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If you’ve Googled “Content Manager job description,” you’ve probably seen the same thing over and over again: a wall of bullet points, corporate jargon, and vague statements about “managing content strategy.”
The problem?
Most of those articles don’t actually teach you how to attract a great Content Manager—they just give you a generic list of tasks and hope you copy-paste it.
And that’s why so many companies end up with bland job posts that fail to connect with the very people they’re trying to hire. Top talent isn’t looking for a checklist—they’re looking for a role that feels purposeful, a company they can believe in, and a team worth joining.
Before we dive into the specifics, I recommend checking out ourfull guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . In it, we break down why generic posts fail to convert quality applicants, and how a human, value-driven approach can completely change the quality of candidates you attract.
This article will show you exactly how to do that for a Content Manager role—complete with real examples, breakdowns of why they work, and a copy-paste template you can customize for your own company.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
What A Content Manager Actually Does - Their Roles
A Content Manager isn’t just someone who “publishes blog posts” or “manages social media.” They’re the person who shapes your brand’s voice, keeps your messaging consistent, and ensures every piece of content aligns with your business goals.
In plain English?
A Content Manager plans, creates, edits, and distributes content across multiple channels—whether that’s your website, blog, email newsletters, or social platforms. They coordinate with writers, designers, and marketing teams to make sure content is not only engaging but also drives results.
It’s a role that requires creativity, strategic thinking, and organizational skills in equal measure.
They need to:
- Understand your audience better than anyone else.
- Keep up with trends and platform changes.
- Measure performance and adjust the strategy when needed.
And here’s the kicker—this role isn’t just about producing content. It’s about making sure every piece of content moves your company closer to its goals. That’s why, when hiring, you need to look beyond technical skills and also assess qualities like adaptability, collaboration, and a knack for storytelling.
Two Great Content 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 Content Manager
📌 Job Title: Content Manager at BeaconAnalytics — Own Our Multi-Channel Content Strategy
💼 Type: Full-Time | Hybrid (2 days in-office, 3 remote)
📍 Location: Austin, TX
💰 Salary Range: $72,000 – $88,000/year + benefits
🎥 A quick word from our hiring manager
Watch this 60-second intro from our VP of Marketing about the role and how content drives pipeline at BeaconAnalytics. (Loom/YouTube link here)
Who We Are
BeaconAnalytics is a revenue analytics platform used by 9,800+ SMBs to turn messy sales and marketing data into clear, actionable dashboards. We’re bootstrapped, profitable, and growing steadily—our newsletter reaches 120,000 operators, and our blog drives ~38% of pipeline-influenced opportunities. We publish practical, data-backed content that helps teams make smarter decisions without the fluff.
What You’ll Do
- Own the content strategy across blog, podcast, email, webinars, and social.
- Lead our editorial calendar and ship consistently with quality.
- Edit for clarity, voice, and accuracy; enforce our content standards.
- Partner with PMM, Sales, and Data teams to produce pain-point driven content.
- Launch SEO pillars and refresh top URLs to compound traffic.
- Report on performance (traffic, MQLs, assisted pipeline) and iterate.
What We’re Looking For
- 4–6 years in content management or editorial leadership (B2B preferred).
- Exceptional editing and story development; sharp POV and voice control.
- Proven SEO experience (topic clusters, internal linking, refresh strategy).
- Comfort working cross-functionally and translating product value into content.
- Familiarity with GA4, Search Console, and a CMS (Webflow/WordPress).
Why This Role Is a Great Fit
- You want real ownership over strategy, not just “keep the blog alive.”
- You like pairing creativity with measurable impact on pipeline.
- You prefer shipping useful content over chasing trends.
- You want a stable, profitable SaaS with senior teammates who value craft.
Perks & Benefits
- Health, dental, and vision insurance + 401(k) with 3% match.
- 20 PTO days + 10 holidays + quarterly “Deep Work Fridays.”
- $1,500 annual learning budget (books, courses, conferences).
- Hybrid flexibility; home office stipend on day one.
Our Hiring Process
We respect your time. We’ll evaluate skills—not just résumés—via WorkScreen.io. Shortlisted candidates meet the team and complete a paid take-home edit (2–3 hours).
📥 How to Apply
Apply via WorkScreen: [Insert unique WorkScreen link]
✅ Version 2: Job Description For Entry Level Content Manager
📌 Job Title: Junior Content Manager — Learn & Shape Our Brand Story at Harbor & Hearth
💼 Type: Full-Time | Remote-friendly (US-based)
📍 Location: Charleston, SC (HQ) or Remote (US)
💰 Salary Range: $48,000 – $58,000/year + benefits
🎥 A quick word from our CEO
In this short video, our founder shares how content fuels community at Harbor & Hearth and what growth looks like in your first 90 days. (Loom/YouTube link here)
Who We Are
Harbor & Hearth is a modern home goods brand helping people create warm, functional spaces without designer price tags. Our community is 250k+ strong across email and social, and our content (DIY guides, room refreshes, and customer stories) drives most first-time purchases. We believe great storytelling builds trust—and trust builds homes people love.
