Advertising Sales Executive - Ad Age

Description

At Ad Age, we don’t just report on the advertising industry — we shape it. With a paid-subscriber audience, bold editorial, and industry-defining events, Ad Age is where marketers, agencies, and innovators connect with the insights and audiences that matter most.

Why now: This is an exciting time to join Ad Age as we expand how leading brands engage with our award-winning editorial, premium events, and custom content platforms.

The Opportunity

We’re looking for an integrity-driven, high-energy Sales Executive who thrives on turning ideas into impact — and on winning new business. You’ll lead with ideas that open new doors, identifying untapped opportunities, building relationships from the ground up, and designing smart, cross-platform programs that deliver measurable results.

This isn’t a rate card role — it’s a chance to bring bold, multi-channel solutions to life across digital, content, live events, and subscriber engagement.

Compensation: Competitive base salary ($90K–$140K) + commission and bonus opportunities, with strong earning potential for high performers.

Location: U.S. based
We are hiring a U.S.-based Sales Executive. Candidates may be located anywhere in the United States where Crain Communications is able to employ. Will work a hybrid schedule from one of our offices if residing within a commutable distance.

What You’ll Do

• Actively prospect and build a strong pipeline of new business.
• Grow and retain existing accounts through strategic partnership.
• Create innovative, multi-platform solutions tailored to client goals.
• Collaborate with editorial, events, marketing, and digital ops teams to deliver results.
• Manage the full sales cycle with transparency and accountability.
• Sell media and marketing solutions across the Crain portfolio of brands.

What We’re Looking For

• 5+ years in advertising/media sales, with proven success in enterprise-level, consultative selling.
• A self-starter who thrives on identifying new opportunities, opening doors, and building long-term partnerships.
• Track record of exceeding sales targets and driving revenue growth.
• Creative thinker and storyteller with excellent presentation skills.
• Integrity-driven and detail-oriented, with strong follow-through and accountability.
• Salesforce CRM, Smartsheet, and MS Office expertise a plus.

Why Ad Age

• Join a brand that gives you the freedom — and the tools — to chase big ideas and close big deals.
• Sell one of the most influential and recognized brands in advertising and media.
• Access premium audiences and high-value accounts.
• Enjoy hybrid work flexibility and a family-owned company culture that values creativity and results.
• Competitive base + commission with strong upside.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated base salary range for this position is $90,000-$140,000, in addition to being eligible for a sales commission plan.

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:

Ad Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.

Created in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.

From vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, Ad Age Small Agency Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.

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 donein “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)