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If you’ve searched online for a “Social Media Manager job description,” you’ve probably come across dozens of copy-paste templates that all look the same.
They list tasks. They throw in some buzzwords. But they don’t actually help you attract someone great.
And that’s a problem—because the best social media talent isn’t looking for a generic checklist. They want to know what your brand stands for. Who they’ll be creating for. And how they’ll grow with your team.
But most job posts?
They don’t inspire.
They don’t connect.
And they don’t convert the kind of person you actually want to hire.
So if your job post feels like a formality, here’s how to turn it into your strongest recruiting tool.
This article will walk you through:
- What a Social Media Manager actually does (in plain English)
- Two sample job post templates (one experienced, one entry-level)
- Why good posts work—and why bad ones fall flat
- Smart, optional extras that make your post stand out
- A copy-paste starter version you can customize
- And a better way to evaluate applicants using WorkScreen.io
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What Does a Social Media Manager Actually Do?
A Social Media Manager isn’t just someone who posts memes or schedules content.
They’re your brand’s voice online.
They build connection, spark conversations, and shape how your company is perceived across platforms like Instagram, LinkedIn, TikTok, X (Twitter), and Facebook.
A great Social Media Manager doesn’t just “manage accounts”—they tell stories, grow communities, and keep your audience engaged. They know how to read the room, adapt tone to fit each channel, and spot content trends before they blow up.
They’re part strategist, part creator, part community manager—and when done well, they drive real business results: awareness, engagement, and growth.
Here’s the key:
You’re not just hiring someone to post.
You’re hiring someone to own your digital presence.
Two Great Social Media Manager 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 Social Media Manager
📌 Job Title
Social Media Manager for EcoNest Home (Remote, Full-Time)
💼 Type Full-Time | Remote | $55,000 – $70,000 (DOE)
🕒 Schedule Mon–Fri | Flexible hours with weekly content deadlines
🎥 Meet Your Future Team
A 60-second hello from Jenna, our Marketing Director:
(Insert Loom / YouTube link)
Who We Are — EcoNest Home
EcoNest Home is a plastic-free e-commerce brand on a mission to make sustainable living effortless and affordable. From bamboo kitchenware to refillable cleaners, we help 150,000+ households reduce waste without sacrificing style. Our fully remote team of 22 spans 5 countries and shares one goal: leave the planet better than we found it.
What You’ll Do
Own our multi-platform social presence and turn followers into fans. You will:
- Plan and publish content 5×/week across Instagram, TikTok, Pinterest, and LinkedIn
- Repurpose blog, UGC, and product content into short-form videos and carousels
- Jump into comments and DMs in our warm, witty brand voice
- Track KPIs (reach, saves, CTR, conversion) and share monthly growth reports
- Pitch trend-driven ideas that keep us ahead of the algorithm
What We’re Looking For
- 2+ yrs managing brand social accounts (preferably in e-commerce or DTC)
- Sharp writing skills and eye for aesthetics
- Proficiency with Canva, CapCut/Reels editing, and native analytics tools
- Self-starter who hits deadlines and loves data-backed creativity
- Bonus: experience with environmental or mission-driven brands
🎁 Perks & Benefits
- Fully remote + flexible working hours
- $1,000 annual learning stipend
- 20 days PTO + 5 mental-health days
- Laptop & software budget
- Quarterly profit-share bonus
🚀 Why This Role Is a Great Fit
At EcoNest, your ideas won’t be buried under layers of approval. You’ll have creative freedom, a supportive team, and a clear path to grow into Head of Content as we scale from 150k to 500k customers.
📥 How to Apply
We use WorkScreen.io to make hiring fair and skill-focused.
👉 Start your application — a short, practical evaluation that lets you shine beyond your résumé. Expect a response within 7–10 days.