What You’ll Do
- Maintain the content calendar and publish across blog, email, and social.
- Draft and edit posts, product spotlights, and simple how-to guides.
- Coordinate visuals with our design team and manage asset handoffs.
- Repurpose content (e.g., blog → email → Reels/TikTok scripts).
- Track basic performance metrics and share weekly learnings.
What We’re Looking For
- Strong writing fundamentals and a friendly, clear tone.
- Curiosity, organization, and coachability; you take feedback well.
- Basic comfort with a CMS and Google Docs; willing to learn SEO basics.
- A portfolio or samples (school, personal blog, newsletter all count).
Why This Role Is a Great Fit
- You want your first or second role in content with hands-on mentorship.
- You like turning customer stories into useful, feel-good content.
- You want to learn real campaign building—not just post and pray.
- You’re excited to grow into a mid-level content role in 12–18 months.
Perks & Benefits
- Health, dental, and vision insurance + employee product discounts.
- 15 PTO days + 10 holidays + 2 volunteer days.
- $1,000 annual learning stipend + monthly mentorship sessions.
- Fully remote setup stipend or coworking pass.
Our Hiring Process
We use WorkScreen.io so great candidates don’t get overlooked. Expect a short skills task (light edit + caption draft), followed by a conversational panel.
📥 How to Apply
Apply via WorkScreen: [Insert unique WorkScreen link]
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.
Breakdown of Why These Content Manager Job Posts Work
Let’s break down why the two Content Manager job descriptions above are strong, and why they’re more likely to attract high-quality applicants than the average post you’ll find online.
1. Clear, Specific Titles
Instead of “Content Manager,” we used:
- “Content Manager at BeaconAnalytics — Own Our Multi-Channel Content Strategy”
- “Junior Content Manager — Learn & Shape Our Brand Story at Harbor & Hearth”
These give context (company name + mission) and signal the level of the role (senior vs. junior). A specific title helps the right candidates instantly recognize if the role is for them.
2. Personal Video Introduction
Adding a Loom or YouTube video from the hiring manager or CEO builds trust and connection.
It humanizes your brand and gives candidates a preview of leadership style, tone, and culture.
3. Human, Story-Led “Who We Are” Section
Rather than a dry paragraph of corporate facts, both examples tell a story:
- BeaconAnalytics highlights growth, community size, and measurable impact.
- Harbor & Hearth focuses on its mission, audience, and the feeling behind the brand.
This pulls candidates into your mission and makes them see the role as part of a bigger story.
4. Responsibilities Written for Impact
Instead of listing generic tasks (“manage content calendar”), each bullet is framed with impact and purpose:
- “Lead our editorial calendar and ship consistently with quality.”
- “Repurpose content (e.g., blog → email → Reels/TikTok scripts).”
This makes the role feel dynamic and meaningful.
5. Skills & Requirements That Invite the Right People
- Senior role: specific technical skills, proven track record, tools experience.
- Junior role: writing fundamentals, curiosity, coachability, basic tools.
This clarity helps avoid deterring qualified but less experienced candidates for the junior role while ensuring the senior role attracts proven professionals.
6. “Why This Role Is a Great Fit” Section
Separating this from Perks & Benefits lets you sell fit and alignment, not just pay and perks.
Here, you’re speaking directly to the right type of candidate—what excites them and what they value.
7. Transparent Perks & Benefits
- Lists salary range upfront (builds trust).
- Separates perks (learning stipends, volunteer days, discounts) from core benefits (health, PTO).
- Tailored to role type—senior role has leadership-level perks; junior role has growth-oriented perks.
8. Respectful, Clear Hiring Process
Both examples:
- Use WorkScreen.io to focus on skills over résumés.
- Outline steps (assessment → interview → offer) so candidates know what to expect.
- Show respect for the applicant’s time and effort.
9. Culture Baked In
The tone, word choice, and structure convey the culture without needing to say “we have a great culture.”
This makes the post feel authentic instead of forced.
Example of a Bad Content Manager Job Description (And Why It Fails)
❌ Bad Job Post Example
📌 Job Title: Content Manager
💼 Type: Full-Time
📍 Location: New York, NY
Job Summary
We are looking for a Content Manager to handle our content needs. The ideal candidate will manage our website, social media, and other platforms to ensure our content is updated regularly.
Responsibilities
- Manage the content calendar.
