Description
Come and grow with us in a collaborative team-based role. As part of the Crain’s Chicago Business Sales Team, you will aid with solutions to grow new business and help our account executives through the sales process of our digital, print, and customized solutions, from start to finish.
A Sales Assistant at Crain’s Chicago Business must have a problem-solving mindset and go-to attitude. We are looking for someone who is not afraid of sharing new ideas to make sales administration more streamlined and successful for sellers. This position is based out of the downtown Chicago office with a hybrid in-office schedule.
Responsibilities:
- Help sales directors and account executives through meeting all deadlines related to sales targets.
- Proactively create ways to streamline sales managers and account executives’ efforts and create better internal and external information flow.
- Provide direct support to sales managers and account executives in day-to-day operations while focusing on big picture ideas, communicating with AEs on what can or should be done in the best interest of the client and Crain Communications
- Provide direct support and outreach to clients and account heads by offering insight on package deals, campaign performance and key markets.
- Assist in preparation for sales calls including helping with sales material creation: Craft compelling sales presentations, brochures, product data sheets, and marketing collateral.
- Develop a solid and trusting relationship with key accounts and top clients by having a complete understanding of their needs
- Perform monthly competitive analysis by tracking competitors’ paging and research missed business
- Lead Generation: Actively engage in diverse outreach strategies to tap into new client bases.
- Generate maximum revenues for the company through proper planning and strategies applied on particular advertising deals.
- Work with sales managers and account executives to complete RFPs, contracts and program re-caps
- Field all questions of the customer regarding advertising or promotional activities followed for the concerned advertising deal.
- Ensure plans that have gone to order will deliver in full and take necessary steps to do so.
- Understanding the paperwork process, including scheduling ads, completing layouts, handling adjustments, discount and billing discrepancies
- Establish strong business relationships and act as liaison with clients’ counterparts and internal departments, including Traffic, Marketing, Accounting and Research
- Enter orders, traffic and accounting data in a timely manner. Process revisions, fixed programming and made goods, compare traffic confirmations to AE’s / client’s original order instructions
- Assist Account Executives on gathering details, organizing information, and producing proof-of-performance campaign recaps
- Work closely with the traffic hub to schedule promotional assets
- Assist in resolving key issues and complaints
- Customer Database Management: Assist sales managers and account executives in maintaining meticulous records of customer interactions, sales trends, and prospective leads.
- Support the sales directors with certain administrative tasks
- Organize and schedule weekly, monthly, quarterly sales team meetings
- Organize and schedule client meetings per the sales director’s requests
- Pull scheduled and ad-hoc sales reports per the sales director’s requests
- Be resourceful and responsive to the need of the sales department
Skills:
- Customer service-oriented and able to interact professionally and articulately with clients over the phone, in writing, over web meetings, and in person. Every ad sales assistant mainly performs their work by assisting all advertising professionals in their organization. Hence, strong interpersonal skills are one of the major skills required for this work. Furthermore, advertising sales assistant function also entails some functions such as providing customer care services as per the requirement.
- Strong attention to detail and organizational skills and be comfortable working to deadlines. As advertising work is related to specific deadlines associated with particular project and client, organized behavior can significantly help the team to meet all deadlines in time and with desired results.
- Good communicator and the ablility to develop and maintain relationships. The advertising sales assistant must possess strong communication skills (written and verbal both) to project confidence to both clients and internal teams.
- Must possess a positive attitude and a willingness to learn.
- Proficiency in MS office, salesforce.com, Naviga to manage work and report results in an organized manner.
Experience:
- At least 2 years working in advertising sales support environments
- Publishing, advertising agency, and/or B2B experience is a plus
This position is non-exempt under the Fair Labor Standards Act and is eligible for overtime pay.
Pay Transparency Disclosure:
The estimated salary range for this position is $50,000 to $65,000.
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:
For more than 30 years, the sole mission of Crain’s Chicago Business has been to provide local business news and information to Chicago’s most influential executives. In print, online, through in-person events, mobile or video, Crain’s Chicago Business is Where the Who’s Who Read What’s What.
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About Crain Communications:
Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.
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)
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