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If you’ve Googled “digital marketing manager job description,” you’ve probably seen the same thing over and over again: a bland template filled with buzzwords, bullet points, and no real personality.
The problem?
These posts don’t actually help you attract great marketers—they just help you fill space on your careers page.
But here’s the truth:
Top marketing talent isn’t looking for a laundry list of responsibilities.
They want to know what they’re joining. What the mission is. What kind of campaigns they’ll run. Who they’ll work with. How much creative freedom they’ll have. What success looks like.
Most job posts don’t offer that.
So the best candidates? They keep scrolling.
If you want to stand out and hire someone who can actually grow your brand—this guide is for you.
Before we dive in, you might want to check out ourfull guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ if you haven’t already. It’ll give you the full breakdown of what works and what doesn’t in today’s hiring landscape.
Now let’s get specific about the digital marketing manager role—and how to write a job post that actually brings in the kind of talent you need.
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 Digital Marketing Manager Actually Does
A Digital Marketing Manager isn’t just someone who “runs ads” or “manages social media.”
They’re the person responsible for growing your brand online—through strategy, content, data, and execution.
They plan campaigns, manage budgets, lead creative and technical teams, and constantly look for ways to improve performance. Whether it’s driving leads, increasing traffic, or boosting revenue, they make sure your digital efforts actually move the needle.
But here’s what really separates a great digital marketing manager from an average one:
✅ They understand both the big picture and the tactical details.
✅ They can translate performance data into smart decisions.
✅ And they think like an owner—not just a marketer.
In other words, you’re not just hiring someone to post on LinkedIn or send emails. You’re hiring someone to help grow your business in a measurable, strategic way.
Two Great Digital Marketing Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description 1: Experienced Role
📌 Job Title: Digital Marketing Manager for Fast-Growing eCommerce Brand (Remote-Friendly)
💼 Type: Full-Time | Remote or Hybrid | Salary: $65K–$85K (DOE)
🕒 Schedule: Flexible hours, Monday–Friday
👋 A Quick Note From Us
Meet the team you’ll be working with: [Watch a quick video intro from our Marketing Lead, Jules → Loom link here]
Who We Are
At BrightNest Digital, we’re on a mission to help people create beautiful, sustainable homes—without breaking the bank.
We’re an eCommerce brand based in Austin, Texas, and we’ve served over 150,000 customers across the U.S. with eco-conscious home goods that blend style, function, and sustainability.
Now, we’re looking for a Digital Marketing Manager to help us scale our reach even further through smart, creative, performance-driven campaigns.
What You’ll Be Doing
You’ll lead our entire digital marketing function—working cross-functionally with design, product, and customer support teams to drive measurable results. Your role will include:
- Planning and launching multi-channel campaigns (email, social, paid media, SEO)
- Managing monthly budgets and optimizing ROAS across Meta, Google, and TikTok
- Tracking performance KPIs like CAC, CTR, and LTV using tools like GA4 and Triple Whale
- Running A/B tests on landing pages, ads, and email flows
- Leading weekly marketing stand-ups and mentoring a small team of creatives and analysts
What We’re Looking For
- 3+ years of full-funnel digital marketing experience (eCommerce or DTC preferred)
- Deep understanding of paid social and email marketing
- Strong command of tools like Google Analytics, Meta Ads, Klaviyo, and Hotjar
- Analytical, proactive, and creatively driven
- Comfortable owning strategy and rolling up your sleeves
Perks & Benefits
- Competitive salary + quarterly performance bonuses
- Remote-friendly setup with optional coworking stipend
- 20+ PTO days + flexible holidays
- Health, dental, vision insurance
- Ongoing learning budget for courses, books, or conferences
Why This Role Is Worth Your Time
You’ll have the autonomy to own your results, experiment with bold ideas, and make a real impact on a company growing fast—but not chaotically.
At BrightNest, we don’t do busywork. We do meaningful work that moves the business forward—and we support our team every step of the way.
How to Apply
We use WorkScreen.io to simplify hiring. It helps us focus on talent, not résumés.
Apply here → [Insert WorkScreen link]
You’ll complete a short evaluation that lets your skills speak. We respond to every applicant within 7 days.
