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If you’ve searched “Creative Manager job description,” you’ve probably run into the same problem: dozens of copy-paste templates that say very little—and attract even less.
Most job posts follow a tired format:
Responsibilities. Requirements. Bullet points. Apply here.
They check boxes, but they don’t connect. They don’t inspire. And they certainly don’t help you attract creative leaders who know how to think strategically, motivate a team, and turn ideas into campaigns that move the needle.
Here’s the truth:
🎯 Great creative managers don’t respond to lifeless job descriptions.
They’re looking for mission, autonomy, challenge, and a team they can grow with.
This guide will walk you through how to write a Creative Manager job description that actually works—one that’s clear, human, specific, and capable of attracting someone who can lead and elevate your brand’s creative direction.
If you haven’t yet, we recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ before you dive in—it’s packed with examples and strategies that will help you write job descriptions that get results.
Ready? Let’s start by breaking down what a Creative Manager actually does—and why getting this role right can make or break your marketing success.
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.
What the Creative Manager Role Actually Is
A Creative Manager isn’t just someone who signs off on designs or reviews copy.
They’re the person who translates your brand’s goals into visual and verbal campaigns that actually resonate with your audience. They lead creative teams—think designers, copywriters, video editors, content strategists—and guide them from concept to execution. But it’s not just about creative flair.
A great Creative Manager combines artistic vision with project management, collaboration, and business thinking. They help marketing and product teams hit their goals—not just look good while doing it.
In short:
A Creative Manager connects ideas to outcomes.
They take messy concepts, lead the team through ambiguity, and deliver campaigns that are aligned, on-brand, and effective.
They need strong communication, a deep understanding of brand identity, the ability to give useful feedback, and the confidence to lead both brainstorming and execution.
Two Great Creative Manager Job Description Templates
✅ Option 1: Job Description For Experienced Creative Managers
📌 Job Title: Creative Manager at Finchwell – Lead Our Brand & Campaign Strategy
Location: Hybrid (Nairobi or Remote) | Type: Full-Time | Salary Range: $3,000–$4,500/month (Based on experience)
Schedule: Monday–Friday | 9am–5pm (Flexible Hours Possible)
Start Date: August 2025
🎥 A Quick Note from Our Head of Marketing
Before you read on, take 60 seconds to hear from Brenda, our Head of Marketing, about why we’re hiring for this role, how it fits into our bigger brand vision, and the kind of leader we’re looking for.
👉 [Insert Loom or YouTube Link]
🏢 Who We Are
We’re Finchwell, a Kenyan fintech startup helping small businesses access funding in less than 48 hours—without drowning in paperwork. Our platform has processed over $20M in disbursements since launch, and our user base is growing fast.
We believe creative is more than aesthetics—it’s a lever for trust, clarity, and customer action. Our current brand has taken us far. But to scale the next chapter, we need a creative leader who can sharpen our storytelling, align visuals to strategy, and guide our in-house team to do their best work.
🎯 What You’ll Be Doing
This role blends creative direction, people management, and cross-functional strategy.
- Lead and grow a team of designers, copywriters, and content producers
- Own the creative strategy for product launches, brand campaigns, and lifecycle marketing
- Develop briefs, manage timelines, and ensure high-quality output across all assets
- Partner closely with marketing and product to align visuals with goals
- Guide feedback loops and reviews with empathy and clarity
- Champion consistency in visual identity, messaging, and brand tone
- Manage external partners or freelancers as needed
🧠 What We’re Looking For
- 3+ years in a senior creative or brand role (agency or in-house)
- Demonstrated experience leading creative teams
- A portfolio that shows campaign work and strategic thinking
- Clear communicator who can advocate for creative direction internally
- Strong understanding of design, copy, video, and branding principles
- Familiarity with Figma, Adobe Creative Suite, and project management tools (e.g., Notion, Trello)
🎁 Perks & Benefits
- $3,000–$4,500/month, depending on experience
- Fully remote or hybrid setup (your choice)
- Paid time off (20 days/year)
- Annual learning & development stipend
- Health and dental insurance
- High-quality equipment setup
- Monthly wellness stipend (gym, therapy, yoga, etc.)
💬 Why This Role Is a Great Fit
You’ll be joining a growth-stage company where your work won’t get stuck in layers of approvals. You’ll have room to experiment, build, and lead—without being micromanaged. You’ll get direct access to decision-makers, a supportive team, and the chance to shape a fast-growing African fintech brand from the inside.
📥 How to Apply
We use WorkScreen to ensure a fair and skill-based hiring process.
Click below to complete a short creative evaluation that helps us see how you think and lead.
