Brand Manager Job Description Template (Skills, Responsibilities and Duties)

If you’ve Googled “brand manager job description template,” you’ve probably come across dozens of articles. And if we’re being honest—they all look the same. Dry bullet points. Corporate jargon. Zero personality.

But here’s the real problem: most of those templates don’t actually help you hire the right person. They help you check a box.

Here’s the truth: A great brand manager isn’t just someone who knows strategy or can build a style guide. They need to own your voice, elevate your presence, and protect your brand like it’s their own. That kind of person isn’t going to get excited by a bland list of “duties and responsibilities.”

If you want to attract top-tier talent, your job post needs to do more than inform—it needs to connect.

Before we dive in, make sure you check out our Master Guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/
It breaks down what makes a job post work—from structure to tone—and it’ll help you understand why generic posts don’t convert.

In this guide, we’ll show you:

What a great brand manager job post actually looks like
Why most templates fail to attract serious candidates
And how to write a job post that pulls in the kind of person who will grow your brand—not just manage it

Let’s dive in.

WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results

What A Brand Manager Actually Does

Let’s break it down in plain English.

A Brand Manager is responsible for shaping how people perceive your company. They make sure your messaging, visuals, tone, and overall brand identity are consistent and aligned with your mission—whether it’s on social media, packaging, your website, or even how your team communicates internally.

But that’s just the surface.

A great brand manager doesn’t just maintain a brand—they build it. They understand your audience, protect your reputation, tell your story in a way that’s emotionally resonant, and make sure everything your company puts into the world feels intentional and aligned.

The right person for this role is:

Part strategist, part storyteller
Obsessed with consistency and clarity
Able to zoom out and see the big picture—but also willing to get in the weeds to make sure the smallest details are right
Not just creative, but commercially minded—they know how to make your brand stand out and perform

If your brand is how the world experiences your business, your brand manager is the one holding the steering wheel.

Two Great Brand Manager Job Description Templates

Option 1: Brand Manager Job Description for Experienced Level (Culture-First Style)

Job Title:
Brand Manager to Lead Identity & Messaging at Driftwell

Location: Hybrid (2 days/week in Austin, TX)
Type: Full-Time
Salary Range: $70,000–$95,000 (Based on Experience)
Meet the team: Watch this quick 2-minute Loom from our Head of Marketing

Who We Are

Driftwell is a wellness beverage company that helps people unwind naturally. Our flagship product—a calming magnesium-infused sparkling water—is sold in over 400 retail locations and featured in GQ, Bon Appétit, and Bustle. But we’re not just selling drinks—we’re building a brand that makes relaxation feel cool again.

We’re looking for a Brand Manager who gets that brand is more than a logo. Someone who can craft a clear, consistent identity across every touchpoint—from our retail packaging and digital campaigns to team presentations and customer experience.

Our Culture

We’re laid-back but serious about great work. You’ll be part of a creative, high-trust team where everyone contributes ideas and takes ownership. If you’re thoughtful, detail-obsessed, and energized by storytelling, you’ll thrive here.

What You’ll Be Doing

Lead our brand identity and messaging strategy
Create and maintain brand guidelines, tone-of-voice docs, and visual frameworks
Collaborate with marketing, content, and design to produce on-brand campaigns
Ensure consistency across packaging, social, email, and retail presence
Analyze customer feedback and brand perception to fine-tune positioning

What We’re Looking For

3+ years of brand, content, or marketing experience
Strong writing and storytelling skills
Examples of past brand work (docs, decks, packaging, or campaigns)
Deep understanding of audience-first communication
Bonus: Experience in CPG, wellness, or rebranding

Why You’ll Love Working Here

True creative ownership of a growing consumer brand
Collaborative team that values good ideas over titles
Medical, dental & vision insurance
20 paid flex days per year + wellness stipend
$1,000 learning budget
Clear growth path: this role can evolve into Head of Brand

How We Hire

We use [WorkScreen.io] to evaluate applicants based on skills, not just résumés. You’ll complete a short branding challenge to help us understand how you think. We review every application and give updates at each stage. No ghosting—ever.

