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If you’ve ever Googled “Inbound Marketing Manager job description,” you’ve probably seen dozens of articles.
But here’s the problem: most of them don’t actually teach you how to attract a great marketing hire—they just give you a generic wall of bullet points.
Things like:
- “Create and execute marketing strategies.”
- “Manage content calendars.”
- “Optimize SEO and lead gen funnels.”
Sound familiar?
But here’s the truth: top marketing candidates aren’t excited by copy-paste job posts. They’re analytical, strategic, and curious. And they want to join a company that values creativity, growth, and results—not just someone to fill a seat and push campaigns.
That’s why a well-written job post is more than a formality—it’s your first pitch to the kind of marketing talent you actually want on your team.
So in this guide, we’re going to break down exactly how to write a job description that:
- Connects with the right applicants
- Builds trust and excitement
- And helps you stand out from the dozens of other companies hiring for the same role
👉 Before we dive in, we highly 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/ —especially if you’ve been hiring from templated descriptions and wondering why you’re not getting high-quality candidates. (Hint: it’s not the job market. It’s your post.)
Let’s start by defining the role in plain English.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What Does An Inbound Marketing Manager Actually Do
An Inbound Marketing Manager is the person responsible for attracting the right audience to your business—and turning that attention into real results.
They don’t just “manage marketing.” They plan and execute campaigns that bring in qualified leads through content, SEO, email, social, and automation. They’re part strategist, part content architect, and part funnel optimizer.
Think of them as the engine behind your marketing pipeline.
A great Inbound Marketing Manager:
- Understands your customer journey from awareness to conversion
- Knows how to align messaging across channels
- Uses data to tweak, optimize, and scale what’s working
- And keeps marketing aligned with sales, product, and customer success
This role isn’t about shouting louder—it’s about creating meaningful, measurable connections with the people most likely to buy what you offer.
So while technical skills (like HubSpot or Google Analytics) matter, what really sets a great inbound marketer apart is strategic thinking, creativity, and an obsession with solving problems for your audience.
Two Great Inbound Marketing Manager Job Description Templates
✅ Template #1 — Job Description For Experienced Inbound Marketing Manager
📌 Job Title: Inbound Marketing Manager — Own the Growth Engine at SparkFlow
💼 Full-Time | Remote-Friendly | $65K–$85K (DOE)
🌐 SparkFlow • Series-A SaaS • 52 teammates • HQ: Austin, TX
A quick note from us
If you think in funnels, obsess over attribution, and love turning strategy into revenue, you’ll feel right at home here.
🎥 Meet Your Future Manager
Watch this 90-second Loom from our VP of Growth to hear how this role drives our next stage of ARR. (link)
Who We Are
SparkFlow helps ops-heavy teams automate repetitive workflows without writing code. Since 2020 we’ve helped 1,200+ companies reclaim 2.3 million hours of busywork. We’re product-led, remote-first, and fanatical about shipping features that make users say “whoa—that saved me a day.”
🧠 What You’ll Do
Own inbound from first click to SQL:
- Plan & launch multichannel campaigns (content, SEO, lifecycle email)
- Partner with Sales to refine ICP & lead scoring
- Optimize landing pages, CTAs, and nurture sequences for conversion
- Run HubSpot dashboards, turning data into action
- Manage 3 freelancers (writer, designer, SEO tech) and 1 budget
👀 What We’re Looking For
- 3–5 yrs inbound experience in B2B SaaS
- Hands-on in HubSpot, GA4, Ahrefs/SEMrush
- Portfolio showing campaigns that moved pipeline or ARR
- Mix of strategic thinking and get-it-shipped execution
- Bonus: led a small content or demand-gen squad
💡 Why This Role Is a Great Fit
You’ll own a lever that directly fuels revenue—no red tape, no “growth by committee.” Expect support from leadership, budget for bold tests, and a genuine seat at the strategy table.
🎁 Perks & Benefits
- 4-day “focus Fridays” (no meetings)
- 20 PTO days + your birthday off
- $1,200 annual learning budget
- Health, dental, vision (100 % employee)
- Home-office stipend & async-friendly culture
- Quarterly profit-share bonus
📥 How to Apply
We reply to every applicant. Apply via WorkScreen here → (link). You’ll complete a short strategy exercise so we both know this is a fit.
