Share
If you’ve Googled “marketing manager job description template,” chances are you’ve already seen a dozen articles filled with the same lifeless format:
- Bullet points.
- Corporate jargon.
- No personality.
The problem? Most of those templates don’t actually help you hire the right person—they just help you check a box.
But if you’re trying to attract a strategic, creative, and results-driven marketer—not just someone looking for a paycheck—you need more than a generic post. You need a job description that sells the role, reflects your brand, and connects with the kind of person you actually want on your team.
That’s what this guide is all about.
📌 Before we dive in: If you haven’t already, check out our full guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/. It covers everything from tone to structure to common mistakes most companies make.
Now, let’s talk about the marketing manager role—what it actually is, and what a great job post should sound like if you want the right candidate to apply.
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 Marketing Manager Actually Does - Their Duties
A Marketing Manager isn’t just someone who runs campaigns or posts on social media.
They’re the person responsible for connecting your product or service with the right audience—through strategy, messaging, and execution. They figure out what makes people pay attention, what drives action, and how to turn awareness into actual revenue.
In small teams, they wear a lot of hats—email, content, paid ads, social, even branding. In larger orgs, they may specialize or lead a team of marketers across multiple channels.
But no matter the setup, great Marketing Managers have a few things in common:
- They think strategically but execute efficiently.
- They understand the customer just as much as the product.
- They’re data-aware but not buried in spreadsheets.
- And most of all—they turn marketing into measurable growth.
If your business is trying to grow, this is a make-or-break hire. So your job post shouldn’t just list tasks—it should speak to the kind of marketer who wants to own results, not just run ads.
Great Marketing Manager Job Description Templates
✅ Option 1: For Experienced Marketing Managers
📌 Job Title: Marketing Manager to Lead Multi-Channel Growth for UpFlow CRM (SaaS Startup)
📍 Remote-friendly | Full-Time | $70,000–$90,000/year (based on experience)
🎥 Meet Your Future Team (1-min video)
Before we jump into the details, here’s a quick Loom from our Head of Growth, Priya:
👉 Watch the video introduction — she’ll walk you through what the role looks like, who you’ll be working with, and why we’re excited to hire.
Who We Are
UpFlow is a fast-growing SaaS startup helping B2B service businesses manage their client pipelines more efficiently. We’re product-led, remote-first, and trusted by over 1,200 businesses across the U.S., U.K., and Australia. We’re small but mighty—and we move fast.
Why This Role Exists
We’ve reached a strong product-market fit with limited marketing. Now it’s time to go from traction to scale—and that’s where you come in. We’re hiring a Marketing Manager to take ownership of our growth playbook, drive campaigns, and turn qualified traffic into real revenue.
What You’ll Do
- Design and execute campaigns across content, email, SEO, and paid
- Build funnels that turn cold leads into customers
- Collaborate with product and sales to align messaging
- Own key metrics (CAC, MQLs, funnel conversion)
- Manage freelancers for copy, design, and analytics
Who You Are
- 3–5 years in B2B SaaS marketing (demand gen or growth-focused)
- Comfortable building strategies and executing them
- Strong writing, creative direction, and campaign analysis
- Autonomous, fast-paced, and data-curious
- Bonus: experience with HubSpot, Webflow, or Google Ads
Perks + Benefits
- Fully remote, flexible schedule
- Health + dental insurance (U.S. team)
- Annual $1,000 learning stipend
- 15+ days paid leave
- Annual performance bonuses tied to growth milestones
📥 How to Apply
We use WorkScreen.io to evaluate applicants on strategy and creativity—not just résumés. Complete a short marketing challenge and we’ll be in touch within 7 days.
👉 Apply here using WorkScreen
✅ Option 2: For Entry-Level / Trainable Candidates
📌 Job Title: Junior Marketing Manager — Learn, Grow, and Make an Impact at SokoLink Digital
📍 Nairobi, Kenya (Hybrid) | Full-Time | KES 70,000–90,000/month
🎥 A Quick Hello from Your Future Mentor (Loom Video)
Want to know what it’s like to work here? Watch this 90-second intro from our Marketing Lead, Wanjiku:
👉 Meet the team on Loom — she’ll share how we work, what your role will look like, and what we care about as a company.
