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If you’ve searched “Media Planner job description,” you’ve probably found dozens of generic articles. They all look the same: long lists of duties, corporate jargon, and no real insight into what makes a job post actually attract the right candidates.
The problem? Top candidates don’t get excited by checklists. They want to know what they’re joining, how they’ll make an impact, and why your company is worth their time.
That’s why this guide is different. Instead of just giving you another copy-paste template, we’ll break down what a Media Planner really does, show you two high-quality job description examples (experienced and entry-level), and explain why they work. You’ll also see a “bad example” so you know what to avoid, plus bonus tips to make your post stand out.
And if you want to dive deeper into writing job descriptions that inspire candidates—not bore them—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/ .
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What A Media Planner Actually Does -Their Roles
A Media Planner is the strategist behind where, when, and how your ads appear. They research audiences, analyze data, and recommend the best mix of channels—whether it’s digital, TV, radio, print, or out-of-home—to make sure every marketing dollar delivers impact.
In plain English: Media Planners make sure your ads don’t just run—they run in the right places, at the right time, reaching the right people.
That’s why this role is more than spreadsheets and schedules. A great Media Planner combines analytical skills with creativity, balancing budgets and metrics while keeping an eye on the bigger picture: building campaigns that connect with real people.
Put simply: if your marketing is the message, a Media Planner ensures it actually gets heard.
Two Great Media Planner Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced Media Planner
Job Title: Media Planner — Drive Impactful Campaigns at PulseWave Media
💼 Location: Austin, TX (Hybrid) | 🕒 Type: Full-Time | 💰 Salary: [$82,000–$105,000 base + bonus]
🎥 Meet Your Manager
A quick 60-second hello from our Media Director (add Loom/YouTube link)
Who We Are
PulseWave Media is a boutique, 35-person performance media agency that plans, buys, and optimizes full-funnel campaigns for growth-stage brands across e-commerce, fintech, and SaaS. We combine rigorous audience research with creative collaboration to place messages where they matter most—across paid social, search, programmatic, CTV, audio, and OOH. Our clients trust us because we’re transparent, disciplined, and relentlessly focused on outcomes.
Our Culture
Curious, collaborative, and accountable. We operate on a test-and-learn rhythm, document decisions, and celebrate clear thinking. You’ll find tight feedback loops with creative and analytics, weekly planning reviews, and a no-ego environment where the best idea wins.
What You’ll Be Doing
- Translate client goals into channel strategy and media mix recommendations
- Build media plans and flighting across digital, CTV, audio, OOH, and search/social
- Own budget pacing, partner negotiations, and inventory quality
- Collaborate with creative on message–placement fit and ad format choices
- Monitor performance, run incrementality/brand-lift tests, and optimize in real time
- Present plans and insights to client stakeholders with clarity and confidence
What We’re Looking For
- 2–4+ years in media planning (agency or in-house) with cross-channel experience
- Fluency with media tools (e.g., Google Ads, DV360, Meta, Nielsen/Comscore, MOAT/IAS)
- Strong quantitative chops: can size audiences, forecast reach/frequency, model ROAS/CPA
- Confident communicator and thoughtful negotiator with vendors/partners
- Organized operator who can juggle multiple accounts without dropping details
Perks & Benefits
- Health, dental, vision + HSA option
- 401(k) with company match
- 20 PTO days + 10 company holidays + 4 flex wellness days
- Hybrid schedule (2–3 days/week in our Austin office)
- Home office stipend + modern tools
- $1,500 annual learning budget + certification reimbursement
- 12 weeks paid parental leave
Why This Role Is a Great Fit
- Own meaningful budgets and shape the channel mix—not just execute a media calendar
- Direct line to creative and analytics means your ideas ship fast
- Clear growth path to Senior/Lead Media Planner with mentorship and portfolio ownership
- See your strategy move top-line business metrics, not just vanity KPIs
Our Hiring Process
Every application is reviewed. Shortlisted candidates complete a WorkScreen evaluation, then a conversation with our Media Director. Finalists do a short, practical planning exercise (≤90 minutes) and reference check. We keep you updated at every step.
📥 How to Apply
Apply via WorkScreen: [Add your WorkScreen link]. You’ll get a fair, structured evaluation and timely updates.
