Ad Operations Marketing Coordinator

About TheaterMania.com

Founded in 1999, TheaterMania and WhatsOnStage are digital platforms for theatre and live events in North America and the UK and both are part of AudienceView. We publish listings, news, reviews, features, interviews and video, we sell tickets, and we connect the theatre and performing arts industry with a large consumer audience in the United States and the United Kingdom.

TheaterMania and WhatsOnStage are made up of people who believe wholeheartedly in the power and magic of live events. Come transform live entertainment with us.

AudienceView/TheaterMania is a legal employer in Chile that hires employees directly there. AudienceView is compliant with the Chilean payroll, benefit and vacation laws and policies. This position is open to candidates who are currently residing in Chile with a legal work status.

Why we'd want to work with you

As Ad Operations Coordinator, you will run the day-to-day delivery of advertising campaigns for both brands: building and sending email promotions, trafficking display campaigns, checking that everything is live and pacing properly (and reporting back results).

The job is split across both logos, so you will be working with clients and teams in multiple timezones, supported by our Marketing & Ad Ops Specialist and the wider commercial team.

What you'll do

Email and newsletters (Daily)

• Build and send email promotions and newsletters in Salesforce Marketing Cloud and WordPress, working with the ad sales and editorial teams at both brands.
• Request advertising assets from clients, and send them tests for approval with enough time left to make changes before the send.
• Proof copy and test every link before a campaign goes out.

Ad trafficking (Daily)

• Build and traffic campaigns in Google Ad Manager
• Set up and monitor paid social campaigns on Meta.
• Monitor delivery and pacing against what has been booked, flagging potential under-delivery early enough that we can do something about it.
• Troubleshoot ad serving errors, reporting discrepancies and broken creative to the appropriate stakeholders.

Reporting (Weekly)

• Pull campaign results together into a clear report for the Account Executives.
• Talk through results at post-campaign review, with support from the Account Executives on benchmarks and what to recommend next time.

General (Daily)

• Keep the advertising and editorial promotions calendar up to date (Asana).
• Keep up with new ad products, formats and regulations.
• Add to the training documentation as new products launch.

What you'll need

• One to two years of experience in at least one of the following areas: ad operations, campaign management or digital marketing
• Hands-on experience with some kind of ad server. Google Ad Manager is what we use, but experience with a comparable platform is fine
• Experience using an email marketing automation platform. Salesforce Marketing Cloud is what we use
• Basic HTML knowledge, or a willingness to learn.
• Outstanding organisation skills, the ability to keep several campaigns moving at once without dropping any of them is incredibly important
• Clear written and spoken communication with clients and colleagues in English

What success looks like after your two months

• You own email builds accurately and on time.
• You own digital marketing campaigns accurately and on time.
• You deploy campaigns without error.
• Post-campaign reporting goes out to Account Executives within 7 days of campaign flight.

Few people tick every box on a list like this. If most of it sounds like you and the rest sounds like something you'd love to learn, we still want to hear from you.

Why work at AudienceView/TheaterMania

• Our work helps bring live experiences to life. From Broadway tours and symphony performances to music festivals, museums, universities, attractions, and community events, our software helps organizations of all sizes connect people with unforgettable experiences every day.
• We're fans, not just vendors. Our teams include former box office staff, front-of-house crew, local musicians, season ticket holders, arts advocates, and lifelong eventgoers. That shared passion for live experiences is at the heart of everything we do.
• You'll solve meaningful challenges at scale. Supporting over 2800 organizations and millions of ticket buyers means working on complex, rewarding problems. Whether it's powering major on-sales, improving the patron experience, or helping clients grow their audiences, you'll see the impact of your work firsthand.
• We're remote-first with a live-events heart. Work alongside globally based colleagues who share a genuine passion for the arts, culture, sports, entertainment, and live experiences that bring people together.
• Diversity and inclusion are paramount to building our culture. The data is abundantly clear that diverse teams are more successful because they offer different perspectives, increased innovation, faster problem-solving and higher employee engagement among other benefits.

How we hire — our run of show

No black holes and no endless rounds. Here's the run of show, so you know exactly what's coming and when:

• Screening & Resume Review: Our Talent Acquisition team will evaluate all resumes and select candidates for a video screening call for 30 minutes.
• Hiring Manager Interview (30 minutes): Meet with the hiring manager to speak in detail about your relevant experience and learn more about the role.
• Meet More of the Team (30 minutes): Meet more team members to learn more about the work culture and expectations.

Every interview is held face-to-face over Microsoft Teams with a member of our team on camera. If we interview you, we will tell you whether a hiring decision has been made for this role within 45 days of your last interview.

How we use artificial intelligence in hiring

We use AI in one place only. Our hiring team may use Microsoft Copilot to transcribe interviews and draft interview notes, so that interviewers can concentrate on the conversation instead of typing. You will always know before any recording or AI note-taking begins, and you can ask us to take notes manually instead — it will not affect your application.

We do not use AI to screen, assess, rank or select applicants, and no automated system makes a hiring decision at any stage. Every shortlisting, interview and offer decision is made by people on our hiring team.

Equal opportunity, inclusion and accessibility

Diversity and inclusion have always been at the core of our values at AudienceView. A diverse workforce with wide perspectives and creative ideas benefits our clients, the communities where we operate, and all of us as colleagues. We welcome applications from qualified people of every background.

We are committed to an accessible hiring process and provide accommodations and adjustments to applicants with disabilities on request, at every stage of recruitment and employment.

How to spot a genuine AudienceView offer

AudienceView does not offer employment to anyone without first ensuring that qualified candidates speak directly with a member of the hiring team. All qualifying conversations take place face to face over Microsoft Teams. We do not make offers of employment without meeting candidates, we never make an offer by text message, and we never ask candidates to pay a fee. If you are asked for personal or financial information by text, or before you have met a member of our hiring team, please disregard it.

Ready to join the show?

If this role sounds like your kind of show and your experience lines up with what we’re looking for, we’d love to hear from you. We’re grateful for every application we receive; however, only qualified candidates selected to move forward in our hiring process will be contacted.