ass Online Managing Editor description:

The “Print Guy/Girl”: A strong print portfolio doesn’t transfer online as easily as you might think. Print editors don’t need to think about SEO or selling anything. Your Online Managing Editor needs to write every article with both of these things in mind.

The Casual 9-5er: In online publishing, nothing is 9-5 anymore. Business hours don’t close, just like your website doesn’t close. When sudden news arrives that is detrimental to your audience, you need someone who not only is available, but also is willing to go the extra mile in order to post the content and satisfy your audience.

The Ego-Centric Journalist: A journalist over-confident in his work is less likely to adapt to your style guide. Just the same, when your style guide changes or your company starts moving forward in new directions, your Online Managing Editor should embrace it, not resent it.

The Disciplinarian: Someone who reminds you of what their job entails and what they “won’t do” is not a superstar of anything. Online publishing is an ever-changing platform. Someone who joins your team in the fall, will likely be doing something slightly different by the springtime or summer. Adaptability to change is key.

On the other hand, here are the most desirable traits you will find in a kick-ass Online Managing Editor :

The Casual Marketer: Some editors just have marketing blood in them, and some need to be trained. Either way, an Online Managing Editor with copywriting experience or at least a background in information marketing will understand the relevance between great content and revenue potential.

The Go-Getter: Your Online Managing Editor should enthusiastically reach out to other Online Managing Editors and be able to find mutually beneficial relationships. Exchanging promotions, links and other trade-offs will expand your reach and build your audience. Your Online Managing Editor should understand that audience development is part of their job.

The People Person: Your Online Managing Editor is the voice of your articles and blogs and will be the personality of your brand. A strong desire to engage, both online and off, with your readers is a benefit that your audience will see right away.

The Sales-Driven Writer: This might depend on your compensation package, but an Online Managing Editor that is driven by sales is more likely to “write to sell”. A Online Managing Editor that will not accept bonuses dependent on how much they sell is not confident in their ability to do it.

The Social Media Junkie: The more in touch with social media your Online Managing Editor is, the more likely that folks in that space will trust their content, thus the more likely they will be to link to it and recommend it to others.

If you’ve already found your superstar, congratulations! If not, don’t worry, finding the right Online Managing Editor is hard work, but it’ll pay off!

Responsibilities include:

• Working with web and marketing team to
  • assist in developing strategy
  • help build brand awareness
  • coordinate implementation
  • web vendor selection and relationship management
• E-mail marketing campaigns
  • writing email marketing copy
  • coordinating internal and external resources
  • tracking results
• Building the e-marketing database
  • writing sign-up marketing copy
  • coordinating with web producer to market sign-ups
  • ensure compliance with CAN-SPAM and best practices
  • find opportunities for cross-registration and sign-up links from other websites
• Increasing web sales through creation of special offers and cross-marketing programs
  • identify web marketing best practices
  • write marketing copy for site, order confirmations, etc.
• Increasing search engine rankings
  • find opportunities for links from other sites
  • work closely with SEO company and HHP web producer
  • keep abreast of developments in web marketing

Minimum Requirements:

• 5+ years related e-marketing experience. 
• BA/BS degree in Marketing, Business or other related field is strongly preferred. 
• Experience in direct marketing on web and electronic sales, and solid understanding of web analytics required. 
• Must be familiar with web/electronic marketing technologies. 
• Candidate should be experienced communicator and team player focused on growing the business.      

Interested parties can send their resume to Donna Dewitt at DDeWitt (at) staywell (dot) com.