✅ Template #2 — Job Description For Entry-Level / Willing-to-Train Inbound Marketing Associate
📌 Job Title: Junior Inbound Marketing Associate — Grow With Harvestly Foods
💼 Full-Time | Hybrid (Portland OR or Remote-US) | $38K–$52K (DOE)
A quick note from us
Love writing, tinkering with SEO, and learning fast? You could help us spread the word about fresher food for everyone—no 5-year résumé required.
🎥 Say Hi to the Team
Watch this 60-second intro from our Content Lead explaining what your first 90 days will look like. (link)
Who We Are
Harvestly Foods delivers farm-fresh produce & ready-to-cook meal kits across the Pacific Northwest. We’re a 35-person, mission-driven startup fighting food waste while making healthy eating friction-free. Last year we diverted 410 tons of surplus crops from landfills—customers rave, investors love the impact.
📚 What You’ll Learn & Do
- Draft blog posts, newsletters, and social copy—editor on standby
- Help run keyword research and on-page SEO updates
- Schedule content in HubSpot and measure basic KPIs
- Join weekly growth huddles to pitch ideas and see how strategy turns into sales
- Assist in A/B tests for landing pages and emails
🎯 What We’re Looking For
- Clear, engaging writing (send a sample—blog, essay, even a killer tweet)
- Curiosity about funnels, analytics, and customer psychology
- Reliability & self-organisation in a remote setting
- Nice-to-have: familiarity with Canva, WordPress, or Google Analytics
No marketing degree? Side projects and passion count more than credentials.
💡 Why This Role Is a Great Fit
You’ll get real ownership early: ship campaigns, learn directly from a seasoned growth team, and see how your work lifts subscriber counts each week. Perfect launchpad for a long-term marketing career.
🎁 Perks & Benefits
- 18 PTO days + 2 volunteer days
- $750 annual education stipend
- Free weekly Harvestly meal-kit box
- Medical, dental, vision (80 % employer-paid)
- Paid mental-health days & wellness stipend
- Option to work 4 weeks/year fully remote abroad
📥 How to Apply
We use WorkScreen to keep hiring fair and efficient. Submit your application here → (link). Expect a quick skills quiz—then we’ll reply within 7 days, promise.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Inbound Marketing Manager Job Posts Work
1. The Titles Are Clear, Specific, and Value-Focused
They don’t just say “Marketing Manager” or “Marketing Assistant.”
They signal ownership, purpose, and growth:
- “Own the Growth Engine at SparkFlow”
- “Grow With Harvestly Foods”
A great title attracts attention, builds relevance, and sets the right expectations from the start.
2. The Intros Speak to the Right Candidate
Each post opens with a short, warm message—not a corporate wall of text. It sets the tone and says, “We see you.”
This is especially important for marketing candidates who are trained to recognize good copy—and repelled by bad.
3. Videos Add Trust and Personality
Both posts include a short Loom from a hiring manager. This:
- Makes the company feel real and human
- Helps the applicant visualize their future team
- Differentiates your job post from 99% of listings that feel robotic
Even a casual iPhone-recorded video builds trust and transparency.
4. The “Who We Are” Sections Tell a Story
Rather than generic company blurbs, these sections:
- Explain the mission and market
- Mention team size or structure
- Give a sense of scale and growth
This helps candidates understand where you are in your journey—and if they’re the right fit for that stage.
5. Duties Are Written With Purpose, Not Just Tasks
Instead of dry “responsibilities,” the tasks are:
- Tied to business outcomes
- Easy to visualize
- Written in plain English
For example: “Run HubSpot dashboards, turning data into action” is more tangible than “Analyze campaign performance.”
6. Requirements Focus on Capability, Not Pedigree
Especially in the junior role, the language invites smart, driven applicants—even if they lack formal experience.
Phrases like “side projects and passion count more than credentials” open the door for great but overlooked talent.
7. “Why This Role Is a Great Fit” Gives a Genuine Pitch
Most job descriptions expect candidates to sell themselves.
These posts flip the script—they sell the role with real benefits, growth opportunities, and clarity on impact.
8. Perks & Benefits Are Clear and Modern
Each post lists relevant, tangible perks—not vague “great culture” claims.
