Digital Editor
Description
Ad Age is seeking a meticulous and adaptable Digital Editor to join our dynamic newsroom team. In this role, you’ll work closely with reporters and editors to refine stories ranging from quick-turnaround breaking news to in-depth features and annual projects. With a sharp eye for accuracy, a passion for clarity and a commitment to editorial excellence, you’ll play a key role in shaping high-quality content that resonates with our audience.
This is a full-time position, preferably based from our Manhattan office. Could also be based in another Crain office or remote from a home office that is in one of the states Crain does business in. (AZ, CA, CO, FL, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.) Will work ET hours.
Responsibilities
- Help plan daily site and content schedules with editorial leadership
- Copy edit, proofread, schedule and publish stories on AdAge.com
- Regularly update and optimize homepage content
- Ensure all copy adheres to Ad Age editorial standards and style guidelines
- Partner with reporters to strengthen digital storytelling, headlines and presentation
- Write, test and optimize headlines and display copy
- Coordinate with the design team on story visuals and media assets
- Collaborate with editors and reporters to package stories for maximum impact across digital platforms
- Build, test, schedule and distribute newsletters, including alerts, dailies, weeklies and special editions
- Use audience data and performance insights to inform editorial decisions and improve content presentation
- Assist editors and reporters with CMS-related workflows and troubleshooting
- Serve as backup for the Managing Editor when needed
Qualifications
- Three+ years of experience editing in a fast-paced digital publishing or newsroom environment
- Strong copy editing and proofreading skills with exceptional attention to detail
- Ability to manage multiple priorities and work efficiently under deadline pressure
- Experience editing a range of news-driven content accurately and consistently
- Basic knowledge of HTML
- Familiarity with AI tools and a thoughtful approach to using them to improve newsroom workflows while maintaining editorial standards
- Strong headline writing skills and a feel for digital storytelling
- Understanding of how imagery, video and embedded media enhance editorial content
- Comfort working within CMS platforms and digital publishing workflows
Preferred Qualifications
- Knowledge of the advertising, marketing and media industries
- Experience working in B2B media or trade publishing
- Experience in a news-driven editorial organization
- Familiarity with web analytics and audience performance tools
- Knowledge of AP style
This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.
Pay Transparency Disclosure:
The estimated salary range for this position is $70,000 to $80,000.
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.
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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)