by The Talent Group | Aug 11, 2026
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Compensation: $125K–$160K, based on experience, plus bonus opportunity
The Talent Group is partnering with a growing healthcare marketing agency to find an experienced Omnichannel Marketing Director who can turn complex pharmaceutical marketing challenges into connected, measurable customer experiences.
This is a strategic role for someone who understands that omnichannel marketing isn’t about simply adding more channels. It’s about understanding the patient or HCP journey, identifying the moments that matter, and determining how channels, content, data, and engagement should work together to move an audience toward action.
The Opportunity
You’ll lead omnichannel strategy across pharmaceutical and healthcare brands, translating business objectives and audience insights into actionable engagement plans.
You will:
- Build integrated patient and HCP journeys across CRM, email, SMS, web, paid media, social, print, field communications, and experiential
- Identify key audience moments, barriers, triggers, and opportunities for engagement
- Define the role each channel should play within the broader customer journey
- Establish KPIs and use data and insights to measure and optimize programs
- Partner with creative, content, media, analytics, technology, and account teams
- Lead strategic conversations, workshops, and presentations with clients
- Ensure strategy translates into executable, MLR-ready programs
The role requires someone who can move comfortably between the big picture and the details, from mapping an entire customer journey to determining the channel, trigger, KPI, or message needed at a specific moment.
What We’re Looking For
- Strong pharmaceutical omnichannel, CRM, digital, engagement, or marketing strategy experience
- Deep understanding of U.S. pharmaceutical marketing and patient and HCP engagement
- Experience designing connected journeys from awareness through conversion, adherence, nurture, and ongoing engagement
- Knowledge across CRM, email, SMS, web, media, social, field, print, and live or virtual experiences
- A strong measurement mindset and ability to connect strategy to business outcomes
- Confidence presenting to clients and leading strategic workshops
- Ability to collaborate across creative, content, media, analytics, technology, and client services
- Experience with patient support services, adherence, specialty or rare disease, market access, or CRM-driven engagement would be particularly valuable.
Most importantly, we’re looking for a strategist who can answer the question: How do we create a connected experience that gets the right message to the right audience at the right moment, and know whether it’s working?
Apply Now
by The Talent Group | Aug 11, 2026
Compensation: $150K–$225K, based on experience
The Talent Group is partnering with an established brand experience agency to find a VP, Creative Director to lead high-impact experiential work for major global brands.
This is an opportunity for a senior creative leader who thrives at the intersection of big ideas, storytelling, live experiences, client leadership, and execution. You should be as comfortable developing the concept as you are selling it to senior clients and partnering with multidisciplinary teams to bring it to life.
The Role
You’ll work across B2B conferences, live events, immersive experiences, brand activations, and integrated campaigns, partnering closely with creative, strategy, account, production, and technology teams.
You will:
- Develop big, strategically grounded experiential concepts
- Lead creative vision from initial idea through execution
- Translate complex brand stories into memorable audience experiences
- Present and sell ideas to senior and C-suite clients
- Collaborate across creative, production, strategy, account, and technology
- Contribute to pitches and new business opportunities
- Explore how AI and emerging technologies can enhance experiential work
- Raise the creative bar while remaining hands-on
The position begins as a senior individual contributor with significant creative authority and has the potential to grow into people leadership over time.
What We’re Looking For
- Senior Creative Director or VP-level creative experience
- Deep experiential, events, and brand experience expertise
- Strong B2B conference and live event experience
- An outstanding portfolio demonstrating conceptual thinking and integrated storytelling
- Executive-level presentation and client leadership skills
- Experience taking experiential ideas from concept through execution
- New business and pitch experience
- Curiosity about AI, immersive technology, and emerging creative tools
- A collaborative, low-ego leadership style
Most importantly, we’re looking for someone who combines creative vision with business thinking. Someone who can command a client room, inspire a creative team, and still want to get into the work.
by The Talent Group | Aug 11, 2026
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Compensation: $125K–$160K base range, based on experience, plus bonus opportunity
The Talent Group is partnering with a growing healthcare marketing agency to hire a Director of Content who can help shape the strategic direction of content across a portfolio of pharmaceutical and healthcare brands.
This is an exciting opportunity for a senior healthcare copy and content professional who is ready to move beyond simply creating the work and have a greater voice in what the content should say, why it matters, and how it connects across the customer journey.
The role sits at the intersection of content strategy, messaging, creative leadership, and pharmaceutical marketing. You’ll help establish the strategic foundation for the work while partnering with copy, design, digital, strategy, omnichannel, and account teams to bring it to life.
For someone who has built a career in pharmaceutical copy and content and is ready to step into a broader strategic leadership role, this could be a particularly compelling next move.
What You’ll Do
- Lead Pharmaceutical Content Strategy
- Raise the Bar for Content & Creative
- Stay Close to the Work
- Work Across the Customer Journey
- Navigate Pharmaceutical & MLR Requirements
What We’re Looking For
The strongest candidates will bring a background in pharmaceutical advertising, healthcare communications, content, or copy, ideally within an agency environment.