👉 [Insert WorkScreen Link]
We review every application and respond to all candidates.
✅ Option 2: Job Description for Junior Creative Lead (Growth Role into Creative Manager) at Loop Studio
Location: Remote (Kenya preferred) | Type: Full-Time
Salary Range: $1,500–$2,500/month (based on experience)
Start Date: Flexible | Schedule: Monday–Friday, 9am–5pm
🎥 Hear From Our Creative Director
Before you scroll, meet our Creative Director, Wanja. In this 90-second Loom, she shares why we’re hiring, what mentorship looks like, and how this role fits into the future of Loop Studio.
👉 [Insert Loom or YouTube Link]
🏢 Who We Are
Loop Studio is a remote-first creative production company based in Nairobi. We help startups, ecommerce brands, and creators turn ideas into campaigns that convert—through thoughtful design, storytelling, and content production.
We’ve built launch campaigns for 70+ brands and delivered over 1,000 projects in the last 18 months alone. Our mission is to help small teams punch above their weight by giving them access to world-class creative direction.
Now we’re hiring a Junior Creative Lead—someone with raw talent, curiosity, and leadership potential—to help shape campaigns and grow into a full Creative Manager role within 6–12 months.
🛠️ What You’ll Be Doing
- Collaborate with our in-house team of designers, editors, and writers on active projects
- Assist in managing timelines, creative briefs, and team coordination
- Contribute to campaign ideas, social media concepts, and brand design work
- Learn how to give and receive feedback that sharpens creative output
- Gradually take ownership of projects and lead internal reviews
- Shadow client meetings and participate in brainstorms
- Work closely with Wanja (our Creative Director) to develop your leadership and strategy skills
💡 What We’re Looking For
You don’t need a management background. What we care about is:
- A strong portfolio (freelance, personal, or client work welcome)
- Hunger to grow into a leadership role
- Clear visual instincts and taste
- Basic knowledge of tools like Canva, Adobe, or Figma
- Confidence communicating ideas and giving/receiving feedback
- A self-starter who takes initiative and learns fast
- Bonus: Prior agency, freelance, or remote work experience
🎁 Perks & Benefits
- Monthly salary between $1,500–$2,500
- Remote-first team with flexible hours
- Monthly internet stipend
- 18 days paid annual leave
- Equipment and workspace budget
- Paid access to courses, mentorship sessions, and design tools
- Monthly creative wellness day (1 day/month offline for self-led learning, reading, or rest)
💬 Why This Role Is a Great Fit
This is your chance to step up. You won’t just be “helping” the creative team—you’ll be part of it from day one. And with structured mentorship, fast feedback loops, and ownership opportunities, you’ll grow into the kind of leader you’ve always wanted to be: confident, capable, and respected.
We don’t gatekeep leadership—we develop it.
📩 How to Apply
We use WorkScreen to evaluate applicants based on creative thinking, not just polished résumés. Click the link below to complete a short creative challenge.
👉 [Insert WorkScreen Link]
We’ll review every application carefully and get back to you within 7 days.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Creative Manager Job Posts Work
Let’s break down why each of the job descriptions above works—not just stylistically, but strategically.
✅ 1. The Job Titles Are Clear and Targeted
Instead of saying “Creative Manager” or “Creative Lead,” both posts add meaningful context:
- “Creative Manager at Finchwell – Lead Our Brand & Campaign Strategy”
- “Junior Creative Lead (Growth Role into Creative Manager) at Loop Studio”
These aren’t just job labels—they tell the candidate what the role actually is, who it’s for, and what they’ll be leading. This attracts better-aligned applicants from the start.
✅ 2. They Include a Video From a Real Person
In both examples, there’s a short Loom video from a team leader.
This makes a huge difference in how candidates perceive the company. Why?
- It adds trust and transparency
- It humanizes the hiring team
- It helps the post stand out in a crowded space
People apply to people—not job boards. Adding a video builds connection early.
✅ 3. The Company Descriptions Are Specific and Human
Rather than generic filler (“We’re a fast-growing company”), the company overviews highlight:
- What they do
- Who they serve
- What stage they’re at
- Why this hire matters right now
This gives candidates context and a sense of purpose—key motivators for top talent.
✅ 4. The Responsibilities Tell a Story, Not Just Tasks
In both posts, the “What You’ll Be Doing” sections go beyond generic bullets.
They paint a picture of the day-to-day:
- Who you’ll collaborate with
- What kind of projects you’ll lead
- What results you’re expected to drive
It reads like a real job, not a template—and that’s what serious candidates want.
