The Director-Level Internship Program

JDM's Director-Level Internship program aims to connect participants’ theoretical knowledge with practical experience and create valuable marketing professionals.

The program utilizes a top-down approach. Participants begin the month with the Managing Director/Owner learning about accounting, IT, HR, operations, budgeting, and sales. Then, the program works its way down from strategy to tactical execution with Director and Associate-level assets.

By the end of the one-month program interns should:

Have a high-level understanding of business operations
Improved communication and presentation skills
Understand marketing strategy and Branding initiatives
Have tactical experience developing a Brand and producing associated collateral

As a test of the program’s success, interns will become their own Brand. They will learn how to market themselves as they would any other business. The objective of their "Personal Brand" will be securing full-time employment in their ideal field.

Please note: This internship is not one-sided. Interns are expected to generate value for JDM as well as grow into valuable employees themselves. For Interns to be considered for full-time employment at JDM, they must have carved out a critical role for themselves within the organization.

Getting a Marketing Job

Getting a job in marketing is a difficult proposition. Marketing, by its very nature, is invisible and the talents necessary to develop world-class marketing activities are difficult or impossible to qualify.

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At JDM, we're not too worried about qualifying job candidates though high-pressure interviews or competitive internships. We utilize a strategy of "don't tell us what you can do—show us!"

If you're interested in a career program or would just like to learn more about other opportunities here at JDM, send your resume and contact information via our online job application. Couldn't hurt, right?

Hiring Practices

Utilizing our hiring strategy of "don't tell us—show us" allows JDM to build a stable of top-talent pre-qualified by action, not information. Here's how our hiring process works...

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Candidates' resumes are screened and discussed by the Directors. Those that look interesting are asked to come in for a formal interview. At the conclusion of the interview, candidates are often asked if they'd be willing to work on a 'Test Project'. This is a real project, for JDM as the client. The Test Projects are unpaid, but very small. The Test Project is a way for the candidate to familiarize themselves with how JDM works as well as give JDM the opportunity to see the quality of their work, first hand. If the Test Project is successful, candidates may be asked to join the team as an 'Associate'.

Associates are primarily project-based positions. Associates, after proving their ongoing necessity to the firm are hired on as 'Managers.' Managers are only hired out of the Associates pool.

Once a Manager has proven their ability to manage their work to the quality and consistency demanded by JDM, they may be promoted to 'Director'. Directors are not hired, but rather, promoted from within. Directors run their own teams and set their own priorities. They answer only to the Managing Director.

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You've Got Questions. We've Got Answers.

Don't know what you don't know? Check out JDM's FAQs for answers to questions you didn't know to ask.

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