Crain Communications is searching for a Senior Pricing Analyst to develop, manage and optimize subscription pricing, packaging, and competitive intelligence to deliver actionable insights that maximize APRU across the Crain portfolio of premium brands including Ad Age, Automotive News, Crain's City Brands, Global Polymer Group, Modern Healthcare, and Pensions & Investments.

You will play a critical in role optimizing our subscription pricing to grow revenue with new and existing audiences while maintaining our subscriber base. This is a great role for a data-led marketer who has experience building models and implementing new rates and price positioning in a retail, ecommerce, or subscription marketing business. You have a combination of advanced technical, analytical, and strategic skills and are adept at partnering with internal and external teams to bring new rates to market. This role will directly manage an external vendor and previous success managing vendors and executing work with vendors in collaboration over an extended period are critical to success.

If you are a hands-on self-starter with an entrepreneurial spirit who enjoys ownership from inception through execution to analysis, this is your opportunity to directly impact a growing business and shape its future for years to come.

Responsibilities

Pricing optimization:

• Lead strategic planning, execution, and analysis working with stakeholders across marketing, technology, editorial, and project management to determine our pricing by brand and segment
• Subject matter expertise, providing consultation and best practices for the Acquisition, Retention, and Corporate Sales teams
• Direct management of pricing vendor and oversight for data exports and imports as well as the aggregation of data to implement pricing optimizations

Pricing segmentation:

• Build models and run regression analysis across multiple data sets to provide data driven pricing and segmentation recommendations
• Aggregate pricing recommendations from internal and external data points to create segments for 1 to many and 1 to few pricing optimizations
• Solidify customer pricing into actionable segments for use by Acquisition, Retention, Digital Experience, and Marketing Automation teams

Competitive intelligence:

• Establish and implement ongoing method to collect pricing, segmentation, and offers from publishing and subscription marketing companies
• Identify patterns in customer data and across competitive landscape to guide go to market, renewal, and save offers in partnership with Analytics team
• Maintenance and distribution of Master Pricing documentation, Pricing Principles, & Pricing Guidelines with stakeholders across the organization

Required skills:

• Understanding of business goals, how marketing metrics and KPIs align with overall business objective, and ability to translate data insights into actionable recommendations
• Experience directly executing or managing work with external vendor to inform pricing decisions
• Understanding of customer data and experience implementing meaningful, scalable audience segments
• Track record of developing testing agendas and activating A/B tests with measurable results
• Excellent oral and written communication skills; ability to work effectively across technical and non-technical stakeholders.
• Willingness to collaborate in a multi-brand, cross-functional environment.
• Continuous learning and staying-up to date with latest developments in subscriptions, pricing, and data analytics.

Other qualifications:

• Bachelor's degree preferably in Marketing, Business, Communications, or related field
• 5+ years in a customer marketing, pricing, analytics, or related role
• Pricing experience with a proven record of driving sales, APRU, or margin growth

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 - $110,000.

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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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.

• 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. See list accompanying this job posting. We cannot employ a work from home employee unless they reside in one of these states.
• 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.

Many positions will also include work done in "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. 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.

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.

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)