- Learning budgets
- Async culture
- Mental health days
- Remote flexibility
Candidates see these as signals that you care—and it encourages them to picture themselves in the role.
9. The Application Process Is Respectful and Transparent
Each post:
- Tells the candidate what to expect
- Promises a response
- Uses WorkScreen to streamline and personalize evaluation
This builds trust before they hit apply—and gives your brand a major edge.
Example of a Bad Receptionist Job Description (And Why It Fails)
Job Title: Marketing Manager
Company: ABC Technologies
Location: Remote
Type: Full-Time
Salary: Not disclosed
Job Summary
ABC Technologies is seeking a Marketing Manager to oversee day-to-day marketing operations. The ideal candidate will develop and execute marketing strategies, manage content, and monitor analytics.
Key Responsibilities
- Create marketing campaigns
- Manage social media and content calendar
- Monitor SEO and website traffic
- Collaborate with internal teams
- Report on campaign performance
Requirements
- Bachelor’s degree in Marketing or related field
- 3–5 years of experience
- Knowledge of digital marketing tools
- Strong communication skills
How to Apply
Interested candidates should send their resume and cover letter to hr@abctech.com. Only shortlisted candidates will be contacted.
🧨 Why This Job Post Falls Flat
1. The Job Title Is Vague
“Marketing Manager” could mean a hundred different things. Is this brand? Paid acquisition? Email? Content?
Good candidates will skip over it because it lacks specificity.
2. There’s No Hook, No Energy, No Mission
The opening paragraph feels templated and lifeless.
There’s no context, no purpose, and no emotional pull. Why does this role matter to the company? No clue.
3. No Culture, No Team, No Human Touch
There’s nothing about what it’s like to work at ABC Technologies—no team structure, no manager intro, no values or voice.
It could be any company. That’s the problem.
4. No Mention of Salary, Benefits, or Perks
Leaving out compensation feels outdated and can signal a lack of transparency.
High-quality candidates are likely to move on without knowing what’s on offer.
5. The Duties Are Broad and Bland
“Create marketing campaigns” and “manage social media” say what, but not why or how.
The post lacks depth, creativity, and real expectations.
6. The Application Process Is Cold and One-Sided
“Only shortlisted candidates will be contacted” sends the message:
“We’re doing you a favor by reviewing your application.”
It’s impersonal and dismissive—and that drives strong candidates away.
Bonus Tips to Make Your Job Description Stand Out
These are the subtle details that elevate your post from “meh” to magnetic. If you want to attract top-tier marketers (who can easily spot bad messaging), implement these touches:
1. Add a Security & Privacy Notice
Many job seekers are skeptical of scams or spammy job listings—especially on public job boards. Build instant trust by adding a line like:
“We take the security and privacy of every applicant seriously. We will never ask for payment, personal banking info, or sensitive data during the hiring process.”
It shows professionalism and respect—and makes your company feel safer to engage with.
2. Mention Leave Days or Flex Time
Marketing roles often require deep focus, creative thinking, and mental space. Show candidates that your company understands the importance of rest by including something like:
“We offer 18 PTO days + mental wellness days, because great work starts with a clear mind.”
Time off is no longer a luxury—it’s a decision-making factor.
3. Highlight Training & Growth Opportunities
Even experienced marketers want to level up. And junior candidates need to know there’s room to grow. Try:
“You’ll get a quarterly learning budget, access to marketing courses, and regular 1-on-1s to help you develop both your skills and your career path.”
This signals that your company invests in people—not just output.
4. Include a Loom or Video From the Hiring Manager
You’ve seen this in the templates—but it’s worth repeating:
Video builds connection. Even a short, unpolished clip does more than a 200-word intro ever could. It:
- Shows real faces behind the brand
- Sets expectations
- Gives a peek into team energy and communication style
If you’re remote-first, it’s a must.
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. Be Clear About Timeline and Process
Don’t leave candidates in the dark. A simple sentence like:
“We review all applications within 7 days, and we respond to every applicant regardless of outcome.”
…is a small touch that makes a huge impression. Respect is a differentiator.
Should You Use AI to Write Job Descriptions?
Lately, it feels like every hiring tool offers one-click AI job descriptions.
Even platforms like Workable, Manatal, and Recruitee now include “auto-generate” features.