✅ 5. The Requirements Encourage, Not Dismiss
Notice how the senior role is clear on expectations—without being rigid.
And the junior role intentionally welcomes self-taught or nontraditional candidates, encouraging potential over pedigree.
This expands your talent pool without lowering standards.
✅ 6. Perks & Benefits Are Transparent and Specific
No vague promises like “competitive compensation.”
Each post:
- Lists salary range
- Highlights tangible perks (wellness days, internet stipends, learning budgets)
- Builds trust through transparency
When you name real numbers and benefits, candidates are more likely to trust you—and apply.
✅ 7. The “Why This Role Is a Great Fit” Section Sells the Opportunity
Both posts include a persuasive pitch to the candidate.
They explain why the role matters, why it’s exciting, and how it benefits the applicant—not just the company.
This is the emotional layer most job descriptions skip. But it’s where high-caliber candidates decide whether to apply.
✅ 8. The Application Process Is Clear, Respectful, and Skill-Based
Instead of “email us your CV,” each post links to a WorkScreen evaluation:
- It’s modern, efficient, and fair
- It gives serious applicants a reason to engage
- It screens out low-effort or misaligned candidates
Best of all? Each post promises to respond to every applicant—a simple move that shows respect and sets your brand apart.
Example of a Bad Creative Manager Job Description (And Why it Fails)
Job Title: Creative Manager
Company: GlobalTech Solutions
Job Type: Full-Time | On-Site
Location: Nairobi
Application Deadline: August 30, 2025
Job Summary
GlobalTech Solutions is seeking a Creative Manager to oversee the development of marketing materials and manage the creative team. The ideal candidate will ensure branding guidelines are followed and deliverables are completed on time.
Responsibilities
- Supervise the creative team
- Review and approve designs and marketing content
- Ensure all materials follow brand standards
- Coordinate with external vendors when necessary
- Manage timelines and deliverables
Requirements
- Bachelor’s degree in Graphic Design, Marketing, or related field
- 5+ years of experience in a creative leadership role
- Proficiency in Adobe Creative Suite
- Strong organizational and leadership skills
How to Apply
Send your CV and portfolio to hr@globaltech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Title Is Generic and Uninspiring
“Creative Manager” tells us the job function, but not what kind of creative, what kind of company, or what kind of impact. There’s no story—just a label.
2. The Introduction Lacks Context or Meaning
There’s no mission, no insight into the company’s vision, no reason why this role exists now. It sounds like it was pulled from a filing cabinet, not written by a real person.
3. The Responsibilities Are Vague
“Review and approve designs” could apply to a thousand jobs. There’s no sense of team size, project scope, types of deliverables, or creative challenges involved.
4. No Culture, No Values
The post gives no insight into team culture, how the company works, or what it’s like to be part of the organization. To a creative person—who often thrives on inspiration, collaboration, and values—that’s a major red flag.
5. No Mention of Salary or Perks
Leaving out compensation feels outdated and secretive. If you want to attract top-tier talent, you need to be transparent. The absence of perks or growth opportunities makes this job sound transactional.
6. Dismissive Call to Action
“Only shortlisted candidates will be contacted” immediately signals to candidates that the company doesn’t value their time. Compare that to the human, respectful tone in the better examples—which clearly state when and how applicants will hear back.
7. The Post Lacks Personality and Energy
This could have been written by AI—or worse, a policy template from 2013. There’s no passion, no excitement, and no brand voice. For a creative role, that’s a major problem.
Bonus Tips to Make Your Job Post Stand Out
Most job descriptions fail not because of what they say—but because of what they leave out. These subtle additions can help your post rise above the noise, build trust with candidates, and drive better applications.
✅ Tip 1: Add a Security & Privacy Notice
Unfortunately, job scams are on the rise. Including a brief IMPORTANT NOTICE at the bottom of your post builds trust and reassures candidates that your 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 at any point in the hiring process. If anyone contacts you claiming to be us and asks for such information, please report it.
✅ Tip 2: Mention Paid Leave or Flex Days
Most candidates care just as much about balance as they do about pay. Including leave or rest-related benefits shows you’re thoughtful—and it can be a tiebreaker between you and another company.
Example:
🌴 Recharge When You Need To: Enjoy up to 24 paid flex days per year—because doing great creative work requires space to rest and reset.
✅ Tip 3: Highlight Training & Growth Opportunities
Whether it’s a junior role or a senior one, high-potential candidates want to grow. Calling out mentorship, training budgets, or internal career paths makes your role more appealing.
Example:
📚 We Invest in Your Growth: You’ll get access to paid courses, mentorship sessions, and creative industry events—because your development is part of our roadmap.