Who We Are
SokoLink Digital is a creative growth agency based in Nairobi, serving local and East African e-commerce brands. We help businesses grow through digital strategy, content, paid ads, and automation. We’re a small, energetic team focused on creativity, curiosity, and real-world results.
Why This Role Exists
Our client base is growing, and we want to invest in someone early. If you’ve got passion, potential, and the desire to learn how to market like a pro—we want to help you get there. You’ll get mentorship, hands-on projects, and real responsibilities from day one.
What You’ll Do
- Support campaigns across email, social, and content
- Learn how to plan, launch, and measure basic paid ads
- Create marketing reports, briefs, and research
- Assist in managing client projects and deliverables
- Pitch creative ideas and help shape messaging
Who You Are
- Excellent communicator (written and verbal)
- Comfortable with Canva, Google Docs, and basic online tools
- Curious about branding, digital marketing, and business
- Bonus if you’ve managed a school page, blog, or social account
Why This Role Is Worth Your Time
- 1:1 mentorship and on-the-job training
- Real work, not coffee runs
- Clear path to promotion within 12–18 months
- Fun, supportive team that values your ideas
Perks + Benefits
- Hybrid setup: 2 days in office, 3 remote
- Transport stipend and free weekly lunches
- Access to paid courses and industry certifications
- 14 days annual leave + mental health days
📥 How to Apply
We use WorkScreen to run a short, practical evaluation—so you’re judged by your skills, not just your CV. You’ll hear from us within a week.
👉 Apply now via WorkScreen
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Job Posts Work (Breakdown)
Great job descriptions aren’t just about listing tasks—they’re about connecting with the right candidate. Here’s why the two templates above actually work (and how you can apply these principles to any role):
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
- Instead of just “Marketing Manager,” we wrote:
- “Marketing Manager to Lead Multi-Channel Growth for UpFlow CRM”
- “Junior Marketing Manager — Learn, Grow, and Make an Impact at SokoLink Digital”
- “Marketing Manager to Lead Multi-Channel Growth for UpFlow CRM”
These titles do three things:
- Set expectations about the seniority and scope
- Highlight the company and mission
- Appeal to the candidate’s why
Generic titles attract generic applicants. Specific titles attract the people you actually want.
✅ 2. The Intros Set the Tone and Build Connection
- Each job post opens with a quick video message from a hiring manager.
- Right after that, the intro shares what the company does, why this specific role matters, and what kind of person would thrive there.
This is where most job descriptions fall flat. The intro isn’t just filler—it’s your hook. If your intro sounds like it came from an HR handbook, top candidates will scroll right past.
✅ 3. Salary, Perks, and Role Impact Are Clearly Laid Out
- Both posts include:
- A salary range (or pay band)
- Clear perks and benefits
- A simple breakdown of why the role matters
- A salary range (or pay band)
That kind of transparency does two things:
- It builds trust (no one likes guessing if they can afford to apply)
- It filters in serious, qualified, motivated candidates
And remember—great marketers want to see impact. The role descriptions clearly show how their work connects to company growth and customer experience.
✅ 4. The Language Is Human and Mission-Driven
- Words like “learn,” “grow,” “take ownership,” “trusted by 1,200 businesses,” or “help shape our messaging” show candidates that this is about more than just tasks.
- The tone is direct, inclusive, and free of buzzwords.
This helps you stand out from every generic, lifeless job post out there. If your description sounds like it was written by a real person with a clear mission, top applicants will notice.
✅ 5. The Hiring Process Respects the Candidate’s Time
- Each post explains the process: what happens next, when they’ll hear back, and how they’ll be evaluated.
- We use WorkScreen in both cases to give candidates a fair shot based on ability—not just résumé polish.
Respect and clarity = confidence and trust. That’s how you reduce ghosting and attract serious talent.
✅ 6. Each CTA Is Warm, Clear, and Actionable
- Instead of cold lines like “Only shortlisted candidates will be contacted,” the CTAs are:
- Encouraging
- Transparent
- Easy to follow
- Encouraging
This small shift alone can dramatically improve response rates—especially from candidates who value thoughtful communication (and they’re usually the best ones).
✅ 7. Entry-Level Post Shows You Hire for Potential, Not Just Experience
- By clearly stating that experience is a “nice to have,” not a “must,” you invite driven, capable people who might otherwise self-reject.