✅ Option 2: Job Description For Entry Level Media Planner (Willing to Train)
Job Title: Junior Media Planner — Learn & Launch Campaigns at PulseWave Media
💼 Location: Austin, TX (Hybrid) | 🕒 Type: Full-Time | 💰 Salary: [$55,000–$70,000 base + bonus]
🎥 Meet Your Manager
A quick 60-second hello from our Media Director (add Loom/YouTube link)
Who We Are
PulseWave Media is a hands-on media agency that helps ambitious brands find, reach, and convert their audiences across digital and traditional channels. We pair data discipline with creative instincts to plan campaigns that deliver measurable results. We’re growing our planning team and will train the right person who brings curiosity, energy, and a love for problem-solving.
Our Culture
You’ll join a supportive crew that mentors proactively, documents playbooks, and celebrates progress. We do weekly skill shares, pair you with a buddy for your first 90 days, and give you real responsibility—with safety nets—so you learn by doing.
What You’ll Be Doing
- Assist with audience research, inventory sourcing, and media plan assembly
- Help traffic campaigns, QA placements, and keep budgets on pace
- Pull performance data and build simple, clear reports for the team and clients
- Coordinate timelines with vendors and internal partners to keep projects moving
- Learn the core tools (Google Ads, DV360, Meta, LinkedIn) through guided training
What We’re Looking For
- Bachelor’s degree or equivalent experience (marketing/analytics a plus—not required)
- Comfortable with spreadsheets and basic math; eager to learn attribution basics
- Organized, detail-oriented, and reliable communicator
- Curious about ads/media and motivated by solving real business problems
- Nice to have: Google Ads/Search or Meta certs (we’ll help you get them if you don’t)
Perks & Benefits
- Health, dental, vision + HSA option
- 401(k) with company match
- 18 PTO days + 10 company holidays + 4 flex wellness days
- Hybrid schedule (2–3 days/week in our Austin office)
- Home office stipend + modern tools
- Paid training time + certification reimbursement
- Buddy program + quarterly career check-ins
Why This Role Is a Great Fit
- We’ll invest in your growth with a clear path from Junior to Media Planner in 12–18 months
- Real campaigns, real budgets, and real feedback—no busywork
- Small, collaborative team where your ideas get heard and shipped
- Learn the full planning cycle—from audience insights to reporting outcomes
Our Hiring Process
We review every application. Expect a WorkScreen evaluation, a friendly conversation with your future manager, and a brief paid task to see how you approach a planning problem. We keep you informed throughout.
📥 How to Apply
Apply via WorkScreen: [Add your WorkScreen link]. Fast, fair, and skill-focused.
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
Breakdown of Why These Media Planner Job Posts Work
These Media Planner job descriptions aren’t just lists of tasks—they’re structured to attract and inspire the right candidates. Here’s why they’re effective:
1. Clear, Specific Titles
- Instead of just “Media Planner,” the posts specify the level and context (e.g., “Experienced Media Planner — Drive Impactful Campaigns at PulseWave Media”).
- For the entry-level role, “Junior Media Planner — Learn & Launch Campaigns” signals growth and training opportunities.
- This clarity filters out the wrong applicants and pulls in those who resonate with the role.
2. Video Element for Human Connection
- Including a short video from the Media Director instantly humanizes the post.
- Candidates don’t just see words—they see the leader they might work with, which builds trust and boosts engagement.
3. Authentic Company Overview
- Instead of generic filler, the “Who We Are” section grounds the role in a specific company—PulseWave Media.
- It highlights size, clients, and what makes them different (boutique, performance-focused, transparent).
- Candidates can quickly decide if this is the kind of environment they want.
4. Warm, Human Intros to Culture
- The culture descriptions go beyond buzzwords.
- Experienced role: “test-and-learn rhythm, no-ego environment.”
- Entry-level role: “buddy program, mentorship, learn by doing.”
- This makes culture feel real, not just claimed.
5. Transparent Salary & Benefits
- Listing salary ranges, PTO, wellness days, and 401(k) options builds credibility and reduces candidate hesitation.
- Transparency is one of the fastest ways to attract serious, top-tier applicants.
6. Responsibilities Show Impact
- Tasks are framed with outcomes, not just actions: “Translate client goals into channel strategy,” not just “Build media plans.”
- This helps candidates see how their work drives real business results.