✅ Tip 4: Include a Loom or Video From the Hiring Manager
Adding a short video introduces warmth and personality. It helps the candidate see who they’d be working with—and makes your brand feel more transparent and human.
Bonus Tip: Keep it under 90 seconds. Speak casually. Cover:
- Why the role is open
- What success looks like
- How you’ll support them
- A bit about team culture
You can say something like:
“Hi, I’m Mumbi, the Head of Brand at Finchwell. I wanted to personally tell you why we’re hiring for this role, what kind of person we’d love to bring in, and how we think about creative leadership around here…”
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
✅ Tip 5: Include Your Hiring Timeline & Response Process
Even something as simple as “We respond to all applicants within 7 days” can make your process feel respectful—and that earns you more qualified applicants who value transparency.
Should You Use AI to Write Job Posts?
These days, it’s tempting to just one-click your way to a job post using AI. Some Applicant Tracking Systems (like Manatal or Workable) even offer built-in “generate job description” tools.
But here’s the problem:
When you rely on AI without real input, you get a post that looks polished—but reads like it was written by someone who doesn’t know your company or your role.
⚠️ Why One-Click AI Job Posts Don’t Work
Using AI without context leads to:
- Generic posts full of buzzwords that don’t connect
- Misaligned applicants who apply to anything that looks remotely relevant
- A job description that reflects none of your actual brand, culture, or tone
Worst of all? You attract candidates who are also using AI to apply—creating a loop of automation that results in low-quality hires and high regret.
✅ How to Use AI the Right Way
AI can still be helpful—if you come prepared.
Instead of saying:
“Write me a job description for a Creative Manager”
Try this:
“Help me write a Creative Manager job description for our company, Finchwell. We help African small businesses access fast funding. We’re hiring someone to lead our in-house creative team, shape campaigns, and collaborate with marketing and product. Our culture is remote-first, collaborative, and values clear communication. The ideal candidate is strategic, design-aware, and a good mentor. We offer paid leave, remote work, health insurance, and learning budgets. Here’s a rough outline I’ve drafted [paste draft here]…”
Then let AI polish, expand, and format your input—not fabricate it from thin air.
💡 Bonus Tip
If you’ve found a great job post—like the two examples from this article—you can ask AI to mimic the tone or structure while injecting your own company’s context.
Example Prompt:
“Write a job post for [Your Company], modeled after this example, but for a [Job Title] role. Keep it conversational, candidate-first, and values-driven.”
The takeaway?
AI is a tool—not a shortcut.
If you feed it thoughtful inputs, you’ll get a strong draft. But if you let it write your post from scratch, you risk sounding like everyone else—and attracting the wrong people.
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: Culture-First, Conversational Job Description Template
Job Title: Creative Manager – Lead Campaigns & Grow Our Brand
Location: [Location or Remote] | Type: [Full-Time/Part-Time/Contract]
Salary: [Insert Salary Range]
🎥 A Quick Note From Our Hiring Manager
Before you dive in, take 60 seconds to hear from [Hiring Manager’s Name] about why we’re hiring for this role and what kind of creative leader we’re looking for.
👉 [Insert Loom or Video Link]
🏢 Who We Are
We’re [Company Name], a growing team on a mission to [insert what your company does]. From marketing campaigns to product design, we believe creative is how we connect with the people we serve. That’s why we’re hiring a Creative Manager—to lead the charge, mentor our in-house creatives, and help us build a more compelling, consistent brand.
🎯 What You’ll Do
- Lead a team of designers, writers, and content producers
- Collaborate across marketing, product, and leadership teams
- Manage briefs, timelines, and internal reviews
- Ensure brand consistency and elevate our creative execution
- Review and provide thoughtful feedback
- Coordinate external freelancers or vendors when needed
🧠 What You Bring
- 3+ years in a senior creative or brand role
- Experience leading or mentoring creative teams
- Strong portfolio showing brand/campaign work
- Confidence in giving feedback and advocating for creative direction
- Familiarity with tools like Figma, Adobe Suite, Trello, or Notion
🎁 Perks & Benefits
- paid vacation days
- Flexible hours and remote-friendly setup
- Health & wellness allowance
- Monthly internet or tech stipend
- Paid access to courses or events
- High-quality work equipment
💬 Why This Role Is a Great Fit
You’ll be stepping into a company where creative isn’t an afterthought—it’s central to how we grow. You’ll get the space to lead, the team to collaborate with, and the opportunity to shape something meaningful from the inside.
📩 How to Apply
We use WorkScreen to keep our hiring process fair, modern, and skill-based.