- The promise of mentorship, training, and a growth path makes the role even more appealing.
Example of a Bad Job Post (And Why It Fails)
❌ Bad Job Post Example: Marketing Manager
📌 Job Title: Marketing Manager
Company: GlobalTech Enterprises
Location: Nairobi, Kenya
Job Type: Full-Time
Deadline: July 30, 2025
Job Summary
GlobalTech Enterprises is seeking a marketing manager to develop and implement strategies to enhance brand awareness and improve market share. The role will involve overseeing campaigns, managing budgets, and coordinating with internal stakeholders.
Key Responsibilities
- Develop marketing strategies and plans
- Execute campaigns across digital and traditional media
- Monitor campaign performance and report results
- Coordinate with sales and product teams
- Manage social media platforms
Requirements
- Bachelor’s degree in Marketing or related field
- 5+ years of experience in a similar role
- Strong analytical and communication skills
- Proficiency in Microsoft Office and Google Analytics
How to Apply
Interested candidates should send a CV and cover letter to hr@globaltechenterprises.com. Only shortlisted candidates will be contacted.
🛑 Why This Job Post Falls Flat
Let’s break down why this post fails to attract high-quality applicants:
🚫 1. Generic Job Title
Just “Marketing Manager.” That could mean anything. Is it content-focused? Paid ads? Brand strategy? B2B? B2C? The vagueness makes it feel like the company isn’t even sure what they need—so why would a top marketer apply?
🚫 2. Cold, Corporate Intro
The job summary reads like a generic template. No mention of the company’s mission, customer base, stage of growth, or why this role even exists. It doesn’t speak to who they’re trying to hire or what they actually value.
🚫 3. No Personality, No Culture
Nowhere does this post talk about team dynamics, leadership style, remote/hybrid flexibility, or company values. For a candidate evaluating fit, this post gives them nothing to go on.
🚫 4. No Salary or Perks Listed
Omitting compensation and benefits in 2025 is a red flag. Serious marketers are comparing offers—and a lack of transparency signals that either the pay is poor or the company isn’t candidate-focused.
🚫 5. Vague Responsibilities
These bullet points could apply to any marketing job from the last 20 years. There’s no clarity on what the actual campaigns are, who the audience is, or what results are expected.
🚫 6. Dismissive Application Process
“Only shortlisted candidates will be contacted” is a cold, outdated line. It sends the message: “We don’t value your time or effort unless we’re already interested.” That’s not how you build trust with the best people.
🚫 7. No Call to Action
There’s no inspiration. No excitement. No sign that a real human wrote this post. It reads like a legal formality—and candidates can tell. If your post doesn’t invite the right people in, it pushes them away.
🧠 Bottom Line:
This post may technically describe a job—but it doesn’t sell the opportunity, connect with the reader, or reflect a modern hiring process. And that’s exactly why great marketers won’t apply.
Bonus Tips to Make Your Job Post Stand Out
✅ Tip 1: Add a Security & Privacy Notice for Applicants
Scams are everywhere. Candidates are more cautious than ever about fake job ads and phishing attempts. Adding a quick trust signal in your post shows you’re legit and thoughtful.
You can say something like:
⚠️ We take the security and privacy of all applicants seriously. We will never ask for payment, banking information, or personal financial details at any stage of the hiring process. If you ever have questions, contact us directly through our company website.
This one sentence can reduce hesitation and improve conversion—especially for international or remote roles.
✅ Tip 2: Mention Time Off or Flex Days
Most companies forget to mention leave policies, but candidates are looking for balance, not burnout. Even if your time-off policy is standard, include it. And if it’s generous or flexible—highlight it.
Example:
Enjoy up to 20 paid days off per year, including flex days for rest, travel, or creative recharge. We believe people do their best work when they’re well-rested.
It shows respect, not weakness—and strong candidates appreciate that.
✅ Tip 3: Highlight Training & Growth Opportunities
Especially for entry-level or mid-career roles, this is a game-changer. People want to grow, learn, and know they won’t stay stuck.
Include language like:
We invest in our team’s growth. You’ll have access to paid courses, mentorship sessions, and dedicated time for learning and professional development.