🌱 Option 2: Job Description For Entry-Level Social Media Assistant
📌 Job Title
Social Media Assistant at BizSpark Tools (Hybrid — Nairobi)
💼 Type Part-Time or Full-Time | 20–40 hrs/week | KES 60k – 90k/month (pro-rated)
🕒 Schedule Flexible, with two in-office collaboration days
🎥 A Quick Welcome from Sam, our Head of Marketing
(Insert Loom / YouTube link)
About Us — BizSpark Tools
BizSpark Tools helps African micro-businesses launch and grow online through easy-to-use e-commerce and payments software. Our Nairobi HQ powers 6,000+ merchants across Kenya, Uganda, and Tanzania. We believe great stories fuel great businesses—so we’re building a small but mighty content team to amplify merchant wins.
What You’ll Be Doing
- Schedule and publish social posts we plan together
- Hunt for trending audio, formats, and creator collabs
- Write captions and respond to community comments
- Assist with basic video edits (we’ll train you on CapCut)
- Track post performance and share wins in weekly stand-ups
You’d Be a Great Fit If…
- You live on TikTok and IG Reels and love experimenting
- You write clearly and enjoy online conversations
- You’re reliable, organized, and eager to learn new tools
- You own a smartphone + laptop with strong internet
(No formal experience required—energy and curiosity matter most.)
🎁 Perks & Benefits
- Paid training + dedicated mentor
- Hybrid work: 2 office days for filming equipment, the rest remote
- Monthly data stipend + phone allowance
- Team retreats every quarter
- Option to transition to full-time after 3–6 months
🚀 Why This Role Is a Great Fit
You’ll build a portfolio fast—your content will go live in front of thousands within weeks. If you’ve dreamed of turning creativity into a career, BizSpark gives you the runway and support to grow from assistant to content lead.
📥 How to Apply
We review every application with WorkScreen.io to keep things fair.
👉 Apply here. Complete the quick evaluation and you’ll hear from us within a week.
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
Why These Social Media Manager Job Posts Work
If you compare these job descriptions to the bland, copy-paste ones floating around online, the difference is clear. Here’s why they stand out—and why they’re designed to actually attract great talent:
1. The Job Titles Are Clear, Specific, and Purpose-Driven
- Instead of generic titles like “Social Media Manager” or “Digital Assistant,” each post includes who it’s for, what they’ll do, and where they’ll do it.
- Example:
🆇 “Social Media Manager”
✅ “Social Media Manager for EcoNest Home (Remote, Full-Time)”
This tells the candidate the scope, the company, and the flexibility—right in the headline.
2. The Introduction Is Warm, Human, and Sets the Stage
- Both posts open with a video from a real team member—a simple Loom or YouTube video that puts a face to the company.
- This instantly builds trust and makes the post feel personal—not corporate.
3. “About Us” Sections Are Specific, Not Generic
- Instead of listing clichés like “we’re an innovative company,” both posts give concrete, mission-driven context about what the company does, who they serve, and what they stand for.
- This helps candidates immediately self-select based on values and interest.
4. Responsibilities Are Written for Real People, Not Robots
- Duties are written in everyday language and framed in terms of impact.
Instead of “manage calendar and execute content strategy,” we say:
✅ “Own our multi-platform social presence and turn followers into fans.” - Bullet points are outcome-based, not task-stuffed.
5. Requirements Are Clear—But Not Overwhelming
- In the entry-level post, “nice-to-haves” are clearly labeled as optional, which encourages strong applicants who might not tick every box.
- In the experienced post, requirements are practical and directly tied to success in the role—no fluff like “must thrive in fast-paced environments.”
6. Perks & Benefits Are Spelled Out Clearly
- Both posts have a separate section for perks (tools, stipends, training, leave, bonuses).
- This shows candidates that you respect their time and want to earn their commitment.
7. “Why This Role Is a Great Fit” Gives the Big Picture
- This section acts like your pitch. Why this job? Why now?
- Both versions emphasize growth, ownership, and real opportunities—so candidates can see themselves in the role.
8. The Hiring Process Feels Respectful and Transparent
- Clear expectations: how to apply, what tool we’re using (WorkScreen), when they’ll hear back.