Click below to complete a short evaluation—no résumé scanning bots, just a chance to show your thinking.
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Job Description Format
Job Title: Creative Manager
Location: [Location] or Remote | Employment Type: [Full-Time]
Salary Range: [Insert Range]
🎥 Hear From Us
Want to know why this role matters and who you’ll work with? Watch a short message from [Hiring Manager’s Name or Creative Lead] explaining the role and the kind of creative thinker we’re excited to bring in.
👉 [Insert Loom or Video Link]
📋 Job Brief
[Company Name] is hiring a Creative Manager to lead the development and execution of our brand, campaign, and content strategy. You’ll work closely with internal teams and external partners to build cohesive, impactful creative that aligns with business goals.
🛠️ Responsibilities
- Manage and mentor designers, writers, and content creators
- Translate business goals into creative strategy
- Maintain visual and messaging consistency across channels
- Oversee production timelines and team workflows
- Give constructive, supportive feedback in reviews
- Own brand guidelines and evolve them as needed
- Manage freelance support when required
✅ Requirements
- 3+ years in a creative or brand management role
- Experience leading creative teams or collaborating cross-functionally
- Strong creative portfolio
- Understanding of campaign development and brand strategy
- Proficiency with Adobe Suite, Figma, or similar design tools
- Excellent communication and organizational skills
🎁 Perks & Benefits
- [Insert number] paid leave days per year
- Flexible remote work options
- Wellness and internet stipends
- Learning and development support
- Clear promotion path and fast-paced team environment
📥 How to Apply
We use WorkScreen to fairly evaluate all applicants based on skill and strategic thinking—not just background.
Click below to apply and complete a short task that lets you show us how you think.
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Next Phase of Hiring
Writing a strong job post is just the beginning. Once the applications start coming in, the real question is:
How do you quickly and fairly identify your top candidates—without spending hours reading generic CVs or falling for copy-paste cover letters?
That’s where WorkScreen.io comes in.
✅ WorkScreen Helps You:
● Identify Top Talent Fast
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.
● Filter Out Low-Effort Applicants
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.
● Save Hours (and Headaches)
No more manual screening, endless back-and-forth emails, or wasted time on misaligned interviews. WorkScreen handles the early screening phase so you can focus on meeting the best people, faster.
● Offer a Respectful, Transparent Candidate Experience
Candidates get clear instructions, timely updates, and a modern, skill-based process. This improves engagement and reflects well on your brand—even among those you don’t hire.
✨ Ready to Level Up Your Hiring?
Once you’ve written your job post, create an account on WorkScreen.io and post your role in minutes.
You’ll get:
- A shareable link for applicants
- Built-in evaluation steps
A ranked dashboard of candidates based on performance—not fluff
No demos. No setup fees. Just smarter hiring.
FAQ
While both roles operate within the creative function, their focus and scope differ:
- A Creative Director sets the high-level creative vision. They typically oversee the entire creative department, define the brand’s visual language, and ensure creative alignment across large campaigns or brand efforts. They focus on strategy, aesthetics, and leadership at the executive level.
- A Creative Manager is more hands-on. They lead the execution of that vision—managing designers, writers, timelines, and deliverables. They bridge strategy and implementation, making sure the team produces quality work on time and on brand.
Think of the Creative Director as the architect, and the Creative Manager as the builder who manages the construction crew.
Beyond technical skills, the best Creative Managers have a rare blend of creativity and operational focus. Look for:
- Team leadership: Can they mentor, motivate, and manage creative people?
- Creative judgment: Do they understand what makes a piece of work effective?
- Project management: Can they juggle deadlines, briefs, and resources with ease?
- Communication: Can they collaborate across departments and translate vision into execution?
- Feedback skills: Can they give constructive, empowering feedback that improves work without killing momentum?
Bonus points for candidates who are strategic thinkers and hands-on contributors when needed.
Creative Manager salaries vary by location, company size, and experience. Here’s a general range:
- United States: $70,000 – $110,000/year
- Kenya: KES 180,000 – 350,000/month
- UK: £45,000 – £70,000/year
Remote-first companies may offer compensation based on global market bands or adjust for regional cost of living. Always include a salary range in your job post to attract serious applicants and build trust.
If you have 3 or more creatives (designers, copywriters, editors, etc.) and no one leading the workflow, it’s time to bring in a Creative Manager. Even smaller teams can benefit from this role if your brand output is growing and you need better structure, reviews, and consistency.
Not always—but they should understand the craft deeply enough to give strategic feedback. Some companies prefer Creative Managers who still design or write; others want them to focus purely on managing people, projects, and output quality. Align this expectation in your job post.