✅ Job Description 2: Entry-Level Role
📌 Job Title: Junior Digital Marketing Assistant – Learn & Grow With Our Creative Team
💼 Type: Full-Time | Hybrid or Remote | Salary: $38K–$45K
🕒 Schedule: Mon–Fri | Flexible hours
🎥 Meet the Team
We’re not just hiring a marketing assistant—we’re bringing someone into our creative family. Watch a quick hello from our Creative Director, Nina: [Insert Loom or YouTube link here]
About Us
At Cactus Creative Co., we help small, service-based businesses stand out online—through bold brand storytelling and strategic digital marketing.
From Tucson to Tampa, our client base is diverse, passionate, and local. Our team? Small, scrappy, and driven by results. Now, we’re looking for someone who’s ready to learn digital marketing the real way.
What You’ll Be Doing
As our new Digital Marketing Assistant, you’ll be learning by doing. You’ll:
- Help draft social posts, schedule content, and manage calendars
- Assist in writing emails and basic landing pages with guidance
- Shadow performance reviews of live campaigns and suggest tweaks
- Brainstorm with our content team for monthly campaign ideas
- Learn tools like Canva, Google Ads, Mailchimp, and Notion as you go
What You Bring
- Strong communication skills (verbal & written)
- Curiosity about branding, social media, and growth marketing
- Reliability, responsiveness, and a positive attitude
- Bonus: Any familiarity with design tools, social platforms, or analytics (not required)
What You’ll Get
- Paid training, mentorship, and clear growth path
- Option to work from home or at our Tucson studio
- 15+ days PTO + flexible holidays
- Health benefits (after 90 days)
- Access to free courses and marketing certifications
- Real client exposure and the chance to pitch your own campaign ideas
How to Apply
We use WorkScreen.io to make hiring fair and easy.
Apply here → [Insert WorkScreen link]
You’ll complete a short evaluation (no résumé required) and hear back within a week. We keep you updated every step of the way.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Job Descriptions Work
Let’s break down what makes both of these job posts (BrightNest Digital & Cactus Creative Co.) effective—especially compared to the generic, lifeless templates you see online.
✅ 1. The Titles Are Clear, Specific, and Purpose-Driven
- “Digital Marketing Manager for Fast-Growing eCommerce Brand” instantly communicates the seniority, domain, and company type.
- “Junior Digital Marketing Assistant – Learn & Grow With Our Creative Team” speaks to early-career candidates with warmth and clarity.
These titles aren’t stuffed with buzzwords—they speak directly to who the job is for and what they’ll actually do.
✅ 2. There’s a Personal Touch (Video!)
- Both posts include a Loom or YouTube intro from a team member.
This simple touch makes the company feel real and builds trust. It’s also a subtle but powerful way to stand out in a crowded job market.
✅ 3. The Intros Tell a Story, Not Just Facts
Instead of opening with a bland company bio, each post:
- Establishes the company’s mission
- Shares who they serve
- Frames why this role matters within the team
This gives candidates context and emotional connection—which drives engagement and applications.
✅ 4. Salary, Perks, and Benefits Are Transparent
Each post includes clear salary ranges, benefits, and leave info. That builds trust and filters out candidates who aren’t a fit—saving time for everyone.
✅ 5. They Show Culture Without Buzzwords
Rather than saying “we value collaboration,” the posts show what it’s like to work at these companies:
- BrightNest talks about ownership and experimentation
- Cactus Creative emphasizes mentorship and personal growth
This is how you attract people who actually fit your team—not just anyone who needs a job.
✅ 6. The Responsibilities Are Framed Around Impact
These posts don’t just list tasks—they show how each task contributes to the bigger picture.
This reframing helps candidates picture themselves in the role and understand how they’ll make a difference.
✅ 7. The Hiring Process Is Human and Respectful
Instead of “only shortlisted candidates will be contacted,” both posts promise:
- A clear, skills-based application (via WorkScreen)
- Transparent timelines
- Respectful follow-up
This alone sets your job post apart in a world of ghosted applicants.
✅ 8. They’re Written in a Conversational, Human Tone
No corporate jargon. No robotic checklists. Just clear, respectful, and engaging language that speaks to the candidate—not at them.
Bad Job Description Example (and Why It Fails)
❌ Digital Marketing Manager
Company: Orion Tech Solutions
Location: New York, NY
Type: Full-Time
Deadline: July 15, 2025
Job Summary
Orion Tech Solutions is seeking a digital marketing manager to oversee and execute online marketing strategies. The candidate will be responsible for driving website traffic, managing ad campaigns, and monitoring analytics.