But here’s the truth:
AI can help you polish and format a great job post—but it can’t replace your voice, values, or vision.
❌ Why You Shouldn’t Rely on AI Alone
Using AI without context usually leads to generic, lifeless posts.
You’ll end up with something like:
“We are looking for a dynamic, self-motivated Inbound Marketing Manager to execute content strategies and drive lead generation across multiple channels…”
It sounds polished, sure—but it doesn’t sound like you.
And worse:
- It attracts the wrong applicants—people applying to anything
- It reflects poorly on your brand
- It misses the nuance of what actually makes someone a great fit for your team
Your job post is often a candidate’s first impression of your company. Why waste that on boilerplate?
✅ The Smart Way to Use AI
AI is best used as a tool to shape your message—not to write it from scratch.
Before using it, gather these inputs:
- ✅ What your company actually does (plain English)
- ✅ What the role looks like day-to-day
- ✅ Your company tone and culture
- ✅ The type of person you’re hoping to attract
- ✅ Perks, salary, and benefits
- ✅ Your hiring process
🧠 Sample AI Prompt That Works
Here’s an example of a high-quality prompt you can give ChatGPT:
Prompt:
Write a conversational job post for our company, SparkFlow. We’re hiring an Inbound Marketing Manager to own lead generation through SEO, content strategy, and lifecycle marketing. We’re a remote-first SaaS company helping ops teams automate workflows. We value clarity, ownership, and experimentation. We offer a $65K–$85K salary, async flexibility, 20 PTO days, and a $1,200 annual learning budget. The ideal candidate has 3–5 years of inbound experience in B2B SaaS and knows how to plan and ship. We want this to sound human, not corporate. Here’s a rough outline I’ve written to get you started… (paste your draft)
This gives the AI structure, tone, and specifics—so it can help polish your voice, not override it.
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
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational, Culture-First Job Post
Job Title: Inbound Marketing Manager — Join Our Growth Team
Location: [Insert Location]
Job Type: [Insert Job Type]
Salary: [Insert Salary Range]
🎥 Meet the Hiring Manager
Watch this quick 90-second video from your future manager sharing what success looks like in this role: [Insert Loom or YouTube link]
Who We Are
[Company Name] is a growing [industry/type of business] focused on helping [target audience] achieve [value proposition]. We’re passionate about solving real problems and creating meaningful customer experiences—and our inbound strategy is a big part of that mission.
We’re now looking for a strategic, data-driven, and creative inbound marketer to lead our lead generation engine and help us hit our next stage of growth.
What You’ll Do
- Plan and run SEO-focused content campaigns
- Manage our blog, landing pages, and email flows
- Optimize funnels for lead-to-demo conversions
- Collaborate with sales and product teams
- Track and report on key performance metrics
What We’re Looking For
- 2–4 years of inbound marketing experience
- Strong content writing/editing background
- HubSpot, GA4, and SEO tools experience
- Bonus: Experience working in SaaS or startups
Why This Role Is a Great Fit
This is more than a marketing role—it’s a strategic growth position. You’ll be empowered to take ownership, make data-backed decisions, and see the direct impact of your work on pipeline, revenue, and customer engagement.
Perks & Benefits
- [Insert number] days PTO + mental wellness days
- Remote-first or hybrid flexibility
- Health, dental, and vision insurance
- Annual learning and development stipend
- Flexible work hours and async culture
- Option to work from anywhere for [X] weeks/year
How to Apply
We use WorkScreen to ensure a fair, skill-based hiring process.
Apply using this link → [Insert WorkScreen Application Link]
You’ll complete a short evaluation so we can understand how you think—and give you a fair shot.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Inbound Marketing Manager
Location: [Insert Location]
Job Type: [Insert Job Type]
Salary Range: [Insert Salary Range]
🎥 A Quick Message From the Team
Watch this 1-minute video introducing you to our marketing team and how this role fits into our goals: [Insert Loom or YouTube link]
Job Brief
[Company Name] is looking for an Inbound Marketing Manager to execute content-driven strategies that bring qualified leads into our sales funnel. This role combines content strategy, analytics, and cross-team collaboration.