Apply now: [Insert WorkScreen link]

✅ Option 2: Brand Manager Job Description for Entry-Level / Trainable

📌 Job Title:
Junior Brand Manager at NurtureWell (No Experience Needed—We’ll Train You)

📍 Location: Fully Remote (U.S. Only)
💼 Type: Full-Time
💰 Salary Range: $50,000–$65,000
🎥 A welcome message from our founder: Watch this 90-second Loom video

About Us

NurtureWell is a digital health startup helping moms and caregivers manage postpartum recovery with personalized plans, mental health check-ins, and real-time support. We’re growing fast—and we want our brand to reflect the same level of care we show to our users.

Now we’re looking for a Junior Brand Manager who’s eager to learn, grow, and help us tell our story. No formal brand experience required—we’ll train you. If you’re curious, creative, and detail-driven, we want to hear from you.

You Might Be a Fit If You…

Are a natural communicator and enjoy writing or design
Care deeply about tone, voice, and emotional connection
Have personal or academic projects you’re proud of
Enjoy taking initiative and learning new tools
Want to build a meaningful career in marketing or branding

What You’ll Do

Help write copy for social media, newsletters, and customer onboarding
Work with our designer to keep all materials brand-consistent
Join meetings with marketing and product to learn best practices
Assist with brand research, surveys, and competitor analysis
Build internal documentation as the brand evolves

Why You’ll Love Working Here

We’ll train you on everything you need to know—branding, copy, design systems
Close-knit remote team that supports each other
Mentorship from our Head of Brand and CMO
$800 annual learning stipend
Wellness days, paid holidays, and generous leave policy
Flexible hours and async-friendly work culture

How We Hire

We believe potential matters more than polished résumés. That’s why we use [WorkScreen.io] to give everyone a fair shot through a simple, skill-based assessment.
We respond to every application. No black hole here. You’ll always know where you stand.

📥 Apply here: [Insert WorkScreen link]

Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.

Breakdown of Why These Posts Work

Let’s break down what makes both job descriptions (Driftwell and NurtureWell) stand out—and why they’re designed to attract the right person, not just anyone with the right keywords on a résumé.

1. The Job Titles Are Clear, Specific, and Human

“Brand Manager to Lead Identity & Messaging at Driftwell” doesn’t just say what the role is—it hints at the impact.
“Junior Brand Manager at NurtureWell (No Experience Needed—We’ll Train You)” makes it immediately clear the company is open to fresh talent and ready to invest in them.

Why this works: Specific job titles attract qualified, aligned candidates. Vague ones attract everyone else.

2. The Openings Create Connection

Instead of jumping into “Responsibilities” or “Company Overview,” each post starts by telling a story:

Driftwell explains its mission in a sentence and connects the role to the bigger picture.
NurtureWell speaks directly to the aspiring brand builder, showing that passion and curiosity matter more than a perfect CV.

Why this works: A warm, thoughtful intro helps the right candidate feel something—and motivates them to keep reading.

3. They Include a Personal Video

Both job posts feature a short Loom video from the founder or hiring manager.

Why this works: It humanizes the brand. Applicants want to know who they’re working with—not just what the company does. It builds trust and makes the post stand out in a sea of text-only listings.

4. They’re Transparent About Pay and Perks

Each listing includes:

A salary range
Clear benefits like flex days, wellness stipends, or learning budgets

Why this works: Transparency builds trust. Great candidates are often evaluating multiple offers—they want to know if it’s worth their time.

5. The Culture Section Goes Beyond Buzzwords

Rather than saying “we value collaboration,” both posts show how the team works and what it feels like to be part of it.

Why this works: People don’t join brands—they join teams. And culture fit isn’t just about personality—it’s about expectations, communication, and shared values.

6. The Role Description Focuses on Impact, Not Just Tasks

Both posts explain what the person will own—not just what they’ll do.

Driftwell’s post connects each responsibility to the company’s brand mission.
NurtureWell’s post highlights growth and visibility, even in an entry-level role.

Why this works: High performers want to know their work matters. Generic task lists won’t cut it.