- Edit and publish content.
- Work with different teams.
- Track metrics.
Requirements
- Bachelor’s degree in Marketing, Communications, or related field.
- 3–5 years of experience in a similar role.
- Strong writing skills.
How to Apply
Send your CV and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
- Generic Title
Just “Content Manager” with no context, mission, or company name—bland and unmemorable. - No Personality in the Intro
The “Job Summary” is vague, uninspiring, and could apply to hundreds of companies. There’s no sense of purpose or vision. - Responsibilities Are Too Broad
Phrases like “manage the content calendar” and “work with different teams” give no real picture of the day-to-day or the impact of the role. - No Culture or Mission Mentioned
Candidates have no idea what the company stands for, who they’ll work with, or why they should be excited to join. - No Salary or Perks Listed
Missing compensation details signals a lack of transparency, which often turns off serious candidates. - Cold, Unwelcoming Application Process
“Only shortlisted candidates will be contacted” feels dismissive. In a competitive hiring market, this hurts your employer brand.
Zero Differentiation
There’s nothing here that sets the role apart from dozens of other generic postings—making it invisible to top-tier talent.
Bonus Tips to Make Your Content Manager Job Post Stand Out
If you want your Content Manager job post to go beyond “good” and become truly irresistible to the right candidates, here are a few extras that can give you an edge:
1. Add a Security & Privacy Notice
Build trust by letting candidates know you take their data seriously.
Example:
“We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or personal financial information at any point during the hiring process.”
2. Mention Leave Days or Flex Time
Candidates value balance as much as salary. If you offer flexible schedules or extra leave, highlight it.
Example:
“Enjoy up to 20 paid vacation days plus 2 volunteer days each year—so you can recharge, contribute to causes you care about, and come back inspired.”
3. Highlight Training & Growth Opportunities
Content Managers often want to expand into strategy, leadership, or creative direction. Show them you’ll support that growth.
Example:
“We invest in your development with a $1,500 annual learning budget for courses, conferences, and certifications—because when you grow, we grow.”
4. Add a Video for a Personal Touch
A Loom or YouTube video from the CEO, marketing lead, or team members helps the job feel real and approachable. It’s also an easy way to showcase personality and culture in less than two minutes.
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. Showcase Work Examples
Link to your blog, social channels, or other content so applicants can get a feel for your voice and standards. This will help them tailor their application to fit your style.
AI Caution & How to Use AI the Smart Way for Job Posts
These days, it feels like every hiring blog and ATS platform is pushing one-click AI-generated job descriptions. And yes—AI can save time. But here’s the problem:
If you rely on AI without providing the right inputs, you’ll end up with the exact kind of generic, lifeless post you’ve been trying to avoid.
Why Blindly Using AI Hurts Your Hiring
- Generic Output – Without guidance, AI produces vague, templated content that blends into every other post online.
- Attracts the Wrong Candidates – A bland post brings in quantity, not quality.
- Damages Your Brand – Your job post is often a candidate’s first impression of your company. If it feels copy-pasted, it can make your whole brand feel that way.
The Wrong Way to Use AI
Prompt: “Write me a job description for a Content Manager.”
Result: You’ll get a standard, forgettable post with a generic tone, no personality, and zero reflection of your company’s culture or mission.
The Right Way to Use AI
Come prepared with details and context—feed the AI your raw ingredients. For example:
“Help me write a job post for our company, BeaconAnalytics. We’re hiring a Content Manager to own multi-channel content strategy, manage the editorial calendar, and partner with marketing and product teams. Our culture is collaborative, data-driven, and quality-obsessed. We want to attract candidates who value impact over vanity metrics, have strong editorial judgment, and can balance creativity with data insights. We offer health benefits, a $1,500 learning budget, 20 PTO days, and hybrid flexibility. Our hiring process includes a short WorkScreen skills test followed by interviews. Here are a few notes I’ve written to get you started: [paste your notes] ”
With the right prompt, AI can help:
- Polish your tone.
- Organize your structure.
- Suggest better wording for clarity and flow.
The key is that you control the message—AI is just the tool to refine it.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Copy-Paste Job Description Templates for Quick Use
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide and know what makes a great job post, but you still want a solid starting point you can tweak in 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 Job Description Template (Culture-First Style)
📌 Job Title: Content Manager at [Company Name] — Own Our Multi-Channel Content Strategy
💼 Type: [Job Type]
📍 Location: [City, State / Country / Remote]
💰 Salary Range: [Salary Range]/year + benefits
🎥 A quick word from our hiring manager
Watch our [Hiring Manager Title] share how content drives growth at [Company Name] and what success looks like in this role. (Insert Loom/YouTube link)
Who We Are
[Company Name] is a [short company description: e.g., “B2B SaaS platform helping small teams turn data into decisions”]. Content is central to how we educate, build trust, and drive demand. We care about useful, honest content that actually helps our audience.
