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If you’ve Googled “Campaign Manager job description,” you’ve probably seen dozens of articles. But here’s the problem—most of them don’t actually help you attract a great Campaign Manager.
They give you generic filler content: bullet points, jargon, and a checklist of duties that could apply to any marketing role. The result? Your post blends in with hundreds of others and fails to inspire the kind of candidates who can actually run high-performing campaigns.
A job description isn’t just a list of tasks—it’s your sales pitch to potential hires. The right Campaign Manager can drive brand awareness, generate qualified leads, and deliver measurable ROI. But if your job post is cold, vague, or outdated, the best talent will scroll right past it.
In this guide, we’ll show you how to write a Campaign Manager job description that:
- Stands out from the copy-paste templates online
- Connects with mission-driven, results-focused candidates
- Clearly communicates expectations, culture, and impact
💡 Pro Tip: Before you go further, read our 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 the exact structure and psychology behind posts that attract top talent. The strategies in that guide are the foundation for what we’ll apply here.
Smart Hiring Starts Here
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 Campaign Manager Actually Does - Their Roles
A Campaign Manager is the strategist and conductor behind your marketing efforts. They’re the person who takes your business goals and turns them into campaigns that reach the right people, on the right channels, at the right time.
In plain terms, a great Campaign Manager:
- Plans and oversees marketing campaigns from concept to completion
- Works closely with creative, sales, and product teams to ensure campaigns align with your brand and objectives
- Monitors performance, optimizes campaigns in real time, and makes data-driven decisions to improve results
- Manages budgets, timelines, and stakeholder expectations without losing sight of the bigger picture
This role isn’t just about pushing ads or sending emails—it’s about owning the outcome. A strong Campaign Manager blends creativity with analytical thinking, keeps everyone moving in the same direction, and ensures every campaign delivers measurable impact.
They’re not just “running campaigns”—they’re building momentum for your business.
Two Great Campaign Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Version 1: Job Description For Experienced Campaign Manager
📌 Job Title: Campaign Manager — Own Multi-Channel Growth at WorkScreen.io
💼 Type: Full-Time | Hybrid (Austin, TX) | Salary: $78,000–$95,000 + performance bonus
🕒 Schedule: Mon–Fri | Flexible start/end times
🎥 A quick word from our hiring manager: (60–90s Loom about team, impact, what success looks like)
[Insert Loom/YouTube link]
Who We Are
WorkScreen.io is a modern hiring platform that helps teams evaluate applicants with structured screeners, one-click skill tests, and performance-based leaderboards. Companies use WorkScreen to rank candidates by ability, cut through AI-generated noise, and move from “resume reviews” to evidence-based hiring. We’re a lean, collaborative team that ships fast, learns in public, and cares deeply about candidate experience.
What You’ll Do
- Plan, launch, and optimize multi-channel campaigns (paid social, search, email, webinars, partner co-marketing, and retargeting).
- Build testing roadmaps (audiences, offers, creatives, landing pages) and iterate weekly based on data.
- Own campaign budgets, pacing, and forecast accuracy; report pipeline and ROI to GTM leadership.
- Partner with Content, Product Marketing, and Sales to align messaging with ICP pain points.
- Stand up lifecycle plays (MQL→SQL) in HubSpot and coordinate with SDRs for rapid follow-up.
- Create post-mortems that turn wins into playbooks and misses into learnings.
What We’re Looking For
- 3–5+ years leading performance or lifecycle campaigns with measurable pipeline impact.
- Hands-on proficiency with Google Ads, LinkedIn Ads, HubSpot (or similar), and analytics (GA4/Looker).
- Strong experimentation mindset (hypotheses, control vs. variant discipline, meaningful metrics).
- Excellent project management: briefs, timelines, stakeholder communication.
- Clear, concise writing (landing pages, ad copy, emails). B2B SaaS experience is a plus.
Perks & Benefits
- Medical, dental, vision
- Retirement plan (incl. employer match where applicable)
- 20 PTO days + company holidays
- Hybrid stipend (home-office gear + monthly internet)
- Annual learning stipend + conference budget
- Wellness allowance
Why This Role Is a Great Fit
- Direct ownership of budget and strategy—your work is visible and tied to revenue.