We’re particularly interested in people who have progressed from hands-on writing into increasingly strategic and influential roles.
You’ll Ideally Bring:
- Significant pharmaceutical advertising or healthcare communications experience
- A strong foundation in copywriting and/or content development
- Experience developing messaging strategies, content frameworks, or broader content ecosystems
- A portfolio demonstrating strong healthcare or pharmaceutical work
- Understanding of patient, caregiver, HCP, and/or access communications
- Experience across digital and traditional marketing channels
- Exposure to pharmaceutical MLR processes and regulated communications
- Strong presentation skills and confidence discussing strategy with clients
- The ability to influence creative teams without relying on formal reporting authority
- Comfort working across multiple brands, projects, and priorities in a fast-moving agency environment
Experience with patient support services, patient adherence, patient engagement, or rare disease communications would be particularly valuable.
Who Will Thrive in This Role?
This role is for someone who has developed deep expertise in pharmaceutical content but is increasingly asking bigger questions:
- What’s the strategy behind this?
- How does this message connect to the broader patient or HCP journey?
- Are we creating individual tactics, or are we building a connected content experience?
- How can we make this work both compliant and genuinely useful?
Interested?
If you’ve built your career in pharmaceutical copy or content and are ready to have a larger strategic voice in the work, we’d like to hear from you.
Apply Now
by The Talent Group | Aug 11, 2026
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Compensation: $125K–$160K base range, based on experience, plus bonus opportunity
The Talent Group is partnering with a growing integrated healthcare marketing agency to hire an experienced Account Director with a strong background in pharmaceutical marketing and client services.
This is an opportunity to join a healthcare practice that is growing through both new client wins and expansion within existing accounts. The Account Director will serve as a senior client partner, helping pharmaceutical clients solve complex marketing challenges while leading integrated agency teams toward smart, effective solutions.
A significant portion of the work centers around patient support and patient adherence, helping pharmaceutical brands create programs, communications, and experiences that give patients the information and support they need throughout their treatment journey.
We’re looking for someone who understands the nuances of pharmaceutical marketing, knows how to navigate complex client organizations, and can operate as both a trusted client advisor and an effective internal advocate for the client’s business.
What You’ll Do
- Own Senior Client Relationships
- Shape Account & Brand Strategy
- Lead Across Integrated Agency Teams
- What We’re Looking For
Must-Haves
- Significant agency-side account management or client services experience
- Strong pharmaceutical or closely related regulated healthcare marketing experience
- Demonstrated success managing complex accounts and senior-level client relationships
- Experience developing and delivering integrated marketing strategies
- Ability to understand a client’s business challenge and translate it into an actionable marketing approach
- Experience working across multiple marketing channels, which may include email, web, CRM, SMS, direct mail, print, media, social, events, and experiential
- Strong presentation and communication skills
- Confidence navigating complex client organizations and challenging conversations
- Ability to work effectively across creative, strategy, account, and delivery teams
Particularly Valuable
Experience in any of the following would be especially relevant:
- Patient Support Services (PSS)
- Patient adherence or patient engagement programs
- Pharmaceutical brand marketing
- Medical, Legal and Regulatory (MLR) environments
- Patient and caregiver communications
- Medical device marketing within a highly regulated environment
- Multi-channel or omnichannel healthcare marketing
- MLR experience is valuable, but you do not necessarily need to have personally managed every aspect of the submission process. What’s more important is understanding how regulated pharmaceutical marketing works and being comfortable operating within those parameters.
Apply Now
by The Talent Group | Aug 11, 2026
If you’re starting a job search, you may be wondering whether you should add LinkedIn’s green “Open to Work” banner to your profile picture.
As a recruiter, I get asked this question frequently, particularly by experienced professionals who want recruiters to know they’re open to opportunities but aren’t sure they want to advertise their job search publicly.
My answer is: there isn’t one right approach for everyone.
The better question is whether displaying the Open to Work banner supports the way you want to position yourself in the market.
Before deciding, it helps to understand what the feature actually does, how recruiters use LinkedIn to find candidates, and the potential pros and cons of making your job search public.
What Does “Open to Work” Mean on LinkedIn?
LinkedIn gives job seekers two different ways to indicate that they are open to new opportunities.
You can make your Open to Work status visible to everyone on LinkedIn, which adds the recognizable green #OpenToWork frame around your profile photo.
Or you can indicate that you’re open to opportunities privately to recruiters, without displaying the green banner publicly.
That distinction is important because you don’t have to choose between being completely invisible and announcing your job search to everyone.
If your primary goal is simply to make it easier for recruiters to find you, the recruiter-only setting may accomplish what you need.
What Are the Benefits of Using the Open to Work Banner?
There are several good reasons to make your job search visible.
1. It tells people immediately that you’re available
The biggest benefit is simple: visibility.
A recruiter, hiring manager, former colleague, client, or professional connection can immediately see that you’re open to discussing a new role.
That can lead to conversations that might not have happened otherwise.
2. It can activate your professional network
One of the most overlooked parts of a successful job search is your existing network.