What You’ll Do
- Lead and execute our multi-channel content strategy.
- Own the editorial calendar and ship consistently with quality.
- Edit for clarity, tone, and accuracy; uphold brand voice.
- Partner with [Teams/Functions] to create customer-focused content.
- Track performance and iterate using [Analytics Tools].
What We’re Looking For
- [X–Y] years in content management/editorial leadership.
- Strong editing, storytelling, and SEO fundamentals.
- Ability to balance creativity with data-driven insights.
- Comfortable with [Your CMS], [Your tool stack].
Why This Role Is a Great Fit
- Real ownership of strategy—not just “keep the blog alive.”
- Clear line of sight from content to business outcomes.
- Join a team that values craft, clarity, and consistency.
Perks & Benefits
- [Health/Dental/Vision] + [Retirement plan/match if applicable].
- [#] PTO days + [#] holidays + [Any special days].
- [$X] annual learning budget (courses, conferences, certifications).
- [Hybrid/Remote] flexibility + [Home office/Coworking stipend].
Our Hiring Process
We evaluate skills—not just résumés—using WorkScreen.io. After applying, you’ll complete a brief, role-specific skills assessment. Shortlisted candidates move to interviews.
📥 How to Apply: Apply via WorkScreen: [Insert Link]
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
📌 Job Title: [Junior/Associate] Content Manager — Learn & Grow with [Company Name]
💼 Type: [Job Type]
📍 Location: [City, State / Country / Remote]
💰 Salary Range: [Salary Range]/year + benefits
Job Brief
[Company Name] is a [brief company description/industry]. We’re hiring a [Junior/Associate] Content Manager eager to learn multi-channel content—from blog and email to social—while working closely with our [Marketing/Brand] team.
Responsibilities
- Maintain and update the content calendar.
- Draft and edit posts, guides, and social content.
- Collaborate with [Design/Marketing/Product] on asset handoffs.
- Repurpose content across formats (e.g., blog → email → short-form video scripts).
- Track basic metrics and share insights using [Analytics Tools].
Requirements
- Strong writing skills and attention to detail.
- Curiosity, organization, and willingness to learn.
- Basic familiarity with [Your CMS] and [Docs/Project tools].
- [Portfolio or samples link encouraged].
Perks & Benefits
- [Health/Dental/Vision] + [Any retirement plan/match].
- [#] PTO days + [#] holidays + [#] volunteer days.
- [$X] annual learning stipend + [Mentorship cadence, e.g., monthly].
- [Remote setup stipend / Coworking pass].
Our Hiring Process
We use WorkScreen.io to evaluate skills fairly. Expect a short skills task (light edit + caption draft), followed by a conversational panel.
📥 How to Apply: Apply via WorkScreen: [Insert Link]
Let WorkScreen Handle the Next Step of Hiring
Once you’ve written a compelling job post, the next challenge is figuring out which applicants are actually worth your time. That’s where WorkScreen.io comes in.
WorkScreen helps you:
- 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.
- Easily administer one-click skill 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.
- Eliminate low-effort 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.
Whether you’re hiring your first Content Manager or expanding a team, WorkScreen helps you hire faster, smarter, and with more confidence.
👉 Create your WorkScreen account today
turn your job post into a shortlist of top performers:
Frequently Asked Questions - Content Manager Job Description
A strong Content Manager should have a mix of creative, strategic, and technical skills. Look for:
- Content strategy & planning – Ability to align content with business goals.
- Strong writing & editing – Ensuring clarity, tone consistency, and brand alignment.
- SEO knowledge – Understanding keyword research, on-page optimization, and content performance tracking.
- Project management – Coordinating multiple content streams and meeting deadlines.
- Collaboration – Working effectively with designers, marketers, and subject matter experts.
- Analytical thinking – Using metrics to assess performance and guide improvements.
Salaries vary based on location, experience, and industry.
- United States: $65,000 – $85,000/year on average, with senior roles reaching $100k+.
- United Kingdom: £32,000 – £45,000/year.
- Australia: AUD $75,000 – $95,000/year.
Highly experienced Content Managers in competitive markets or specialized industries can earn well above these ranges.
A Content Manager focuses on day-to-day execution—managing the editorial calendar, producing content, and ensuring consistency.
A Content Strategist is more focused on the big picture—developing the overall content plan, messaging frameworks, and long-term strategy.
In smaller companies, one person may handle both roles.
It’s not essential, but basic knowledge of design tools (like Canva or Figma) or video editing software can be a big plus. It allows them to make quick edits without waiting on another team member.