Responsibilities
- Develop and implement marketing strategies
- Manage Google Ads and social media accounts
- Track website performance and make adjustments
- Conduct market research
- Prepare monthly performance reports
Requirements
- Bachelor’s degree in Marketing or Business
- Minimum of 3 years’ experience in digital marketing
- Strong analytical and communication skills
- Knowledge of Google Analytics and Facebook Ads
How to Apply
Interested candidates should email their resume and cover letter to hr@oriontech.com. Only shortlisted candidates will be contacted.
🚫 Why This Job Description Falls Short
1. The Job Title Is Generic
“Digital Marketing Manager” on its own gives no clue about what industry the company operates in, what kind of work is involved, or why this job matters. It could be from any company—and that’s the problem.
2. The Introduction Is Flat and Forgettable
The opening line offers zero context, mission, or inspiration. There’s no sense of why this company exists, who they serve, or why this role is important to their growth.
3. No Salary, No Perks, No Transparency
Leaving out compensation, benefits, and work environment info feels outdated and vague. In today’s market, top candidates expect transparency—and they skip listings that don’t provide it.
4. Culture? What Culture?
There’s no mention of the team, the work style, the pace, or the values that shape the company. The candidate gets no sense of who they’d be working with or what kind of environment they’re stepping into.
5. Responsibilities Are Broad and Bland
These bullet points could apply to a thousand different jobs. There’s no detail, no specificity, and no framing around impact or ownership.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” is cold and uninviting. It signals a company that doesn’t value the time or effort applicants put in—and that drives good candidates away.
7. The Tone Lacks Personality
This entire post reads like it was pulled from a dusty HR handbook. No voice, no energy, no connection. It fails to speak to marketers—the very people who care most about messaging, storytelling, and brand tone.
Bonus Tips to Make Your Job Post Stand Out
Even after you’ve nailed the tone, structure, and clarity—there are a few next-level touches that can significantly improve candidate experience and build trust from the very beginning.
✅ 1. Add an IMPORTANT NOTICE to Build Trust
Reassure applicants that your hiring process is safe and legitimate. For example:
🔒 Important Notice: We take the privacy and security of all job applicants seriously. We will never ask for payment, banking details, or personal financial information during the hiring process. Please report any suspicious activity to us directly.
In today’s world of hiring scams, this small detail signals integrity—and protects your brand.
✅ 2. Mention Leave Days or Flex Time Early On
Candidates aren’t just looking for a paycheck—they’re looking for a work-life balance. Including something like:
“Enjoy 20+ PTO days a year, flexible holidays, and the ability to work remotely or from anywhere.”
…can make your job post feel more candidate-friendly and human.
✅ 3. Highlight Training & Growth Opportunities
Whether it’s a senior role or entry-level, great candidates want to grow. Mention this explicitly:
“We invest in your development—through courses, mentorship, and learning stipends.”
This shows long-term thinking and positions your company as a place where people can build their careers.
✅ 4. Include a Video From the Team or Hiring Manager
Even a 60-second Loom from the founder, hiring manager, or direct team adds a real face and voice to your post. It builds connection and sets you apart from 99% of companies that rely on text only.
💡 Tip: Don’t overthink it. Just have the team member say:
“Hi, I’m Sam from the growth team—if you’re thinking about applying, we’d love to meet you. We’re hiring for [role], and I’ll be the one reviewing your application. Good luck!”
It’s low-effort, high-impact.
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.
✅ 5. Set a Friendly, Transparent Tone About the Hiring Process
Let applicants know what to expect:
- “We review every application manually.”
- “You’ll hear from us within 5–7 business days.”
- “We use WorkScreen to ensure fairness and evaluate real skills—not just résumés.”
This clarity reduces anxiety and makes you instantly more likable and professional in the candidate’s eyes.
Should You Use AI to Write Job Descriptions?
Lately, it feels like every ATS and hiring platform has slapped on an “AI Job Description Generator.”
Just click a button—and boom, instant job post.
But here’s the problem…
When you rely on AI alone, you get job posts that sound like they were written by a robot—for a robot.
They’re bland. Generic. Forgettable.
They don’t reflect your brand, your values, or what it’s actually like to work at your company.
And most importantly—they don’t attract the kind of thoughtful, mission-driven candidates you actually want.
❌ What Happens When You Use AI Blindly
- You get vague, templated posts that could apply to any company
- You attract low-effort candidates who are job spamming
- You miss the opportunity to tell your story—and lose great applicants in the process
✅ The Smarter Way to Use AI
AI can be a great tool—but only if you treat it like a writing partner, not a replacement for human thinking.
