Description Ad Age is seeking a Senior Data Journalist to lead research, analysis and data-driven reporting across advertising, marketing, media and technology. This role will own and modernize the research and analysis behind Ad Age’s most important recurring editorial franchises, including the Ad Age Agency Report and Ad Age Brand Report, while also helping shape the future of data journalism across the newsroom. The Senior Data Journalist will manage complex data projects end to end—from sourcing and analyzing data to identifying newsworthy insights and translating findings into clear, compelling journalism for a business audience. This role blends reporting, analysis and editorial product thinking, with an emphasis on building durable, repeatable data-driven coverage that serves Ad Age’s audience of marketers, agency leaders and CMOs. Responsibilities Core reports and rankings Lead research, analysis and ongoing modernization of recurring annual rankings and benchmark reports, including key Ad Age Datacenter projects such as the Agency Report and Brand Report. Evaluate and improve methodologies, data sourcing and documentation to reflect changes in the advertising and marketing industry. Work closely with editors, designers and product partners to enhance how data is presented digitally and visually. Data-driven reporting and storytelling Report, analyze and write original data-driven news stories and industry trend reports. Identify newsworthy insights, narratives and implications within large or complex datasets. Build clear, accurate charts, tables and other data presentations to support reported stories and recurring reports. Translate complex findings into accessible, high-impact journalism for a business audience. Strategy and collaboration Collaborate with reporters and editors on data-informed enterprise stories and trend projects across beats including agencies, brands, media, technology and AI. Help guide and strengthen data-driven work from other reporters, providing support on framing, methodology and clarity. Contribute ideas for new data products, trackers and repeatable editorial formats that deepen audience engagement and loyalty. Help establish best practices for data accuracy, transparency, documentation and reproducibility across the newsroom. Stakeholder communication Work with proprietary, public and third-party data sources, ensuring accuracy, transparency and sound methodology. Communicate clearly with outside stakeholders, including agency and brand representatives, to explain data collection, methodology and findings as needed. Clearly explain findings and methodology to newsroom colleagues and readers. Qualifications The estimated salary range for this position is $95,000 to $125,000. 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. #LI-LV1 #LI-Hybrid #mid #editorial #full-time 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. www.adage.com LinkedIn Instagram X Facebook @adage 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 done in “the field.” Depending on the role, this may include c onducting 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 . It is the nature of many position s 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, altho ugh early-morning , evening or weekend shifts may be . Work schedule and travel requirements are subject to change as a role and needs evolve over time. Phys ical 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 job s 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)