This tells candidates: We care about your future—not just filling a seat.
✅ Tip 4: Include a Loom or Video From the Hiring Manager
We’ve mentioned this in previous sections, but it’s worth repeating: a quick 60-90 second video is one of the easiest ways to build trust and stand out.
It doesn’t need to be fancy. Just have the hiring manager (or founder) talk briefly about:
- What the team is like
- Why the role matters
- What kind of person would thrive here
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.
Why it works: People apply to people, not bullet points. A video adds personality, warmth, and authenticity.
✅ Tip 5: Let People Know You’ll Actually Respond
Job seekers are used to ghosting. If you commit to responding—even just to let them know the outcome—it’ll earn you serious goodwill.
Example line:
We review every application carefully and aim to respond to all candidates within 7–10 business days—because we believe every applicant deserves a clear answer.
It’s simple. It’s rare. And it makes a big impression.
These small details may seem subtle, but they add up to a job post that actually builds trust, respect, and momentum—instead of blending into the noise.
Should You Use AI to Write Job Descriptions?
🤖 The Short Answer: Yes… but only if you use it right.
AI tools can help you write faster—but they won’t save a bad input. If you just type “Write a job post for a Marketing Manager,” you’ll get something generic, vague, and uninspiring.
Here’s why using AI without context backfires:
❌ Why You Shouldn’t Let AI Do All the Work
- You’ll get templated posts that sound like everyone else
- It attracts the wrong candidates (job hoppers, one-click appliers)
- It weakens your brand—your job post is often a candidate’s first impression
- It skips over nuance—like tone, culture, and what really makes your team different
✅ The Smarter Way to Use AI for Job Descriptions
Treat AI like your assistant—not your replacement. Feed it raw materials, guide its tone, and review everything with a human lens.
Here’s how:
✍️ Try This Prompt (You Can Reuse It for Any Role)
“Help me write a job description for our company, UpFlow CRM.
We’re hiring a Marketing Manager to help us drive multi-channel growth across email, SEO, and paid.
Our product is a SaaS CRM for small B2B service businesses.
We’re a remote-first, mission-driven team that values clarity, ownership, and real customer impact.
We want to attract candidates who are strategic, execution-focused, and independent.
We offer a salary range of $70,000–$90,000, remote work, paid learning, and 15 days off per year.
Here’s our hiring process: [explain steps].
Here are some rough notes I’ve written to help: [paste them in].
Please write this in a conversational, culture-first tone—something that feels human, not HR-y.”
💡 Pro Tip: You can even paste in a job post you liked (like the examples earlier in this guide) and ask the AI to mimic that tone or structure.
“Use this as a reference style. Make it friendly, clear, and inspiring—like someone who actually wants great people to apply.”
Bottom Line:
AI can be helpful—but only if you do the thinking first.
Garbage in = garbage out.
But thoughtful prompts in = scalable, editable starting points you can polish and publish.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational, Culture-First Template
📌 Job Title: Marketing Manager to Lead Our Next Stage of Growth
📍 [Location or Remote] | Full-Time | [Salary Range]
🎥 Optional: Include a quick Loom video here from the hiring manager introducing the role.
Who We Are
We’re [Company Name], a [brief what-you-do] company that’s growing fast and staying intentional. We serve [target audience or customers] and we’re known for [what sets you apart—product, service, values].
Now we’re looking for a Marketing Manager who’s excited to lead strategy and execution—and help us reach the next level.
What You’ll Do
- Build and manage campaigns across channels: content, email, SEO, paid
- Help define messaging, positioning, and storytelling
- Track KPIs and optimize for real growth (MQLs, CAC, conversions)
- Collaborate with product, sales, and leadership
- Lead freelancers or manage a small team (depending on experience)
Who You Are
- You’ve done this before (2–5 years in marketing/growth roles)
- You care about results—not just reach
- You write clearly, think strategically, and move quickly
- You understand that great marketing = clear thinking + consistent action
Perks + Benefits
- [Remote/flexible setup]
- [Health insurance, paid leave, learning stipend, etc.]
- [Any other team perks or internal rituals worth noting]
📥 How to Apply
We use WorkScreen to make the process smoother and fairer. You’ll complete a short challenge to show us how you think—not just what’s on your CV.