Here’s how to use AI properly:
Step 1: Come Prepared with Real Context
Feed AI the right ingredients. For example:
Prompt:
“Help me write a job post for my company, BrightNest Digital. We’re hiring a Digital Marketing Manager to lead paid campaigns and grow our online presence.
Our culture is fast-moving, collaborative, and remote-friendly. We want someone who’s proactive, creative, and data-driven.
We offer a salary range of $65K–$85K, remote flexibility, and a strong learning budget.
Our hiring process includes a skill-based WorkScreen evaluation and clear timelines.
Here are a few rough notes I’ve written to guide the tone and structure [paste notes]…”
By giving AI context—your why, what, and who—you get a much better draft that sounds more like your brand.
Step 2: Use AI to Polish, Not Create From Scratch
Once you’ve drafted your job post or key bullets, use AI to:
- Improve clarity
- Simplify dense wording
- Make the tone more conversational
- Reorganize structure for flow
Think of it like this: you provide the bones and the voice—AI helps with cleanup.
Step 3: Inject Real Human Touches AI Can’t Fake
AI won’t know:
- How your team actually works
- What your best employees love about working there
- Your tone, humor, quirks, or culture
That’s where you come in.
Don’t skip the parts that really connect—the Loom video, the team intro, the honest “why this role matters” paragraph.
That’s the stuff that gets people to say: “I want to work here.”
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Need Quick Copy-Paste Job Description Templates
We get it—sometimes you just need to move fast.
Maybe you’ve already read this entire guide. You understand what makes a great job post. But you also want a reliable starting point you can copy, paste, and tweak without starting from scratch.
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 kitchen.
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: Culture-First, Conversational Template (For Growth-Oriented Teams)
📌 Job Title: Digital Marketing Manager for [Insert Industry] Brand with Big Growth Goals
💼 Type: Full-Time | [Remote/Hybrid] | Salary: [$X–$Y]
🎥 Meet the Team
[Insert Loom or YouTube link from hiring manager or team member.]
Who We Are
We’re [Company Name], and we’re on a mission to [brief, meaningful mission].
Our team is small but mighty—and now we’re looking for a digital marketer who can help us scale smarter, not just louder.
What You’ll Be Doing
- Launching and optimizing paid campaigns across Meta, Google, and beyond
- Planning multi-channel marketing strategies (email, SEO, social)
- Managing ad budgets and improving KPIs (CAC, ROAS, CTR)
- Running A/B tests and collaborating with content/design teams
- Leading reporting efforts and uncovering new growth opportunities
What We’re Looking For
- [2–5]+ years of digital marketing experience (eCommerce, SaaS, or agency is a plus)
- Hands-on with tools like Google Ads, Meta Manager, GA4, and Klaviyo
- Strong copy instincts and data-driven decision making
- Self-starter energy + ability to collaborate with remote teams
Perks & Benefits
- Salary + performance bonuses
- Remote flexibility + flexible holidays
- 20+ days PTO
- Professional development budget
- Health + dental insurance
Why This Role Is Worth Your Time
This isn’t an agency grind or a micromanaged role. You’ll own campaigns, drive results, and see your ideas come to life fast. We move quickly, test constantly, and support each other fully.
How to Apply
We use WorkScreen to keep things fair and skill-focused.
[Insert WorkScreen link]
You’ll complete a short skills challenge and hear back from us within a week. Everyone gets a response.
🧱 Option 2: Traditional “Responsibilities + Requirements” Format (Polished & Professional)
📌 Job Title: Digital Marketing Manager
📍 Location: [Remote or City]
💼 Type: Full-Time | Salary: [$X–$Y]
Job Brief
We’re looking for a results-oriented Digital Marketing Manager to lead and execute our online marketing efforts. You’ll manage everything from strategy and execution to performance tracking across all key channels.
Responsibilities
- Plan, execute, and optimize paid media campaigns
- Develop and manage content strategies across social and email
- Collaborate with design and content teams on creative assets
- Monitor and report on performance metrics
- Stay current on industry trends and emerging tools
Requirements
- 3+ years of digital marketing experience
- Strong knowledge of SEO, PPC, email, and analytics
- Experience with tools like Google Ads, GA4, Meta Ads Manager
- Excellent communication and project management skills
- Bonus: eCommerce or B2B SaaS experience
Benefits
- Competitive salary + bonus opportunities
- Remote or hybrid flexibility
- PTO, paid holidays, and wellness perks
- Budget for tools, learning, and conferences
Hiring Process
Apply via WorkScreen to complete a short skills-based assessment.