- Senior leadership that values speed, experimentation, and candid feedback.
- A product with a clear, defensible value prop (skill-based screening + anti-spam/anti-cheat).
- Room to build: establish channel playbooks that scale with the company.
Our Hiring Process
We review every application and respond to all candidates. Shortlisted applicants complete a brief WorkScreen exercise to demonstrate real-world skills. Finalists meet the team and discuss strategy. We keep you updated at every step.
📥 Apply via WorkScreen: [Insert WorkScreen application link]
✅ Version 2: Job Description For Entry-Level / Willing-to-Train Campaign Manager
📌 Job Title: Junior Campaign Manager — Learn, Test, and Grow at WorkScreen.io
💼 Type: Full-Time | Remote (US) or Hybrid (Austin, TX) | Salary: $52,000–$62,000 + growth path
🕒 Schedule: Mon–Fri | Flexible start/end times
🎥 A quick word from our hiring manager: (How the team trains, what “good” looks like at 30/60/90 days)
[Insert Loom/YouTube link]
Who We Are
WorkScreen.io helps companies hire smarter by evaluating candidates on skills instead of just résumés. Our platform scores and ranks applicants on a performance-based leaderboard, filters out low-effort/AI-generated responses, and gives hiring teams a faster, fairer way to find talent. We’re a supportive, curious team that believes potential + coaching beats credentials alone.
What You’ll Do
- Assist with planning and launching campaigns across paid social, email, and webinars.
- Build simple reports, track results, and share insights with your mentor weekly.
- Draft landing page copy and ad variations; coordinate creative requests.
- Learn core tools (HubSpot, GA4, ad platforms)—we’ll train you with a 30/60/90 plan.
- Help with list building, audience segmentation, and event logistics.
What We’re Looking For
- Clear communicator, highly organized, eager to learn.
- Some exposure to marketing, analytics, or project work (coursework or internships count).
- Comfortable with spreadsheets and basic metrics (CTR, CPL, conversion rate).
- Positive, collaborative, and coachable. No prior full-time experience required.
Perks & Benefits
- Medical, dental, vision (eligibility after 60–90 days)
- 15 PTO days + company holidays
- Remote setup stipend + monthly internet
- Annual learning stipend + mentorship program
- Wellness allowance + no-meeting focus blocks
Why This Role Is a Great Fit
- Structured training and clear progression toward Campaign Manager.
- Real responsibility from day one—with support and weekly feedback.
- A mission that matters: helping companies evaluate people on ability, not buzzwords.
- A safe place to experiment, make mistakes, and grow quickly.
Our Hiring Process
We evaluate potential as much as experience. All candidates complete a short WorkScreen exercise designed to be fair and practical. We respond to every applicant and keep timelines clear.
📥 Apply via WorkScreen: [Insert WorkScreen application 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 Campaign Manager Job Posts Work
1. Clear, Specific Titles That Attract the Right People
- Instead of a vague “Campaign Manager,” the experienced role says: “Campaign Manager — Own Multi-Channel Growth at WorkScreen.io.”
This tells the reader the exact scope (“multi-channel growth”), the company name (“WorkScreen.io”), and creates ownership appeal (“own” rather than “assist”). - The entry-level version says: “Junior Campaign Manager — Learn, Test, and Grow at WorkScreen.io.”
This signals opportunity, skill development, and a growth path—without intimidating less experienced candidates.
2. Personal Touch With Video
- Adding a short Loom or YouTube intro before “Who We Are” gives candidates a face and voice to connect with.
- It builds trust and transparency, and makes the company stand out from 99% of job posts that are faceless.
3. Human, Company-Specific ‘Who We Are’ Section
- Both descriptions reflect io’s actual mission and product, rather than vague filler text like “We’re a leading provider of solutions…”
- This gives candidates a clear understanding of what the company does, who it serves, and the value it delivers.
- Mission-driven language (“skills over résumés,” “faster, fairer hiring”) appeals to applicants who care about purpose.
4. Responsibilities That Show Impact, Not Just Tasks
- The experienced role emphasizes strategic ownership (“own budget and pacing,” “build testing roadmaps”)—making the work feel meaningful and tied to results.