7. Separate “Why This Role Is a Great Fit” Section
- Instead of blending perks with purpose, this section clearly explains what’s in it for the candidate beyond benefits:
- Growth path to senior roles.
- Ownership of real budgets.
- Clear career development timeline for juniors.
- Growth path to senior roles.
- It sells the opportunity, not just the job.
8. Respectful, Transparent Hiring Process
- Both roles explicitly say: “Every application is reviewed, and candidates are kept updated.”
- For seniors: a short, practical planning exercise.
- For juniors: a brief paid task.
- This demonstrates respect and sets realistic expectations.
9. WorkScreen Integration
- By using WorkScreen, the posts emphasize fairness and skill-based evaluation.
- This instantly differentiates the process from competitors who ghost or rely solely on résumés.
👉 Together, these elements transform the job description into a recruiting tool, not just an HR formality.
Example of a Bad Media Planner Job Description (And Why It Fails)
❌ Bad Job Post Example
Job Title: Media Planner
Company: XYZ Corporation
Location: New York, NY
Type: Full-Time
Job Summary
XYZ Corporation is seeking a Media Planner to oversee media buying and planning for client accounts. The Media Planner will coordinate with teams to ensure timely delivery of media campaigns.
Responsibilities
- Plan and execute media campaigns.
- Monitor budgets and timelines.
- Provide reports on campaign performance.
Requirements
- Bachelor’s degree in Marketing, Advertising, or related field.
- 2–3 years of experience in media planning.
- Strong communication and organizational skills.
How to Apply
Send your résumé and cover letter to hr@xyzcorporation.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Job Title
- Just “Media Planner” tells candidates nothing about the level, scope, or impact of the role. It’s lifeless and forgettable.
- Just “Media Planner” tells candidates nothing about the level, scope, or impact of the role. It’s lifeless and forgettable.
- Cold Introduction
- The summary is flat: “XYZ is seeking a Media Planner.” There’s no mission, no values, no reason why this role matters.
- The summary is flat: “XYZ is seeking a Media Planner.” There’s no mission, no values, no reason why this role matters.
- Responsibilities Too Vague
- “Plan and execute campaigns” could apply to any role in media. There’s no sense of ownership, strategy, or collaboration.
- “Plan and execute campaigns” could apply to any role in media. There’s no sense of ownership, strategy, or collaboration.
- No Salary or Benefits Transparency
- Omitting pay and perks is a major red flag for serious candidates. It suggests lack of openness and will turn away top talent.
- Omitting pay and perks is a major red flag for serious candidates. It suggests lack of openness and will turn away top talent.
- Culture? Nonexistent.
- Nothing about team size, values, working style, or growth opportunities. Candidates have no clue what it’s like to actually work there.
- Nothing about team size, values, working style, or growth opportunities. Candidates have no clue what it’s like to actually work there.
- Dismissive Hiring Process
- Ending with “only shortlisted candidates will be contacted” feels cold and outdated. It signals that applicants aren’t respected.
- Ending with “only shortlisted candidates will be contacted” feels cold and outdated. It signals that applicants aren’t respected.
- Weak Call to Action
- Just “send your résumé.” No energy, no encouragement, no sense of partnership. It feels like a bureaucratic formality rather than an opportunity.
- Just “send your résumé.” No energy, no encouragement, no sense of partnership. It feels like a bureaucratic formality rather than an opportunity.
👉 This is exactly the kind of job post that top candidates scroll right past. It doesn’t inspire, it doesn’t connect, and it certainly doesn’t sell the opportunity.
Bonus Tips to Make Your Media Planner Job Post Stand Out
Writing a strong job description is already half the battle—but these extra touches are what separate a good post from one that truly attracts top talent.
1. Add a Security & Privacy Notice
Show candidates you care about their safety during the hiring process. A simple note builds trust:
“We take applicant privacy seriously. We will never ask for payment, personal bank details, or sensitive financial information during any stage of the hiring process.”
2. Mention Time Off & Flexibility
Candidates value rest as much as pay. Spell it out:
“Enjoy 20 days of PTO + 10 company holidays + 4 flex wellness days each year, so you can recharge and come back stronger.”
3. Highlight Training & Growth Opportunities
Media planning is a career that evolves with new tools and channels. Show that you’ll invest in your people:
“We offer $1,500 annually for certifications, courses, and conferences—because we want you to grow as the industry grows.”
