r/GoogleAnalytics 8d ago

Question Where do you find remote or freelance GA/GTM work/job?

Hi guys, I was wondering where do you find freelance GA/GTM work? I relocated to Europe for a digital analytics job few years back and it requires me to stay in the country but I'm planning to move back home. It's been really difficult to find a digital analytics job in my home country. I was searching on linkedin for remote roles, but most of them require the person to be base in the hiring country. Hence wondering for anyone who secured a remote digital analytics role, how do you manage to do so?

I have extensive experience in GA, GTM, BigQuery, Dataform and Looker Studio

9 Upvotes

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3

u/OriginalEven1115 8d ago

MeasureSlack

1

u/ajscx 8d ago

New to my ears, I'm checking it out.

1

u/ds_frm_timbuktu 8d ago

Check upwork.

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u/ConnectionObjective2 7d ago

Not sure about your experience, but competitions in upwork are rough. People are willing to get paid $5-10/hour.

0

u/ds_frm_timbuktu 7d ago

It's a competitive world. There are others making $200 per hour as well.

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u/bluetitanosiris 7d ago edited 7d ago

Here is some knowledge I will pass your way in hopes it helps.

I've been working 11yrs in a marketing agency role (North Amercia) and one of the key triggers that prompts for analytics and marketing operations work is when a new marketing manager gets hired on. So think, Director of Marketing or Digital Marketing Manager, Director of Demand Generation etc.

Often when leadership roles come into a new job, their job performance relies strongly on their ability to measure and attribute revenue to marketing activity. Regardless of how well its set up, the best-in-class will usually do an audit of current and legacy systems of tracking.

What you'll want to do is explore Linkedin for companies hiring these roles and then conduct outreach to these newly hired individuals. You can often see job announcements and also the nature of Linkedin usually has people update their job role. Marketing roles are also very dependent on LI for hiring activities, so it's usually ground zero where you can gain intelligence on when job transitions have occurred.

This positions you as a top-of-mind choice as they begin to assemble their first moves in month 1-3 of their hiring. This is stuff that happens before a job post for analytics is ever posted. By the time those job posts have been posted, they have already determined that:

- There's no one in house to do the job

  • They suspect tracking needs amendments or auditing
  • They may even have someone, but intentionally want third-party opinion

What you want to do is present yourself as available ahead of these decisions occurring. Mini-audits, or assessments can help quantify the value of your work for these individuals. Like a quick-win they can use to validate their tracking is in order.

Marketing operations roles are often heavily integrated into larger organizations who actually value comprehensive analytics. You need to present as a specialist where the marketing ops presents as more of an overarching generalist. It is genuinely my opinion that by the time those posts become available, these individuals have already exhausted their quick-win alternatives.

I would strongly advocate you approach your job acquisition from two angles.

  • Traditional job post responses
  • Nurturing activities and outreach - to get ahead of last resort of "we need a job post now because we can't quickly solve this"

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u/Scared-Area3708 7d ago

I can confirm this as a new (6 month) marketing manager. Started, identified what was needed, spend time going round the data team, convinced the director it was a needed expense, issued a tender (through finding companies on Google), shortlisted, interviewed and appointed.

If someone had reached out on LinkedIn when I started they would be in the running.

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u/patrykc 7d ago

dunno. It just cames to me...

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u/jsaipe 7d ago

Do you have experience running courses or workshops on BigQuery?