60 Marker Deputy Editor Jobs Hiring Near You

Description
Pensions & Investments is seeking a strategic, audience-focused Deputy Editor to help lead our newsroom and shape coverage that serves the institutional investors, asset managers, consultants, and retirement leaders who rely on us every day.
The Deputy Editor will work alongside the editor team and with reporters to set priorities, sharpen journalism, and ensure our coverage consistently delivers value to a sophisticated professional audience.
The Deputy Editor serves as one of the central editorial leaders for the brand, balancing daily news demands with enterprise reporting, audience growth, and long-term editorial strategy. The ideal candidate combines exceptional news judgment with strong editing instincts, leadership experience, and a deep understanding of digital journalism. They know how to identify the stories that matter most, sharpen coverage, so it delivers meaningful insight, and help reporters produce their best work.
This is a digital-first leadership role. The Deputy Editor must understand how audience behavior, analytics, newsletters, events, and emerging technologies contribute to a modern B2B media brand's success.
Location: New York City with in-office presence three days a week highly preferred. For the highly qualified person we are open to Chicago with in-office presence three days a week.
What You'll Do
Editorial Leadership

• Set daily, weekly, and long-term editorial priorities across all platforms.

• Lead the reporters covering what matters most to Asset Allocators.

• Guide story selection, framing, and execution to ensure journalism is timely, differentiated, and impactful.

• Maintain high standards of accuracy, fairness, clarity, ethics, and originality.

• Balance breaking news demands with enterprise, analytical, and investigative reporting.

• Ensure stories are framed around clear audience needs - helping readers understand what happened, why it matters, and what comes next.

• Push the newsroom toward fewer commodity stories and more interpretation, insight, and decision-support journalism.

Audience Strategy & Growth

• Champion an audience-first mindset across the newsroom.

• Use analytics, reader behavior, and editorial judgment to shape coverage decisions.

• Ensure coverage aligns with the needs of core audiences, including institutional asset allocators, money managers, consultants, and retirement leaders.

• Oversee the development of newsletters, recurring franchises, and editorial products that build reader habits and loyalty.

• Partner with audience development, product, and marketing teams to improve engagement, retention, subscriptions, and reach.

• Identify opportunities to expand audience through newsletters, search, social, events, and emerging platforms.

Editing Excellence

• Raise the quality and impact of daily journalism through strong editing and story shaping.

• Work closely with editors and reporters to sharpen framing, sourcing, structure, and 'why this matters.'

• Ensure stories are packaged for clarity, usefulness, and digital performance.

• Champion storytelling that is scannable, actionable, and highly relevant to professional readers.

• Strengthen consistency in headlines, framing, and editorial decision-making across the newsroom.

Reporter & Talent Development

• Lead, coach, and develop reporters and editors at all levels.

• Help reporters sharpen sourcing, beat expertise, framing, and enterprise thinking.

• Foster a culture of accountability, collaboration, innovation, and continuous improvement.

• Conduct regular coaching and feedback conversations that help journalists grow professionally.

• Support recruiting, hiring, onboarding, and talent development efforts.

• Build a stronger newsroom bench and develop future editorial leaders.

What Success Looks Like

• Journalism that consistently delivers value, relevance, authority, and differentiation for institutional investors.

• Clear editorial priorities and stronger newsroom focus.

• Increased audience engagement, loyalty, and reader habits through newsletters and recurring franchises.

• Stronger story framing with greater emphasis on insight and decision support.

• Reporters and editors who are developing their skills and producing more ambitious, impactful work.

• Effective collaboration across editorial and business teams while maintaining editorial independence.

• A culture that embraces innovation, accountability, and continuous improvement.

What You Bring

• Degree in journalism, communications, or a related field, or equivalent professional experience.

• Significant journalism experience, including substantial editing and newsroom leadership responsibilities.

• Familiarity with the world of institutional money management, specifically with the role of Asset Allocators, spanning from CIOs to those leading Endowments and Foundations.

• Strong news judgment and demonstrated ability to guide high-impact reporting.

• Experience managing editors, reporters, or cross-functional editorial teams.

• Proven track record of coaching journalists and developing talent.

• Strong understanding of audience-led editorial strategy and digital publishing.

• Experience using analytics, audience insights, and editorial tools to inform decisions.

• Ability to balance breaking news demands with long-term editorial planning.

• Deep commitment to journalistic ethics, accuracy, and editorial excellence.

• Strong communication, collaboration, and leadership skills.

• Comfort operating in a fast-paced, deadline-driven environment.

Preferred Qualifications

• Experience covering institutional investing, retirement, asset management, or financial services.

• Experience leading audience growth initiatives.

• Experience with newsletters, events, multimedia storytelling, or editorial franchises.

• Familiarity with analytics platforms, SEO, and audience development strategies.

• Experience leading newsroom transformation or change management initiatives.

• Familiarity with AI-enabled editorial workflows and tools.

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 $115,000 to $130,000.
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:
Pensions & Investments delivers critical financial news, data, and analysis to executives responsible for the investment of large institutional assets such as pension funds, endowments and foundations. It reaches top global executives at corporations, governments, pension and retirement fund executives, investment advisers, consultants, and financial institutions. It is the world's leading media brand for institutional investing.
www.pionline.com
@pensionsnews
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)