- The entry-level role balances simple, doable tasks (“assist with planning,” “help with list building”) with exposure to strategic elements—signaling growth potential.
5. Requirements That Match the Audience
- The experienced role lists specific tools and methodologies (Google Ads, HubSpot, GA4, experimentation mindset).
- The entry-level role removes hard “must-haves” and instead highlights traits (“coachability,” “positive attitude”) while keeping optional skills as “nice to have.”
6. Perks & Benefits Clearly Listed
- Benefits are separated from cultural fit to avoid blending them into generic feel-good language.
- Tangible items (insurance, PTO, stipends) are easy to scan and compare. This transparency builds trust and helps applicants self-qualify.
7. Strong ‘Why This Role Is a Great Fit’ Section
- Both versions frame the role as an opportunity, not just a job—emphasizing ownership, visibility, and mission alignment.
- This section sells the emotional and professional upside—why the candidate should choose this role over another offer.
8. Respectful, Transparent Hiring Process
- Clear timelines, “we respond to all applicants” promises, and the use of WorkScreen to evaluate real skills shows the company values candidate experience.
- This sets expectations early and differentiates the employer from companies with vague or ghosting-prone processes.
9. Balance Between Professional and Conversational Tone
- The language avoids jargon overload while still sounding competent.
- Words like “own,” “grow,” “learn,” and “build” are action-oriented and invite engagement.
Example of a Bad Campaign Manager Job Description (And Why It Fails)
📌 Job Title: Campaign Manager
💼 Company: XYZ Marketing Group
📍 Location: New York, NY
💼 Type: Full-Time
🗓 Application Deadline: Open until filled
Job Summary
We are seeking a Campaign Manager to oversee our marketing campaigns. The ideal candidate will be able to manage multiple projects, work with different teams, and deliver campaigns on time.
Key Responsibilities
- Manage campaigns from start to finish
- Coordinate with teams to ensure deadlines are met
- Prepare reports and track campaign performance
Requirements
- Bachelor’s degree in Marketing or related field
- 3–5 years of experience in campaign management
- Strong organizational skills
How to Apply
Send your CV and cover letter to hr@xyzmarketing.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
1. Generic Job Title
“Campaign Manager” with no qualifiers gives zero insight into scope, focus, or company impact. There’s no mention of industry, type of campaigns, or level of ownership.
2. Lifeless Introduction
The “Job Summary” is vague and uninspired—it doesn’t connect with the reader or sell the role. There’s no sense of the company’s mission, values, or goals.
3. No Company Story or Culture
There’s no “Who We Are” section, no values, and no description of the work environment. Applicants have no reason to feel connected or interested beyond the paycheck.
4. Responsibilities Are Too Broad
“Manage campaigns from start to finish” could mean anything from social media ads to direct mail. Without details, strong candidates can’t tell if it’s a good fit.
5. Requirements Are Bare Minimum
The listed qualifications are generic enough to apply to hundreds of jobs. There’s nothing that speaks to the specific skills or traits needed to succeed in this role.
6. No Salary or Perks
Omitting salary and benefits signals outdated hiring practices and creates a trust gap with candidates.
7. Cold, Dismissive Application Process
“Only shortlisted candidates will be contacted” feels transactional and disrespectful. It discourages applicants who value clarity and communication.
💡 Lesson: If your Campaign Manager job description looks like this, you’re not competing for top talent—you’re competing for whoever’s still applying after reading a dozen similar posts.
Bonus Tips to Make Your Campaign Manager Job Description Stand Out
If you want to give your Campaign Manager job post an edge, go beyond the standard format. These extra touches make your listing feel modern, trustworthy, and candidate-focused.
1. Add a Security & Privacy Notice for Applicants
This reassures candidates that their personal information is safe and your hiring process is legitimate.
Example:
Important Notice: We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.
2. Mention Paid Leave or Flexible Time Off
Top candidates value work-life balance. Including your leave policy shows you respect their time outside of work.
Example:
Enjoy 20 PTO days per year plus 10 company holidays. We also offer flexible personal days so you can recharge when needed.
3. Highlight Training & Growth Opportunities
Show that you invest in your people—this is a big draw for ambitious marketers.