4. Include a Personal Video
A 60-second Loom video from the hiring manager or CEO adds authenticity and warmth. Candidates get to see who they’d be working with, making your post feel more human.
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. Show Career Progression Paths
Instead of hiring someone just for today’s role, attract those who think long-term:
“This role has a clear growth path to Senior Media Planner within 18–24 months, with mentorship and portfolio ownership opportunities.”
6. Mention Tools & Tech Stack
Top candidates want to know if they’ll be using industry-standard platforms. Listing tools like DV360, Nielsen, or Google Ads shows credibility and attracts applicants who can hit the ground running.
7. Candidate-Centric Hiring Process
Go beyond “only shortlisted will be contacted.” Candidates want clarity:
“Every application is reviewed. You’ll hear from us within 2 weeks of applying, and all finalists receive feedback.”
👉 These bonus touches not only differentiate your Media Planner job post, but also strengthen your employer brand—showing you respect candidates, invest in their growth, and create a workplace where they’ll want to stay.
Should You Use AI to Write Job Descriptions?
It feels like everyone is using AI to write job descriptions these days—even some applicant tracking systems (ATS) now offer one-click “auto-generate” buttons.
The problem? Generic in, generic out.
If you just tell AI: “Write me a Media Planner job description,” you’ll get something that looks polished but reads exactly like hundreds of other posts online:
- Flat, vague wording.
- No mention of your culture, mission, or team.
- Boring bullet points that don’t excite serious candidates.
Top talent can spot these posts instantly—and they scroll right past them.
✅ The Smarter Way to Use AI
AI can be a powerful assistant, but only if you feed it the right ingredients.
Instead of asking AI to “write a job description from scratch,” use it to polish and shape your own notes. Here’s how:
- Start with raw input:
- What your company does (PulseWave Media: boutique performance media agency)
- Why the role matters (strategic budget ownership, shaping channel mix, measurable impact)
- The culture you want to highlight (test-and-learn, no-ego, supportive)
- Growth opportunities and perks (training budget, career progression, PTO)
- What your company does (PulseWave Media: boutique performance media agency)
- Give AI a structured prompt:
“Help me write a job post for a Media Planner at PulseWave Media. We’re a 35-person boutique media agency in Austin, TX, specializing in growth-stage brands. The planner will own cross-channel strategy, budgets, and optimization. Our culture is collaborative and transparent. We offer $82K–$105K salary, training budget, hybrid schedule, and clear growth path. Here are a few notes I’ve written to get you started: [paste your notes]. Please make the tone warm, professional, and people-first.” - Then let AI refine it:
- Smooth the flow.
- Improve clarity.
- Organize sections consistently.
- Smooth the flow.
🚫 Wrong Way vs ✅ Right Way to Use AI
- ❌ Wrong way: “Write a Media Planner job description.” → Bland, soulless, cookie-cutter.
- ✅ Right way: Give it your company’s specifics, values, and notes—then let AI polish.
👉 Think of AI as your editor, not your author. It can save time, but it can’t replace your authentic input. Your job post is the first impression a candidate has of your company—don’t outsource that entirely to a robot.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Copy-Paste Job Description Templates for Quick Use
We know that sometimes, you just need something solid—fast.
Maybe you’ve read the guide and understand what makes a great job post. But you also want a professional, ready-to-use template you can copy, paste, and customize in just a few minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First)
Job Title: Media Planner – Drive Impactful Campaigns at [Company Name] 💼 Location: Remote (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 Meet Your Hiring Manager
A quick 60-second hello from your future manager (insert Loom/YouTube link).
Who We Are
[Company Name] helps brands reach the right people with the right message across digital, social, search, CTV, audio, and OOH. We’re a collaborative team that pairs data discipline with creative thinking to plan campaigns that actually drive results.
