Editor @ Crain Communication

Journalism (3)
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Description

Ad Age is seeking a results-driven editorial leader to oversee day-to-day newsroom operations and guide our editorial team in producing best-in-class journalism on the advertising, marketing and media industries. This leader will be responsible for execution, management, and operational excellence, serving as the right hand to the Editor-in-Chief. The ideal candidate thrives at managing people and processes, translating strategy into action and ensuring editorial excellence across platforms.

Key Responsibilities
Editorial Leadership & Operations

Oversee day-to-day newsroom operations, ensuring content consistently meets Ad Age’s high journalistic standards.
Translate big-picture goals into actionable editorial plans across digital, print, newsletters and events.
Take a hands-on role in editing critical stories, newsletters and special projects, ensuring alignment with editorial standards and brand voice.
Manage the editorial calendar and prioritize coverage to align with business objectives and audience needs.

People & Workflow Management

Supervise and mentor reporters and managers to foster a high-performance newsroom.
Lead daily editorial meetings, serving as the main point of contact for editorial staff.
Streamline workflows and optimize efficiency across digital publishing, print deadlines and events.
Hold teams accountable while creating a collaborative and innovative culture.

Audience Growth & Engagement

Partner with analytics, product and social teams to refine content distribution strategies.
Leverage audience data, SEO insights and performance metrics to inform editorial decisions.
Identify opportunities for new editorial products, data-driven journalism and multimedia storytelling.
Support subscription growth through audience-first editorial execution.

Key Qualifications

Proven Editorial Leadership: 10+ years in journalism, with strong newsroom management and editing experience.
Business & Industry Savvy: Deep understanding of advertising, marketing, media and technology.
Strong People Management: Skilled at mentoring editors and reporters, motivating teams and fostering accountability.
Operational Excellence: Track record of optimizing workflows, overseeing editorial calendars and delivering content at scale.
Audience-Centered Thinking: Experience leveraging analytics, SEO and audience insights to drive engagement and subscriptions.
Industry Presence: Comfortable moderating panels, representing Ad Age at events and maintaining relationships with industry leaders.

Ideal Candidate Profile

A seasoned editorial manager who excels at execution and team leadership.
Someone energized by the day-to-day operations of a fast-moving newsroom and motivated by producing consistently excellent journalism.
A trusted partner to the Editor-in-Chief—capable of running the newsroom so leadership can focus on long-term vision and growth.
A collaborative, respected leader who inspires staff, drives performance and ensures Ad Age maintains its position as the leading authority in advertising and marketing journalism.

Pay Transparency Disclosure:

The estimated salary range for this position is $150,000 to $165,000.

The final salary offering will take into account a wide range of 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 and bonus opportunities based on individual and company performance.

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Brand Overview:

Ad Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.

Created in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.

From vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, Ad Age Small Agency Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.

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 donein “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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