Wednesday, May 25, 2011

Assistant Account Executive: COVERGIRL / CGAA

Great entry-level opportunity with PR agency -- Marina Maher Communications. Looking to add someone with multicultural marketing experience to their Cover Girl African-American account. This would be an amazing experience for a recent college grad (with at least 2-3 relevant internships under their belt) who shares a deep love for beauty and ethnic culture and diversity.
The job posting and instructions for applying are below. If you know anyone that may be interested, please encourage them to apply! The closing date is June 4.


Assistant Account Executive: COVERGIRL / CGAA

The AAE will provide support to Account teams and develop/maintain systems
to ensure efficient management of the account; organize and maintain account
files, binders and product storage items; draft and format documents;
participate in team meetings and record meeting minutes. AAE’s effectively
respond to client needs and requests at their supervisor’s direction and
proactively clarify assignments.
Assistant Account Executives regularly shows strong initiative and good
judgment and are proactive in bringing issues and possible solutions to
supervisory attention. They foster teamwork and actively participate in
staff meetings.
As an AAE, you will offer ideas for events, creative mailings, programs;
contribute research; maintain media lists; keep up with current events &
trends; begin building relationships with target media in cooperation with
the Media team; coordinate media outreach efforts (e.g. mailings) and
follow-up to secure placements.
Finally you are responsible for processing vendor invoices and P.O.’s in a
timely manner as well as developing working relationships and negotiating
with respective vendors.
To Be Considered
You must have previous internship experience and passion for public
relations efforts on large consumer brands, preferably in the Beauty
category. Proven experience with multicultural marketing is required, with
an emphasis on marketing to the African American community.
Internal Applicant Policy:
The objective of the selection process for open roles at MMC is to assess a
candidate's merits and to select the strongest candidate for the position.
Like an external candidate, an internal applicant must meet the role
requirements. Role requirements and expectations are outlined in a role's
job description. Internal applicants will be assessed on criteria such as PR
/ Media technical aptitude, experience and overall fit for the position.
As part of the recruitment process HR and the Hiring Manager will take into
account feedback from current managers and current and prior performance
reviews as well as business implications of a person transferring from their
current role at MMC.
This policy is applicable to all full-time MMC staff.
How to Apply:
MMC welcomes applications from both internal and external applicants.
Internal applications will be accepted by HR in confidence and should
include a statement of interest in the role as well a copy of your resume.
Please direct your application to
External applications should be sent to
After a preliminary discussion with HR, all internal applicants will discuss
their interest with their current manager. Your application will also be
discussed with the hiring manager and others involved in the recruitment
If internal applicants are successful after an initial review of an
application, they will be required to undergo the recruitment process for
that specific role including interview with the Hiring Manager.
The recruitment process for each role varies but will be similar to
recruitment process for an external applicant. There may be exceptional
circumstances where decisions are made to fill internal vacancies without
opening the role up to internal applications and/or without interviews where
there is a suitable internal candidate who has already been identified as
suitable for the position, small candidate pool and/or time constraints.
If you are a successful internal applicant, the exact date for transfer to
your new role will determined on a case by case basis by the current
manager, hiring manager and HR and, will depend heavily on the business
needs of both teams.

Contact Name: Kate DiChristopher

Contact Department: Human Resources
Contact Phone: 6826
Posted On: May 19, 2011 5:22PM
Start Date: May 19, 2011
Closing Date: June 4, 2011

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