Content Manager, Modern Healthcare & Genomeweb

Description

Modern Healthcare and GenomeWeb sit at the center of healthcare and life sciences business intelligence. Our audiences expect content that is credible, relevant, and grounded in real expertise.

This role owns those programs end-to-end.

You'll manage custom content from signed agreement through delivery-working directly with clients, shaping content direction, and overseeing execution. That includes directing freelancers, editing content, and ensuring everything meets both client goals and audience expectations.

WHAT YOU'LL DO

• Manage custom content programs from kickoff through delivery
• Lead client calls and guide content direction
• Edit and oversee content across formats (articles, podcasts, white papers, webinars, video)
• Moderate webinars, podcasts or video content
• Manage freelance writers, editors, and producers
• Work with sales and internal teams to align on scope and execution
• Contribute to program planning before projects are sold
• Apply strong knowledge of the healthcare ecosystem (hospitals, pharma/biotech, med device, health IT, payer/provider dynamics) to all programs.
• Understand and apply healthcare advertising regulations (FDA guidelines, fair balance, substantiation) when reviewing content and advising clients.
• Stay current on key industry trends (CMIO priorities, workforce issues, value-based care, AI) to ensure content is timely and credible.

QUALIFICATIONS

Required

• 5+ years of experience in branded content, custom publishing, or editorial roles with direct client interaction
• Experience working in B2B healthcare media or a closely related healthcare communications environment
• Strong understanding of the healthcare landscape, with the ability to guide content direction and assess quality
• Demonstrated ability to manage multiple projects at once without loss of quality or control
• Experience managing freelance contributors and external creative partners
• Strong writing and editing skills, particularly with long-form content
• Confident client communication skills, including the ability to redirect or challenge client requests when needed

Preferred

• Familiarity with genomics or life sciences content
• Awareness of regulatory considerations in healthcare content (e.g., FDA guidelines)
• Experience moderating webinars, podcasts, or video content
• Experience working with project management tools and structured workflows

Location: Chicago, Detroit, or New York City. In office 3 days per week.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated salary range for this position is $80,000 to $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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Brand Overview:

Modern Healthcare is the industry's leading source of healthcare business and policy news, research and information. We report on important healthcare events and trends, as they happen, through our weekly print magazine, websites, e-newsletters, mobile products and events. Our readers use that information to make informed business decisions and lead their organizations to success. It's for this reason that Modern Healthcare magazine is ranked No. 1 in readership among healthcare executives.

www.modernhealthcare.com

@modrnhealthcr

About Crain Communications:

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.

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 conducting 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 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.   Work schedule and travel requirements are subject to change as a role and needs evolve over time.

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 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)