Example:
We invest in your growth. You’ll get a $1,000 annual learning stipend, access to marketing certifications, and the chance to attend leading industry conferences.
4. Include a Short Video From the Hiring Manager or CEO
A 60–90 second Loom or YouTube intro can:
- Explain why the role matters to the company’s mission
- Show off the personality of the team
- Make the job post more human and memorable
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
5. Show Evidence of Team Culture
Instead of saying “we have a great culture,” give examples.
Example:
We kick off every Monday with a 15-minute standup where marketing shares wins, lessons, and experiments for the week. We also have quarterly “innovation sprints” where you can pitch and test campaign ideas.
6. Make the Application Process Feel Respectful
Avoid vague or cold instructions—outline the steps and timelines so candidates feel valued.
Example:
We review every application, respond within 7 days, and give all candidates closure regardless of outcome.
7. Link to Real Employee Stories
If possible, link to Glassdoor reviews, blog interviews with employees, or videos of your team in action.
This builds authenticity and lets candidates hear directly from people inside the company.
Why You Shouldn’t Let AI Write Your Campaign Manager Job Post From Scratch
It’s tempting to drop “Write me a Campaign Manager job description” into ChatGPT or another AI tool and call it a day. But here’s the problem—when you give AI nothing to work with, you get exactly what’s clogging up Google now:
- Generic, lifeless wording that could apply to any marketing role
- Bullet points copied from other job posts
- No sense of your company’s mission, values, or culture
- Zero emotional pull for the right kind of candidate
The result? Your post blends in with hundreds of others and attracts the wrong kind of applicants—those mass-applying to everything without reading past the title.
The Smarter Way to Use AI for This Role
AI is a great assistant, but it needs your raw ingredients to produce something worth publishing.
Before prompting AI, gather:
- Company info: mission, product/service, values
- Role specifics: key responsibilities, success metrics, campaign types/channels
- Culture cues: tone, work environment, team personality
- Benefits: salary range, perks, career growth opportunities
- Hiring process: steps, timelines, unique elements (e.g., skill test, video intro)
The Wrong Way to Prompt AI
Write me a Campaign Manager job description.
You’ll get something bland, disconnected, and forgettable—just like the “bad example” we shared earlier.
The Right Way to Prompt AI
Help me write a Campaign Manager job description for WorkScreen.io.
We’re hiring a Campaign Manager to plan, execute, and optimize multi-channel campaigns (paid social, search, email, events) to drive qualified leads and pipeline.
Our culture is collaborative, fast-moving, and data-driven—we value experimentation, clear communication, and ownership.
Benefits include: salary $78,000–$95,000 + bonus, 20 PTO days, health/dental/vision, learning stipend, hybrid stipend.
We offer a transparent hiring process with WorkScreen skill evaluations, leadership interviews, and clear timelines.
Tone: conversational, human, and culture-first.
Here are a few notes I’ve drafted to include: [paste your bullet notes].
By giving AI this detail, you ensure the output reflects your brand, your role, and your audience—not just a generic template.
💡 Pro Tip: You can even paste in one of the “good examples” from this guide and tell AI, “Write something in this exact style but swap the role and responsibilities for the details above.”
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Campaign Manager Job Description?
We get it—sometimes you just need something fast.
Maybe you’ve already gone through this guide and understand what makes a strong job post. But you also want a solid starting point you can copy, paste, and tailor to your company in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Style
Job Title: Campaign Manager — Drive Multi-Channel Growth at [Company Name] 💼 Location: [Remote/Hybrid] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 A quick word from our hiring manager (60–90s): [Insert Loom/YouTube link]
Who We Are
At [Company Name], we believe great campaigns are planned, tested, and refined until they deliver results that matter. We help [your target customers] solve [core problem] through [product/service]. Our team is collaborative, data-driven, and obsessed with learning what works.
What You’ll Do
- Plan, execute, and optimize multi-channel campaigns (paid social, search, email, events).
- Partner with creative, content, and sales to align messaging with goals.
- Monitor performance and make real-time optimizations.
- Manage budgets, timelines, and reporting to stakeholders.
- Document learnings and turn wins into repeatable playbooks.
What We’re Looking For
- 3+ years running campaigns with measurable ROI.