7. The Requirements Are Realistic and Inclusive

Driftwell clearly states what’s required and what’s “nice to have”
NurtureWell makes it obvious that passion and willingness to learn are more important than formal experience

Why this works: You widen the pool without lowering the bar. Many great candidates opt out of applying if they don’t meet every bullet point—this invites them in.

8. The Hiring Process Is Respectful and Modern

Both job descriptions explain:

That applications will be reviewed
What to expect next
That they use [WorkScreen.io] to ensure fairness

Why this works: Candidates hate applying into a black hole. This shows respect, structure, and thoughtfulness—huge green flags for quality talent.

9. The Call to Action Feels Empowering, Not Cold

Instead of ending with “Send your CV to jobs@company.com,” each post encourages action in a supportive, welcoming tone—and explains why the process is different.

Why this works: The CTA is your final impression. Make it personal, clear, and confidence-boosting.

Example of a Bad Brand Manager Job Description (And Why It Fails)

Bad Job Post Example

Job Title:
Brand Manager

Location: New York, NY
Type: Full-Time

Job Summary:
We are looking for an experienced Brand Manager to oversee branding initiatives, manage campaigns, and ensure alignment with company messaging.

Responsibilities:

Plan and implement brand strategies
Coordinate with internal departments
Monitor market trends
Develop campaigns across channels
Maintain brand consistency

Requirements:

Bachelor’s degree in Marketing or related field
3+ years experience in brand management
Excellent communication skills
Proficiency in Microsoft Office Suite

How to Apply:
Send your CV and cover letter to hr@brandco.com. Only shortlisted candidates will be contacted.

Why This Job Post Falls Short

1. The Title Is Generic and Bland

Just “Brand Manager.” No hint of mission, industry, seniority, or why it matters.

Why this fails: You’ll attract a flood of mismatched candidates who aren’t sure what the job is—or worse, miss out on people who are a perfect fit but never clicked.

2. The Summary Is Empty

The intro says nothing about the company, the team, or the impact of the role.

Why this fails: Top candidates want to know why this role matters. Without context, it sounds like a job pulled from a template.

3. No Culture, Mission, or Personality

There’s no insight into what the company believes in, who the team is, or what the environment is like.

Why this fails: High performers don’t just look for a job—they look for a fit. This post gives them no signal to say, “This is the place for me.”

4. Responsibilities Are Copy-Pasted

“Coordinate with internal departments” and “develop campaigns” are so vague, they could apply to dozens of roles in completely different industries.

Why this fails: The candidate can’t picture what they’ll actually do day-to-day—or why it’s meaningful.

5. No Mention of Salary, Benefits, or Perks

The omission of compensation or any kind of perk package creates distrust.

Why this fails: Today’s candidates expect transparency. Hiding salary info can make your company seem out of touch—or worse, uncompetitive.

6. The Hiring Process Feels Cold

“Only shortlisted candidates will be contacted” signals a dismissive approach. There’s no explanation of what to expect or how applicants will be treated.

Why this fails: Candidates want clarity, respect, and communication. This kind of language screams: “Don’t expect much from us.”

7. No Call to Action That Motivates

There’s no video, no team message, and no “why now.” Just a cold email link.

Why this fails: The end of your job post is where you convert attention into action. This ending makes people bounce.

Bonus Tips to Make Your Brand Manager Job Post Stand Out

Even if your structure is solid and your tone is human, there are a few advanced touches that can take your job post from good to exceptional. These small details help you stand out in a crowded job market—and show top candidates that you’ve really thought about the experience you’re creating.

✅ Tip 1: Add a Security & Privacy Notice for Applicants

Let candidates know their personal data is safe and they won’t be scammed or exploited.

You can include something like:
🔒 “We take the security and privacy of all job applicants seriously. We will never ask for payment, banking info, or personal financial details at any stage of the hiring process. If anyone claiming to represent us does so, please report it immediately.”

Why this works: With scams on the rise, this instantly builds trust and shows that you’re a legitimate, responsible employer.