We review every application and will get back to you within 5–7 business days.
👉 [Insert WorkScreen link here]
What Happens After You Write the Perfect Job Post? Let Workscreen Handle The Next Step
Once you’ve crafted a great job description—what’s next?
You still need to evaluate applicants. And if you’re relying on résumés alone, you already know the truth:
✖️ Résumés are outdated.
✖️ Cover letters are copy-pasted.
✖️ And “one-click apply” platforms flood your inbox with hundreds of low-effort applications.
Here’s how smart teams are fixing that:
✅ Let WorkScreen Handle the Next Phase
WorkScreen.io helps you take the guesswork out of hiring by automatically evaluating, scoring, and ranking your applicants—before you ever get on a call.
Here’s how it works:
🔍 1. Quickly Identify Your Most Promising Candidates
WorkScreen automatically ranks applicants on a performance-based leaderboard so you know who’s truly qualified—without spending hours reviewing CVs.
🧠 2. Assess Real-World Skills (Not Just Resumés)
Easily set up role-specific tests or questions.
Candidates are evaluated based on how they think, solve, write, or communicate—not how well they keyword-stuffed their résumé.
🚫 3. Eliminate Low-Effort Applicants Automatically
No more dealing with ghost applicants, ChatGPT responses, or spray-and-pray job seekers.
WorkScreen filters out people who aren’t serious—so you only spend time on those who are.
🚀 4. Hire Faster and Smarter—Without Compromising Quality
You’ll save time, reduce bias, and make confident hiring decisions based on data and performance—not guesswork.
👉 Start your next hire with WorkScreen
You’ve already put the effort into writing a better job description.
Let WorkScreen take care of the rest.
Digital Marketing Manager Job Description - Frequently Asked Questions (FAQ)
A great Digital Marketing Manager needs a blend of strategic thinking, analytical skills, and creative execution. Here are the core skills to prioritize:
- Campaign Strategy – Ability to plan and execute multi-channel marketing campaigns.
- Performance Marketing – Proficiency in paid media (Google Ads, Meta Ads, etc.).
- Data Analysis – Comfort with tracking tools (GA4, Looker Studio, etc.) and optimizing based on KPIs like ROAS, CAC, and CTR.
- Copywriting & Content Direction – Strong messaging instincts and the ability to guide content that converts.
- SEO & Email Marketing – Understanding how to generate and nurture inbound leads.
- Project Management – Ability to lead campaigns, manage freelancers or team members, and hit deadlines.
- Adaptability – Digital changes fast. You need someone who stays current, tests new tools, and iterates quickly.
Bonus traits: ownership mindset, strong communication, and a results-first attitude.
Salaries vary based on experience, industry, and location—but here are general benchmarks:
- United States (national average): $70,000–$95,000/year
- Top-tier markets (NYC, SF, Austin): $90,000–$120,000+
- Remote positions for startups/SMBs: $60,000–$85,000
- Entry-level or Junior Digital Marketers: $40,000–$55,000
Including a clear salary range in your job post improves transparency and helps attract serious, qualified candidates.
Aim for 500–800 words.
Long enough to convey substance and detail—but short enough to stay skimmable. Use subheadings, bullet points, and short paragraphs to improve readability.
It depends on your company stage.
- If you’re scaling fast and need someone to lead right away, prioritize experience and strategic thinking.
- If you’re open to coaching and want someone who can grow into the role, hire for potential, curiosity, and attitude—and provide training.
Use a platform like WorkScreen.io to give candidates a quick, fair evaluation that mirrors real job tasks. You can test:
- Ad copywriting
- Landing page critique
- Campaign strategy
- Budget allocation
- KPI analysis and recommendations
This gives you signal, not guesswork—and helps eliminate resume inflation or AI-generated applications.
Depending on your stack, look for experience with:
- Ad Platforms: Google Ads, Meta Business Suite, TikTok Ads
- Analytics: GA4, Hotjar, Looker Studio, Triple Whale
- Email Marketing: Klaviyo, Mailchimp, ActiveCampaign
- SEO Tools: SEMrush, Ahrefs, Moz
- Project Management: Asana, Trello, Notion
- CRM/Attribution: HubSpot, Segment, Shopify, Salesforce
Even if they haven’t used your exact tools, they should be adaptable and familiar with similar systems.