- Proficiency with tools like Google Ads, LinkedIn Ads, and [marketing automation/CRM].
- Strong analytical skills and attention to detail.
- Clear writing + structured project management.
Perks & Benefits
- Health, dental, vision.
- [#] PTO days + company holidays.
- Learning stipend + conference budget.
- Wellness allowance + [remote/hybrid] work stipend.
Why This Role Is a Great Fit
Own campaigns end-to-end, see your work tied directly to growth, and experiment fast with a team that values curiosity and clear results.
Our Hiring Process
We review every application and respond to all candidates. Shortlisted applicants complete a brief skills exercise via [your assessment platform] before team interviews. Clear timelines throughout.
📥 Apply here: [Insert application link]
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements”
Job Title: Junior Campaign Manager — Learn, Test, and Grow at [Company Name] 💼 Location: [Remote/Hybrid] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
We’re hiring a Junior Campaign Manager to support integrated campaigns that drive awareness, engagement, and pipeline. You’ll learn hands-on, work cross-functionally, and grow into owning campaigns.
Responsibilities
- Assist with planning and launching campaigns across paid social, search, email, and events.
- Coordinate assets, timelines, and basic reporting.
- Draft simple ad/landing copy and request creatives.
- Learn tools like [GA4], [ad platforms], and [automation/CRM].
- Help with audience lists, segmentation, and event logistics.
Requirements
- Clear communicator; organized and proactive.
- Familiarity with basic marketing concepts/metrics (CTR, CPL, CVR) — coursework or internships count.
- Comfortable with spreadsheets and learning new tools.
- Positive, collaborative, and coachable.
Perks & Benefits
- Health, dental, vision (eligibility after [X] days).
- [#] PTO days + company holidays.
- Remote setup stipend + monthly internet.
- Learning stipend + mentorship program.
Our Hiring Process
We evaluate potential as much as experience. Shortlisted candidates complete a brief, practical skills exercise via [your assessment platform] before interviews. We provide updates at each step.
📥 Apply here: [Insert application link]
Next Step: Let WorkScreen.io Handle the Hard Part
Writing a great Campaign Manager job description is only the first step. The real challenge comes next—sorting through applications, spotting genuine talent, and avoiding costly hiring mistakes.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
1. Quickly Identify Your Most Promising Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
2. Assess Skills With One-Click Tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
3. Filter Out Low-Effort and AI-Generated Applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
💡 Pro Tip: Pair your new job description with a WorkScreen application link right in the post. That way, every applicant enters your hiring process through a fair, skills-based evaluation from day one.
Frequently Asked Questions — Campaign Manager Job Descriptions
While both roles require organization, planning, and coordination, their focus is different:
- Project Manager: Oversees a broad initiative or set of tasks, which could be technical, operational, or marketing-related. They ensure deliverables are completed on time, within budget, and meet agreed specifications.
- Campaign Manager: Focuses specifically on planning, executing, and optimizing marketing campaigns to achieve defined objectives—such as increasing brand awareness, generating leads, or driving sales. Their success is measured by campaign performance metrics rather than just task completion.
Key skills include:
- Strategic thinking: Ability to connect campaign activity to business goals.
- Analytical ability: Comfortable interpreting campaign data to make optimizations.
- Creativity: Can craft compelling messaging and innovative campaign ideas.
- Project management: Strong in scheduling, budgeting, and coordinating teams.
- Communication skills: Clear, persuasive, and able to collaborate across functions.
- Tool proficiency: Experience with marketing platforms, analytics tools, and CRM systems.
Salaries vary depending on industry, location, and experience level. In the U.S., a Campaign Manager typically earns $65,000 to $95,000 per year, with performance bonuses common in roles tied to measurable results. Senior-level or specialized Campaign Managers in competitive industries can exceed $100,000 annually.
Common performance indicators include:
- Campaign ROI and cost per acquisition (CPA)
- Lead quality and conversion rates
- Channel-specific performance (e.g., click-through rates, engagement)
- Ability to deliver campaigns on time and within budget
- Contribution to revenue or pipeline growth
A marketing background is common, but not always required. Candidates with transferable skills—such as project management, data analysis, or communications—can excel if they have the ability to learn marketing tools and strategies quickly.