👉 [Insert application link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Marketing Manager
📍 [Location] | [Job Type] | [Salary Range]
Job Summary
We are seeking a Marketing Manager to lead and execute our multi-channel marketing initiatives, including content, digital campaigns, and product positioning. The ideal candidate is data-informed, creative, and focused on growth.
Key Responsibilities
- Develop and implement marketing strategies aligned with business goals
- Manage SEO, paid media, social, and email marketing
- Monitor and report on campaign performance and conversion metrics
- Coordinate with internal teams and external partners
- Maintain brand consistency across all channels
Required Qualifications
- 3+ years in marketing (preferably in SaaS or tech)
- Strong understanding of digital marketing tools and analytics
- Excellent communication and project management skills
- Experience with platforms like Google Ads, HubSpot, or Meta Ads Manager
Preferred
- Experience working with remote teams
- Background in B2B or product marketing
- Familiarity with marketing automation tools
Benefits
- [List benefits: e.g., PTO, insurance, flexible hours, learning stipend]
Application Process
We use WorkScreen to assess skills fairly. Please apply via the link below and complete a short task as part of the process.
👉 [Insert application link]
Let WorkScreen Handle the Next Step
You’ve put the effort into writing a thoughtful, human job post that actually reflects your team and your values. Now let WorkScreen help you hire the right person—faster and smarter.
Here’s how it works:
🔍 1. Quickly Spot Your Best Candidates
WorkScreen automatically evaluates every applicant using skill-based tasks and a smart scoring system.
You’ll see a performance-based leaderboard that makes it easy to identify top talent—no guesswork, no resume roulette.
⚙️ 2. Run One-Click Skill Tests
Easily assess candidates on real-world tasks—not just resumes or cover letters.
Whether it’s attention to detail, communication, or creative thinking, you’ll get a clearer view of who can actually perform.
“We don’t care where you went to school. We care if you can show up, focus, and thrive in our environment.”
That’s the WorkScreen mindset.
🚫 3. Eliminate Low-Effort Applicants
Use anti-AI filters and question randomization to screen out copy-pasters, one-click appliers, and ghost candidates.
This helps you focus on genuine, qualified, and committed applicants—saving time and avoiding costly hiring mistakes.
Ready to Hire Smarter? 👉 Create your job post with WorkScreen and let the platform handle the heavy lifting. You focus on making great hires. WorkScreen handles the rest.
FAQ
A great marketing manager blends both strategy and execution. Key skills include:
- Strategic thinking: ability to plan and prioritize high-impact marketing initiatives
- Project management: juggling timelines, campaigns, teams, and deliverables
- Data literacy: interpreting KPIs, using analytics tools, optimizing performance
- Copywriting and messaging: crafting clear, compelling content across platforms
- Channel expertise: SEO, paid ads, email, content, and/or social media
- Collaboration: working across departments (e.g., sales, product, design)
- Adaptability: staying current with trends, platforms, and customer behavior
Bonus: Great marketing managers also bring creativity, curiosity, and a bias for action.
❓What qualifications should you look for in a Marketing Manager?
Here’s a general benchmark as of mid-2025:
- United States: $70,000–$110,000/year
- United Kingdom: £45,000–£65,000/year
- Kenya (Nairobi): KES 70,000–150,000/month depending on experience and company size
- Remote Roles (Global): Varies widely, but top candidates expect pay aligned with their region or value
👉 Tip: Always include a salary range in your job post to attract serious, qualified applicants—and build trust upfront.
Yes. Including salary or at least a realistic range improves candidate trust, increases application quality, and reduces time wasted on misaligned expectations.
Transparency is now a competitive advantage in hiring.
Beyond technical skills, look for:
- Clear communication (written and verbal)
- Customer empathy (understanding your audience deeply)
- Resourcefulness (finding solutions with limited resources)
- Time management (especially in fast-paced teams)
- Team collaboration (playing well across product, sales, and ops)
These are often better predictors of long-term success than hard skills alone.
- Writing a generic job post with no clear focus or mission
- Overemphasizing tools instead of strategic thinking
- Ignoring cultural fit and communication style
- Ghosting applicants—especially in marketing, where word travels fast
- Relying solely on resumes instead of evaluating actual skills
