Digital Marketing Specialist

Burr & Forman LLP, an Am Law 200 firm with over 350 attorneys, seeks qualified candidates for their

Digital Marketing Specialist

position in

Atlanta, GA; Birmingham, AL; Charlotte, NC; Columbia, SC; Greenville, SC; Nashville, TN; Orlando, FL; or Tampa, FL . This hybrid role reports to the firm’s Director of Marketing. We offer a full range of benefits including medical, dental and vision insurance, life and disability insurance, 401(k), profit sharing, and generous paid time off.

OVERVIEW

The Digital Marketing Specialist supports the firm’s growing need to connect with clients, prospects, and talent on its various digital channels. This position guides the firm in leveraging social media (with an emphasis on LinkedIn), email marketing, and the firm’s website to increase brand awareness, generate new business opportunities, and deepen client engagement.

KEY CONTRIBUTIONS

Oversee the content creation process, provide content creators with SEO recommendations, and work with the Marketing Coordinator to publish content to the website and via email. Develop integrated digital marketing campaigns that drive engagement in the form of increased online conversation and traffic to the firm’s website. Collaborate with internal and external partners to develop image, audio (podcast), and video content for use across digital channels. Draft news announcements for promotion across the firm’s digital owned properties. With a pulse on emerging trends, test and optimize new content and campaign ideas that generate increased brand reach. Collaboratively manage the firm’s social media program with the Marketing Coordinator. Plan content, monitor conversations, and manage digital communities. Develop and maintain a social media content calendar as well as content that adheres to brand standards and editorial and content guidelines. Identify emerging conversation trends and potential reputation management issues that may impact the firm and/or attorneys. Measure results across the full range of digital vehicles to drive growth and make recommendations based on results. Conduct competitive intelligence to monitor the use of social and digital media. Perform other duties as assigned. THE ESSENTIALS

Bachelor’s Degree in marketing or communications preferred. Work experience in lieu of a degree will be considered. 5+ years of applicable marketing or agency experience. Prior law firm or professional services industry experience preferred. Knowledge and experience of digital marketing and content development best practices to drive innovation in these areas. Experience working within Asana a bonus. Detail oriented, analytical, and adaptable. Ability to manage multiple projects, balance competing priorities, and work efficiently under the pressure of meeting multiple deadlines with frequent interruptions. Ability to write clear and compelling content appropriate for digital platforms. Experience using publishing, reporting, and listening tools similar to Sprout Social, Google Analytics, Siteimprove, etc. Familiar with web CMS platforms to create and publish website content. Experience with managing and executing email campaigns. Familiar with podcast or video production process, including recording and editing.

EOE/M/F/Vet/Disabled

Burr & Forman is an equal opportunity employer and is committed to recruiting, hiring, developing, and promoting lawyers and staff without regard to age, race, color, religion, sex, national origin, military and protected veteran status, sexual orientation, gender identity or expression, transgender status, sex stereotyping, or disability.

Please view Equal Employment Opportunity, E-Verify, and other related posters at www.burr.com/careers/working-at-burr.

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)