✅ Tip 2: Mention Time-Off or Flex Days Clearly

Top candidates value rest just as much as hustle. Mentioning PTO, wellness days, or flex hours makes your offer more attractive—especially in fast-paced industries like branding and marketing.

Example line to include:
🛌 “Enjoy up to 20 paid flex days per year—so you can recharge and come back stronger.”

Why this works: It signals that you care about employee well-being, not just output. That’s a green flag for emotionally intelligent hires.

✅ Tip 3: Highlight Training & Growth Opportunities

Whether you’re hiring someone experienced or entry-level, great candidates want to grow. Showing that you invest in people makes your job more appealing than one that pays the same but offers no upward path.

Example you can add to your JD:
📚 “We invest in your growth. You’ll have access to courses, workshops, and mentorship from our Head of Brand to level up your skills every quarter.”

Why this works: High performers don’t stay stagnant. They want to know they’ll be supported, challenged, and valued.

✅ Tip 4: Embed a Loom or YouTube Video

Whether it’s a short intro from the hiring manager or a behind-the-scenes peek at the company, video brings your job post to life. Candidates get to see who they’d be working with—and that creates an instant connection.

Best practice:
Place the video link right after the job title or under the “Who We Are” section. Keep it under 2 minutes, and speak directly to the candidate.

Why this works: People don’t apply to faceless companies—they apply to people they trust. A video can make your post stand out instantly.

Example:

Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4

These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.

✅ Tip 5: Show That You Respect Candidates’ Time

Even if your process includes an evaluation or test project, frame it respectfully.

Example phrasing:
⏳ “We know your time is valuable. Our process includes one short challenge to understand how you think—but we keep it focused, fair, and under 30 minutes.”

Why this works: Candidates appreciate structure and fairness. It also helps filter in applicants who are genuinely excited about the role.

Should You Use AI to Write Your Job Description?

The short answer?
Yes—but only if you use it the right way.

Why You Shouldn’t Rely on AI Alone

It’s tempting to hop into ChatGPT or your ATS and type:

“Write a brand manager job description.”

But here’s what usually happens:

You get something that sounds fine on the surface—but reads like every other post on the internet.
It’s full of vague phrases like “manage brand consistency” and “develop marketing strategies.”
There’s no heart, no mission, no sense of what it’s actually like to work at your company.

And worse? These kinds of posts attract the wrong candidates—ones who are spraying out applications with no real alignment.

The Right Way to Use AI: Bring the Ingredients

AI isn’t a shortcut. It’s a smart assistant—if you give it context, clarity, and constraints.

Here’s how to get better results:

Step-by-Step AI Prompt That Works

“Help me write a job post for our company, Driftwell. We’re hiring a Brand Manager to help us lead messaging, brand consistency, and storytelling across marketing, product, and customer experience.

Our brand is in the wellness beverage space—we make calming drinks that help people unwind.

We want the tone to be warm, clear, and culture-first.

We’re looking for someone with experience in branding, a sharp eye for detail, and strong writing skills.

Benefits include: $70–95k salary, 20 flex days, wellness stipend, and learning budget.

Our hiring process includes a short evaluation via WorkScreen.io and a respectful timeline with clear communication.

Here are some rough notes and bullets I’ve drafted—can you help turn them into a strong, human job post?”

Why This Works:

You’re giving AI:

Real company info
A defined tone
Details on the role and process
The raw material it needs to sound authentic

Then let AI polish it—not create it from scratch.

Pro Tip:

You can even paste in a job description you love (like the Driftwell or NurtureWell examples from earlier), and tell AI:

“Make mine feel like this one, but tailored to my brand and voice.”

This way, you get the benefit of speed—without sacrificing connection, clarity, or culture.

Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.

Need a Quick Copy-Paste Job Description?

✅ Option 1: Conversational, Culture-First Template

📌 Job Title:
Brand Manager to Elevate Our Voice at CalmCore Wellness

📍 Location: Remote (Enter Location)
💼 Type: Full-Time
💰 Salary: $XXX–$XXX based on experience
🎥 Meet the team: Watch our founder’s intro video