Faced with uncertainty at all levels, organizations need agility to respond quickly and cost-effiently to new and unforseen challenges. Our Definitive Guide to Complete Network Visibility shows how to improve tool accuracy with less effort at lower costs. Achieve comprehensive visibility and realize the true ROI of security tools.
With over 5 million apps in the App Store and Google Play combined, marketers today cannot rely on pure organic discovery of their apps. That's why app owners are realizing that marketing-driven, non-organic installs play an increasingly important role in the marketing mix.
This guide will show you how to get started with mobile attribution. Including the underlying methodology of mobile attribution, post-install marketing analytics, and fraud.
With over 5 million apps in the App Store and Google Play combined, marketers today cannot rely on pure organic discovery of their apps. That's why app owners are realizing that marketing-driven, non-organic installs play an increasingly important role in the marketing mix.
This guide will show you how to get started with mobile attribution. Including the underlying methodology of mobile attribution, post-install marketing analytics, and fraud.
As the digital ecosystem continues to expand and evolve, SaaS technology has become a mission-critical component for effective marketing operations. Marketing and advertising technology falls into numerous complex and overlapping categories, with literally thousands of partners competing for your marketing dollars.
Whether you’re building your marketing tech stack from a mobile-first or web-first perspective, it can be daunting to know where to start as well as when and how to expand. And while adding or changing marketing technology requires significant investment in terms of vetting, training, development, and other resources, adaptability is key to success.
The purpose of this guide is to provide a framework for how to build a solid marketing tech stack—focusing specifically on mobile as the core platform.
We will examine the following topics throughout the course of this guide:
As the digital ecosystem continues to expand and evolve, SaaS technology has become a mission-critical component for effective marketing operations. Marketing and advertising technology falls into numerous complex and overlapping categories, with literally thousands of partners competing for your marketing dollars.
Whether you’re building your marketing tech stack from a mobile-first or web-first perspective, it can be daunting to know where to start as well as when and how to expand. And while adding or changing marketing technology requires significant investment in terms of vetting, training, development, and other resources, adaptability is key to success.
The purpose of this guide is to provide a framework for how to build a solid marketing tech stack—focusing specifically on mobile as the core platform.
We will examine the following topics throughout the course of this guide:
With the rise of cord cutting behavior, traditional TV ad spend has been declining in lieu of over-the-top (OTT) and digital video. OTT has made TV advertising more accessible to performance-driven marketers. Beyond the clear synergies between OTT and mobile for app advertising across screens, addressable buying methods offer more sophisticated targeting with lower barriers to entry. OTT also offers deeper insight into attribution, as advertisers are able to definitively measure one-to-one acquisition from TV advertising for the first time.
That being said, OTT is still a grey area for many—with superfluous TV terminology, fragmented options for media buying, and unclear expectations for performance and measurement, it can be tricky to know where to start.
If you’re new to OTT or want to convince your team that testing OTT is worthwhile, this comprehensive guide on OTT television will help you understand:
With the rise of cord cutting behavior, traditional TV ad spend has been declining in lieu of over-the-top (OTT) and digital video. OTT has made TV advertising more accessible to performance-driven marketers. Beyond the clear synergies between OTT and mobile for app advertising across screens, addressable buying methods offer more sophisticated targeting with lower barriers to entry. OTT also offers deeper insight into attribution, as advertisers are able to definitively measure one-to-one acquisition from TV advertising for the first time.
That being said, OTT is still a grey area for many—with superfluous TV terminology, fragmented options for media buying, and unclear expectations for performance and measurement, it can be tricky to know where to start.
If you’re new to OTT or want to convince your team that testing OTT is worthwhile, this comprehensive guide on OTT television will help you understand:
Deep linking has only become more complicated and confusing with the advent of Apple Universal Links & Android App Links - but it doesn’t have to be confusing. This guide has everything you need to understand deep linking, recognize its value to your business, and know how to apply it in your attribution strategy.
