What are the responsibilities and job description for the SEO Manager position at Lazydays RV?
The primary roles and responsibilities of the SEO Specialist include:
- Minimum 4 years of SEO experience driving strategy for Organic campaigns
- Develop, implement and manage the long-term SEO strategy for Lazydays RV
- Manage day-to-day SEO tasks and projects; including website, blog, social media, and content optimization
- Ensure a careful balance of on/off page optimization including content generation and link building (internal/external)
- Clear understanding of search algorithms and proper leverage of these components in the SEO strategy
- Website monitoring and user analysis
- Measure and report all organic traffic and sales across all properties and page types, as well as keyword research and market analysis
- Work with department to build SEO roadmap and properly execute against it
- Provide training and guidance to content and development teams as needed
- Stay up to date with industry trends and inform other stakeholders on required changes
Preferred Skills:
- Understanding of HTML, CSS, javascript, and other scripting languages.
- Experience with link building and proper usage while representing the brand in the best possible light
- Proficient using SEO tools such as SEMRush and MOZ
- Proficient in Google Webmaster tools and Bing Webmaster tools
- Proficient in Web Analytics tools such as Google Analytics
- Good understanding of web development and design as it pertains to search engine algorithms
- Strong prioritization skills and excellent project management skills and ability to align efforts across multiple departments
- Very strong problem solving and interpersonal skills.
- Proficient in Microsoft Office products including Excel and Word
Educational Requirements:
BA/BS in Marketing with a strong understanding of technical SEO or BA/BS in Engineering or similar technical discipline/related field
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)
