Description
As part of the larger Digital Ad Operations team, your primary focus will be identifying areas to maximize digital direct revenue, optimize programmatic revenue opportunities, and drive operational efficiencies across Crain brands. Using data to analyze patterns, you will provide recommendations on how to best optimize yield to get the greatest return in revenue.
Technical and operational knowledge, including expertise in programmatic advertising, will be crucial for managing SSPs, header bidding strategies, and private marketplace deals. A strong understanding of publisher monetization strategy, along with a focus on programmatic revenue channels, will be integral in achieving and exceeding revenue goals.
Revenue Operations and can be office-based in Detroit, Chicago, or remote.
Key Areas of Responsibility
- Continuously analyze, test, and optimize yield across programmatic and direct channels to drive incremental revenue while balancing user experience and brand objectives.
- Leverage data-driven insights to identify trends, forecast revenue opportunities, and adjust inventory strategies to maximize monetization.
- Collaborate with sales, product, and marketing teams to align yield strategies with broader business goals and deliver seamless ad experiences for our audience.
- Implement and manage floor pricing strategies, inventory allocation, and header bidding techniques to ensure optimal fill rates and CPMs across demand sources.
- Develop and execute a yield optimization roadmap, ensuring that new ad products or market changes are aligned with revenue objectives.
- Work across business units to vet, prioritize, and enable new ad products and revenue-driving initiatives
- Test tech or strategy ideas and evaluate outcomes to deliver impactful changes
- Work with internal teams to execute needed ad tagging changes, implement product, or enrich technologies to improve advertising offerings
- Set up and manage programmatic advertising campaigns through various supply-side platforms (SSPs) such as Google Ad Manager (GAM), Teads, and others to optimize revenue across multiple formats.
- Monitor programmatic ad performance and implement yield optimization tactics, including floor price adjustments, header bidding strategies, and private marketplace (PMP) deals.
- Analyze and provide insights on programmatic demand partners, working to onboard new SSPs or exchanges that align with business goals.
- Troubleshoot and resolve issues related to ad serving, discrepancies, and revenue leakage in programmatic campaigns.
- Manage inventory management processes
- Document processes, develop workflows, and train internal and brand teams as needed
- Manage relationships with Ad Ops vendors as needed
- Troubleshoot ad units and monetization issues as they arise
- Act as key resource for ad hoc questions from internal teams
- Performs other related and ad hoc duties as assigned by management
- Ensure compliance with privacy regulations (GDPR, CCPA) and maintain best practices for data collection, targeting, and audience segmentation in programmatic efforts.
Requirements/Qualifications
- 3 years of experience in programmatic advertising, digital ad operations, or yield management within a B2B publishing or media environment. Strong familiarity with publisher ad monetization models
- Experience with GAM, Jeeng, Teads, or other related ad tech.
- Enjoy and adapt to an ever-changing landscape and growing responsibilities
- Ability to self-manage time and complete commitments
- Proven expertise with sell-side platforms (SSPs) such as Google Ad Manager (GAM), Teads, or similar programmatic tools.
- Experience in implementing and managing header bidding strategies and private marketplace (PMP) deals.
- Strong knowledge of inventory management, yield optimization techniques, and programmatic auction dynamics (open exchange, PMP, direct deals).
- Hands-on experience with ad troubleshooting, including identifying and resolving discrepancies in programmatic ad performance and revenue attribution.
- Familiarity with data privacy laws (GDPR, CCPA) and how they impact programmatic advertising strategies.
- Solid analytical skills, with the ability to extract actionable insights from programmatic ad performance data and adjust strategies accordingly.
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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About Crain Communications:
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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.
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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.
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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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