Managing editor h1.location_city

Description

Crain’s New York Business is seeking an experienced, forward-thinking Editor to lead our newsroom and coverage of New York City’s business community — the companies, power players, and forces shaping the region. This is a senior leadership role for a strong day-to-day newsroom manager who understands New York’s business landscape and civic dynamics, and who runs coverage with clarity, urgency, and high standards.

The Editor will set the daily agenda, lead and develop a talented team, and ensure the journalism is consistently sharp, relevant, and engaging. This leader must come to the position with a strong audience-first mindset and be ready to work with newsroom audience editors to help shape Crain’s New York’s multi-platform strategy. It is crucial that this leader has a firm grip on data to understand how to make content more engaging in an ever-increasing fragmented landscape. Just as important, this leader will help expand Crain’s audience by strengthening story selection, framing, and storytelling — and by pushing smart experimentation across platforms without compromising accuracy or independence.

The Editor will also be a visible, trusted representative of Crain’s journalism, building relationships with readers and sources and bringing our reporting to life through select public-facing opportunities, including events. This role offers real scope and visibility, with a clear mandate: run an excellent newsroom and grow the impact of its journalism.

What You’ll Do

• Lead editorial coverage for CrainsNewYork.com, delivering competitive breaking news, enterprise reporting, and analysis.
• Drive an entrepreneurial spirit in the newsroom, championing alternative story formats that connect with readers in new ways.
• Challenge traditional approaches to storytelling and platforms in an effort to find new avenues for our journalism.
• Oversee coverage priorities across key New York business sectors, ensuring depth, accuracy, and relevance.
• Drive a digital-first strategy that prioritizes real-time coverage, multimedia storytelling, and analytics-driven decision-making.
• Represent Crain’s New York Business as its editorial voice at industry events, panel discussions, and high-level meetings with business and civic leaders.
• Collaborate with senior leadership across the organization — including sales, marketing, and audience teams — to align editorial and business objectives without compromising journalistic independence.
• Actively participate in identifying and shaping revenue opportunities, including integrated sponsorship concepts, event programming, and branded audience experiences that grow reach and engagement.
• Oversee the creation and programming of “live journalism” events, ensuring topics and speakers align with editorial priorities and audience interests.
• Serve as a brand ambassador in the market, cultivating relationships that elevate Crain’s visibility and influence in New York’s business community, while identifying potential opportunities and connections for internal teams to pursue in support of the brand’s growth.
• Mentor and develop newsroom talent, fostering a culture of innovation, collaboration, and accountability.
  Shape long-term editorial and audience strategies that position Crain’s New York Business as the indispensable resource for the city’s decision-makers.
  
  

Who You Are

• A seasoned journalist with at least 10 years of newsroom experience, including 5+ years in a top leadership role.
• Proven ability to lead digital transformation in a newsroom environment.
• Comfortable and confident as the public face of a brand, with strong presentation and networking skills.
• Adept at collaborating across editorial, events, and business functions to create mutually beneficial opportunities.
• Skilled in audience engagement strategies, analytics tools, and multimedia formats.
• Deep knowledge of the New York City business landscape — or a demonstrated ability to develop it quickly.
• Committed to upholding the highest standards of journalistic integrity.
  
  

Why Join Us?

This is a rare opportunity to lead one of New York’s most respected newsrooms at a pivotal moment in its evolution. You’ll guide a talented team, shape coverage that matters, and represent the brand in the city’s most influential circles — all while building on a legacy of trust and excellence.

Location: New York, NY (in-office presence required at least three days a week, ideally Tuesday–Thursday)

Pay Transparency Disclosure:

The estimated salary range for this position is $150,000 to $220,000.

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:

Crain’s New York Business is the trusted voice of the New York business community connecting large, mid-sized and small businesses across the five boroughs by providing insights, analysis and opinion on how to navigate New York’s complex business and political landscape. Crain’s features reports on emerging trends, interviews with thought leaders and industry experts, and coverage of commercial opportunities, economic changes, politics and more. Our integrated approach in print, digital, in person events and custom content opportunities align powerful content with a powerful audience.

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 .

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 donein “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)