What You’ll Do
- Research audience insights and recommend the best channel mix
- Build media plans, flighting, and budgets across channels
- Negotiate with partners, manage pacing, and ensure inventory quality
- Collaborate with creative and analytics to align message and placement
- Monitor performance, test/learn, and optimize in real time
- Present plans and results clearly to stakeholders
What We’re Looking For
- 2–4+ years in media planning (agency or in-house)
- Familiarity with tools like Google Ads, DV360, Meta, Nielsen/Comscore, MOAT/IAS
- Strong quantitative skills; comfortable modeling reach, frequency, ROAS/CPA
- Excellent communication, vendor negotiation, and organization
Perks & Benefits
- Health, dental, vision
- [#] PTO days + [#] company holidays + [#] flex/wellness days
- [Remote/Hybrid/On-site] work with home-office stipend
- 401(k) with company match
- Annual learning budget + certification reimbursement
- Paid parental leave
Why This Role Is a Great Fit
- Own real budgets and shape multi-channel strategy—not just run a calendar
- Tight collaboration with creative and analytics so your ideas ship fast
- Clear growth path to Senior Media Planner with mentorship and portfolio ownership
- See your work move top-line business metrics, not just vanity KPIs
Our Hiring Process
Every application is reviewed. Shortlisted candidates complete a brief WorkScreen evaluation, then meet the team. Finalists do a short, practical exercise (≤90 minutes). You’ll get timely updates at every step.
📥 How to Apply
Apply via WorkScreen: [Insert Link].
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements”
Job Title: Junior Media Planner – Learn & Launch Campaigns at [Company Name] 💼 Location: Remote (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
[Company Name] is seeking a Junior Media Planner to support audience research, plan assembly, trafficking, and performance reporting across digital and traditional channels. We’ll train the right person who brings curiosity, reliability, and a love for solving real business problems.
Responsibilities
- Assist with audience research and competitive/media trend insights
- Help build media plans and flighting across digital, social, search, and CTV/OOH
- Track budgets/pacing, pull performance data, and prepare clear reports
- Coordinate timelines with vendors and internal teams
- Learn core platforms (Google Ads, DV360, Meta, LinkedIn) through guided training
Requirements
- Bachelor’s degree or equivalent experience (marketing/analytics a plus, not required)
- Comfortable with spreadsheets and basic math/statistics
- Organized, detail-oriented, and proactive communicator
- Nice to have: Google or Meta certifications (we’ll help you get them)
Perks & Benefits
- Health, dental, vision
- [#] PTO days + [#] company holidays + [#] flex/wellness days
- [Remote/Hybrid/On-site] work with home-office stipend
- 401(k) with company match
- Paid training time + certification reimbursement
- Buddy program + quarterly career check-ins
Our Hiring Process
We review every application. Expect a WorkScreen evaluation, a friendly conversation with your future manager, and a brief paid task to see how you approach a planning problem. You’ll be kept informed at every stage.
📥 How to Apply
Apply via WorkScreen: [Insert Link].
Let WorkScreen Handle the Next Step of Hiring
A great job description is only half the battle. Once you’ve attracted candidates, the real challenge begins: figuring out who’s truly qualified.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
- ✅ Quickly identify your top candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- ✅ Easily run skill-based assessments
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- ✅ Eliminate low-effort 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 time and avoid costly hiring mistakes
By combining structured evaluations with transparent scoring, you make decisions with confidence.
Whether you’re hiring one Media Planner or building out an entire team, WorkScreen ensures you’re spending time with the candidates who matter most.
📥 Ready to hire smarter?
Post your role on WorkScreen, share your custom application link, and let the platform handle evaluations while you focus on growing your business.
Frequently Asked Questions - Media Planner Job Description
Great Media Planners combine both analytical and creative skills. On the technical side, they should be comfortable with media planning tools, data analysis, and budget management. On the soft skills side, they need strong communication, negotiation abilities, and attention to detail. Perhaps most importantly, they should have curiosity and adaptability—since the media landscape changes quickly, the best planners are those who can learn new platforms and approaches on the fly.
Salaries vary depending on location, company size, and level of experience. On average, Media Planners in the U.S. earn between $55,000–$70,000 per year at the junior level, while experienced planners typically earn $75,000–$105,000 per year. Senior Media Planners or those working in large agencies with high-profile accounts can make $110,000+ annually.
Salaries vary depending on location, company size, and level of experience. On average, Media Planners in the U.S. earn between $55,000–$70,000 per year at the junior level, while experienced planners typically earn $75,000–$105,000 per year. Senior Media Planners or those working in large agencies with high-profile accounts can make $110,000+ annually.
While not strictly required, certifications can give candidates an edge. Google Ads, Meta (Facebook/Instagram), LinkedIn Marketing, and Display & Video 360 certifications are commonly valued. These show that a candidate can operate key platforms with confidence.
