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About the Role
Ad Age seeks a director to lead the editorial side of sponsor-supported programs, fostering a stronger collaboration between the newsroom and Custom Ad Solutions. This role involves applying editorial judgment, audience insight, and operational discipline to sponsored content, events, research, awards, and programs built around Ad Age's intellectual property. The director will serve as the primary liaison between editorial and commercial teams, shaping credible ideas, defining the newsroom's involvement, guiding projects through review, and safeguarding Ad Age's standards and editorial independence. The ideal candidate is an experienced editor and confident relationship manager capable of making sound decisions, enhancing processes, and representing Ad Age publicly and with clients.
Responsibilities
- Serve as the newsroom's primary partner to Custom Ad Solutions for programs requiring editorial expertise, review, talent, or intellectual property.
- Transform commercial opportunities into credible, audience-focused concepts and clear editorial requirements, including realistic roles, timelines, and approvals.
- Review and edit sponsor-supported content, research, and event materials for relevance, accuracy, and Ad Age standards.
- Establish guidelines for sponsor involvement, disclosure, conflicts, and newsroom participation, escalating or declining work as necessary.
- Host and moderate sponsored roundtables, panels, interviews, and webinars, developing insightful questions and substantive discussions.
- Collaborate with editorial, events, and commercial leaders to develop responsible extensions of Ad Age rankings, awards, research, franchises, and expertise.
- Coordinate newsroom participation, protect editorial capacity, and optimize the intake and approval process for efficient workflow without disrupting core journalism.
Requirements
- Significant experience in editorial partnerships, sponsored or branded content, custom content, or a newsroom role with substantial commercial collaboration.
- Strong editorial judgment and the ability to differentiate valuable thought leadership from promotional content.
- Excellent writing and editing skills for event concepts, moderator materials, articles, research narratives, and client-facing copy.
- Proven ability to work effectively with sales, events, marketing, legal, commercial content, and senior editorial leaders.
- Strong project and stakeholder management skills, including clarifying ambiguity and advancing complex projects.
- Confidence interacting with clients and senior executives, with experience hosting or moderating on stage and camera.
- Ability to manage competing priorities and tight deadlines with calm, direct communication.
- Knowledge of advertising, marketing, and media, or the capacity to quickly gain industry fluency.
Skills
- Editorial judgment
- Audience insight
- Operational discipline
- Relationship management
- Project management
- Stakeholder management
- Client interaction
- Public speaking
- Moderation
- Writing
- Editing
- Communication
Location
- New York City
Work Type
- Hybrid
- Full-time
Experience Level
- Mid-level
Salary/Compensations
- $130,000 to $150,000
Benefits
- Retirement plan savings contributions
- Bonus opportunities based on individual and company performance
About the Company
- Ad Age is a daily must-read for decision makers and disruptors in the marketing and media landscape.
- Founded in 1930, Ad Age is known for its objective, accurate, and fair coverage of the industry.
- The brand focuses on curated creativity, data and analysis, people and culture, and innovation and forecasting.
- Ad Age offers industry-leading products including print editions, events like the A-List & Creativity Awards and Ad Age Small Agency Conference, and proprietary data like the Leading National Advertisers Report.
Equal Opportunity
- 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)