Your next opportunity may not come from someone actively recruiting for a position. It could come from a former colleague who sees your profile and thinks:
I know someone she should talk to.
By making your job search public, you give your network permission to help.
3. It can be useful when you want to accelerate your job search
If you’ve been laid off, your company has gone through a restructuring, you’re completing a contract, or you simply want to find your next opportunity quickly, increased visibility can be valuable.
In those situations, I generally wouldn’t let concern about appearing “too available” prevent you from using a tool that could expand your reach.
Being available for work is not the same thing as being less valuable in the market.
What Are the Potential Downsides of the Open to Work Banner?
This is where the decision becomes more nuanced.
1. Perception can still influence hiring
Should employers judge a candidate differently because they are actively looking for work?
Ideally, no.
But recruiting involves human beings, and human beings bring perceptions and biases into the process.
For certain positions, particularly at the senior and executive level, there can still be a subtle difference in how someone who is visibly seeking a job is perceived versus someone who appears to be selectively considering opportunities.
That doesn’t mean you should hide the fact that you’re looking. It means you should think strategically about how you want to position yourself.
2. It may not be necessary
If your goal is primarily to appear in recruiter searches and let recruiters know you’re receptive to opportunities, you can accomplish that without displaying the public banner.
For many experienced professionals, this is the option I recommend starting with.
Turn on Open to Work for recruiters, make sure your LinkedIn profile is optimized for the roles you want, and be proactive about connecting with recruiters and people in your industry.
3. More visibility doesn’t always mean better opportunities
Making your availability public can increase the number of messages you receive.
Unfortunately, quantity and quality are not the same thing.
You may receive outreach about positions that are significantly below your level, outside your area of expertise, or nowhere near your compensation expectations.
That doesn’t make the Open to Work feature ineffective. It simply means that increased visibility can come with increased noise.
Should Senior-Level and Executive Candidates Use the Open to Work Banner?
For many mid-to-senior-level and executive candidates, my preference is usually to start with the recruiter-only Open to Work setting rather than immediately adding the public green banner.
Why?
Because at that level, your LinkedIn profile should ideally communicate something more specific than simply I’m looking for a job.
It should communicate:
This is what I’m exceptionally good at. This is the kind of business problem I solve. And this is where I can create value next.
That positioning gives recruiters and hiring leaders a reason to contact you beyond the fact that you’re available.
There are exceptions.
If you’ve recently been laid off, are actively transitioning industries, have completed a consulting engagement, are relocating, or have a large and engaged professional network, the public Open to Work banner may absolutely make sense.
The decision should support your circumstances rather than follow a blanket rule.
Will the Open to Work Banner Help Recruiters Find You?
Potentially, but this is where I think job seekers sometimes focus on the wrong thing.
Recruiters don’t simply search LinkedIn for people with green banners.
When I’m conducting a search, I’m looking for candidates whose experience matches the problems my client needs someone to solve.
That means your LinkedIn headline, job titles, keywords, industry experience, skills, accomplishments, and career story matter tremendously.
If I’m searching for a VP of Marketing with experience scaling a B2B SaaS company, the fact that someone is Open to Work is useful information.
But first, I have to find that person.
And then their profile has to convince me that they’re relevant to the search.
That’s why optimizing your LinkedIn profile is usually more important than deciding whether to display the green banner.
What Should You Do Before Turning on Open to Work?
Before changing your LinkedIn status, look at your profile through the eyes of a recruiter who knows nothing about you.
Within 10 or 15 seconds, can I tell:
- What you do?
- What level you operate at?
- What industries or markets you know?
- What you’re particularly good at?
- What kinds of problems you’ve solved?
- What results you’ve delivered?
- What type of opportunity would logically make sense next?
If those answers aren’t clear, I would work on your LinkedIn positioning before worrying too much about the Open to Work banner.
Because being more visible only helps if the right message is visible.
My Recommendation as a Recruiter
If you’re employed and quietly exploring opportunities, I would generally start by turning on Open to Work for recruiters only.
If you’re conducting an active job search and want your network working on your behalf, consider using the public Open to Work banner.
If you’re a senior executive, think carefully about your positioning and the market you’re targeting. You may decide the recruiter-only setting gives you the visibility you want while maintaining a more selective public presence.
But I wouldn’t make the decision based on fear that the green banner somehow makes you an undesirable candidate.
A strong candidate is still a strong candidate.
The Bigger Question: How Are You Positioning Yourself?
After years of recruiting, I’ve found that job seekers often spend a lot of energy on relatively small tactical decisions:
Should I use Open to Work?
Should my résumé be one page or two?
Should I apply through LinkedIn or the company website?
Should I message the recruiter?
Those questions matter, but they’re secondary to a much more important one:
When the right recruiter or hiring manager finds you, is it immediately clear why they should want to talk to you?
That’s where a strategic job search begins.
The goal isn’t simply to tell the market that you’re available.
The goal is to make the right people understand why you’re worth contacting.
This version is better suited to your website because it answers several related search queries within one article while keeping your recruiter perspective front and center. It can also become a strong LinkedIn post by trimming the explanatory sections and linking readers back to the full article.