Responsibilities
- Own inbound strategy from traffic to MQLs
- Manage blog, email campaigns, and landing pages
- Optimize CTAs and conversion paths
- Build and maintain automated workflows in [Insert CRM or marketing tool]
- Analyze campaign performance and recommend improvements
Requirements
- [Insert number] years of inbound marketing experience
- Experience with HubSpot or similar tools
- Strong understanding of SEO and digital content best practices
- Excellent communication and project management skills
Perks & Benefits
- [Insert number] days of paid vacation
- [Insert remote/hybrid details]
- Health, dental, and vision insurance
- Annual education or training stipend
- Mental health days or wellness allowance
- Access to modern tools and a collaborative team environment
How to Apply
We use WorkScreen to streamline hiring and give every candidate a fair experience. Apply here: [Insert Link]
Once submitted, you’ll complete a short task to help us learn more about your strengths.
Let WorkScreen Handle the Next Step of Hiring
You’ve crafted a compelling, thoughtful job description. Now what?
Here’s the truth: even the best job post won’t save you from the next big challenge—sorting through dozens (sometimes hundreds) of applications.
That’s where WorkScreen comes in.
🚀 Let WorkScreen Handle the Hard Part of Hiring
WorkScreen helps you move from job post to hire—faster, smarter, and with fewer mistakes.
Here’s how:
✅ Automatically Identify Top Candidates
When candidates apply, WorkScreen automatically evaluates, scores, and ranks them based on real responses—not just résumés or cover letters.
This means you can instantly focus on your top performers instead of reading through 100+ generic applications.
✅ Easily Send Skill Tests That Reflect the Actual Job
Want to test writing, SEO knowledge, research, or funnel understanding?
With WorkScreen, you can send custom skill tests with one click—and compare candidates based on what really matters: their ability to do the work.
✅ Eliminate Low-Effort and AI-Generated Applications
WorkScreen filters out applicants using AI to copy-paste answers or mass-apply. You’ll spend less time on fluff and more time with candidates who genuinely care.
✅ Save Hours in Hiring Time
You get a leaderboard with performance scores, side-by-side comparisons, and one-click access to applicant videos, responses, and notes.
No more endless spreadsheets, email chains, or decision fatigue.
If your job post is built to attract the right people, WorkScreen helps you find, test, and hire them with confidence.
FAQ
A strong Inbound Marketing Manager blends strategy, execution, and analytics. Here are key skills to look for:
- Content Strategy & Writing: Ability to create or lead the development of content that attracts, educates, and converts.
- SEO Knowledge: Understanding of how to optimize pages, structure content, and use tools like Ahrefs or SEMrush.
- CRM & Marketing Automation: Hands-on experience with platforms like HubSpot, Marketo, or similar tools.
- Analytical Thinking: Comfortable with data, KPIs, and using tools like Google Analytics to drive decisions.
- Project Management: Ability to juggle multiple campaigns and coordinate with writers, designers, and other teams.
- Collaboration & Communication: Works well with product, sales, and customer success teams to align messaging and goals.
Soft skills like curiosity, adaptability, and ownership are equally important in fast-paced teams.
Salary depends on experience, company size, industry, and location. But here’s a general benchmark:
- Entry-Level (1–2 years): $50,000 – $65,000
- Mid-Level (3–5 years): $65,000 – $85,000
- Senior-Level / Strategic Lead: $90,000 – $120,000+
In major markets like San Francisco, New York, or London, salaries can exceed $130K. In remote roles, flexibility and perks often compensate for slightly lower base pay.
While both roles aim to bring in leads, inbound marketing focuses on organic and content-driven acquisition, while demand gen may include outbound, paid ads, and broader campaign execution.
Inbound is about pulling people in with value; demand gen includes outbound tactics to push awareness and interest.
Some companies use the terms interchangeably—but in well-structured teams, they’re distinct roles that complement each other.
They don’t have to write every piece—but they should understand good writing and know how to guide writers toward strategic outcomes.
Many strong inbound marketers can draft content, edit, and give clear feedback—even if they manage external contributors.
Think of them as the editor-in-chief of your marketing funnel.
You’re not legally required to in most places—but you absolutely should.
Why? Because:
- It builds trust and transparency
- It filters out misaligned applicants
- It signals that your company values fairness and efficiency
Job posts with clear salary ranges often get higher-quality applicants who are serious—and not just guessing.