Reading this guide, you'll learn:
Deep linking has only become more complicated and confusing with the advent of Apple Universal Links & Android App Links - but it doesn’t have to be confusing. This guide has everything you need to understand deep linking, recognize its value to your business, and know how to apply it in your attribution strategy.
Reading this guide, you'll learn:
Faced with uncertainty at all levels, organizations need agility to respond quickly and cost-effiently to new and unforseen challenges. Our Definitive Guide to Complete Network Visibility shows how to improve tool accuracy with less effort at lower costs. Achieve comprehensive visibility and realize the true ROI of security tools.
A Guide to Preventing Fraud in Your AP Operations
Fraud is on the rise, with 82% of financial professionals in North America reporting that their organizations experienced attempted or successful payments fraud. According to a new guide by Level Research, fraud typically occurs within the accounts payable functions.
This guide explores current fraud trends in the market and offers best practices for organizations looking to improve their management of risk. Download a free copy to learn:
As the focus on employee engagement has grown over the past several decades, an important point is often overlooked: Engagement is an outcome, the result of the entire employee experience. It is one metric, alongside many others, that helps us uncover opportunities for improving the total work experience.
The employee experience is defined by everything from the physical work environment to the relationship between employees, management, and executives, and even includes factors not directly connected to the job—health, finances, family, and social life—all of which impact employees’ total well-being. While a positive experience has always been important to reduce turnover, in our current tight labor market it becomes a real differentiator in attracting key talent
The six chapters in this playbook are focused on how you can optimize your survey program to reveal important insights throughout the total employee experience.
As the field of people analytics expands to incorporate data gathered through relational analytics, organizational network analysis, and other streams, the employee survey remains a critical tool to support a comprehensive people analytics practice. Passive monitoring of email traffic, social media connections, proximity data, and other sources of data can indicate where there are strong and weak connections within organizations, but like demographic data or organizational hierarchy, these are descriptive statistics that do not measure the employee experience or how individuals perceive their workplace.
Responses to employee survey questions provide qualitative data representing the opinions and perceptions of employees throughout the organization. Without this data, HR can at best describe the workforce; it cannot get at how employees feel about the company or their work, or the why of employee sentiment regarding the company, leadership, management, or culture. Most importantly, it is difficult to infer what leaders can do to improve the business when they are limited to quantitative descriptive statistics. Strategic surveys that include questions related to culture, engagement, and the employee experience allow organizations to conduct crucial conversations at scale.
This guide will outline how to use employee survey questions to support a people analytics practice.
Continuous listening has become a buzzword in HR circles over the past several years, but many people lack clarity about the meaning of the term. Broadly defined, continuous listening refers to gathering feedback from employees about the work experience continuously throughout the employee lifecycle.
More feedback is a good thing—if it provides the insights leaders need to make improvements in the employee experience—and, by extension, the organization’s success. The most important features of a continuous listening strategy are determining what to measure and why, which survey tools will best capture the data needed by the organization, and how often to measure. This guide will examine the key considerations for designing a continuous listening strategy appropriate for your organization.
As the field of people analytics expands to incorporate data gathered through relational analytics, organizational network analysis, and other streams, the employee survey remains a critical tool to support a comprehensive people analytics practice. Passive monitoring of email traffic, social media connections, proximity data, and other sources of data can indicate where there are strong and weak connections within organizations, but like demographic data or organizational hierarchy, these are descriptive statistics that do not measure the employee experience or how individuals perceive their workplace.
Responses to employee survey questions provide qualitative data representing the opinions and perceptions of employees throughout the organization. Without this data, HR can at best describe the workforce; it cannot get at how employees feel about the company or their work, or the why of employee sentiment regarding the company, leadership, management, or culture. Most importantly, it is difficult to infer what leaders can do to improve the business when they are limited to quantitative descriptive statistics. Strategic surveys that include questions related to culture, engagement, and the employee experience allow organizations to conduct crucial conversations at scale.
This guide will outline how to use employee survey questions to support a people analytics practice.