- This builds trust and makes the hiring process feel modern and fair.
9. The Tone Is Conversational, Confident, and Human
- No jargon. No fluff. Just plain-English writing that feels like it came from a real person—not HR legalese.
- This tone attracts creative, thoughtful, and emotionally intelligent people—the exact kind of candidates you want running your socials.
Bad Social Media Manager Job Description Example (And Why It Fails)
📌 Job Title:
Social Media Executive
💼 Company:
ABC Marketing Group
💼 Type:
Full-Time
📝 Summary:
ABC Marketing Group is seeking a qualified social media executive to manage and execute our social media marketing strategy. The ideal candidate will have experience with posting content, analyzing metrics, and maintaining brand voice.
🛠️ Key Responsibilities:
- Schedule and publish posts across multiple platforms
- Monitor engagement and respond to comments
- Report on social media performance
- Support content creation and digital marketing campaigns
✅ Requirements:
- Bachelor’s degree in marketing or related field
- 3–5 years of experience in social media management
- Proficient in social tools like Hootsuite and Buffer
- Ability to multitask and meet deadlines
📥 How to Apply:
Send your CV and cover letter to hr@abcmarketing.com. Only shortlisted candidates will be contacted.
🛑 Why This Job Post Falls Flat
1. The Job Title Is Vague and Generic
- “Social Media Executive” could mean anything—and doesn’t specify what kind of brand, audience, or platforms are involved.
- It doesn’t communicate who this role is for or why it matters.
2. The Introduction Is Cold and Forgettable
- There’s no mission, no story, no context.
- It doesn’t answer: “Why should I care about this role?” or “Why is this company worth my time?”
3. No Insight Into Culture or Team
Applicants learn nothing about the kind of environment they’re walking into.
- No tone, no warmth, and zero personality—just a bland paragraph with buzzwords like “qualified” and “ideal candidate.”
4. Responsibilities Are Vague and Copy-Pasted
- They read like something pulled from a decade-old HR handbook.
- There’s no storytelling, no prioritization, and no sense of the real day-to-day impact of the job.
5. Requirements Feel Rigid and Uninviting
- A strict “3–5 years” requirement with no flexibility or acknowledgment of skills built outside formal roles.
- No differentiation between must-haves and nice-to-haves.
6. No Mention of Salary, Perks, or Benefits
- Serious candidates want to know how you’ll support them—compensation, flexibility, growth.
- Leaving this out feels outdated and signals low transparency.
7. The Hiring Process Feels Dismissive
- Ending with “Only shortlisted candidates will be contacted” is cold and discouraging.
- There’s no sense of what comes next, how applications will be reviewed, or when to expect a response.
8. The Call to Action Is Transactional, Not Inspiring
- “Send your CV” feels like a formality, not an opportunity.
- There’s no warmth, no energy, and no motivation to apply.
👎 Overall?
This job post might attract people who are applying to 100 jobs a day. But it won’t resonate with creative, mission-driven, or thoughtful candidates—the kind of talent you need to grow your brand online.
Bonus Tips: How to Make Your Social Media Job Post Even More Irresistible
If you’ve already nailed the structure, tone, and clarity, here are a few pro-level extras that can push your job post from “good” to “great.”
These additions don’t just attract more applicants—they attract the right ones.
✅ Tip 1: Add a Trust-Building “IMPORTANT NOTICE”
In today’s hiring landscape, job scams and shady listings are everywhere.
A simple notice at the bottom of your job post can go a long way in earning candidate trust.
Try something like this:
🔐 IMPORTANT NOTICE: We take your privacy seriously. We’ll never ask for payment, personal financial info, or bank details at any point in the hiring process. If you ever receive a suspicious message claiming to be from our team, please reach out directly through our company website.
This shows you’re professional, transparent, and looking out for the candidate—immediately setting you apart from the noise.
✅ Tip 2: Mention Leave Days or Flex Time Upfront
Perks like flexible time off or mental health days are no longer “nice-to-haves”—they’re expected.
Even just one line about your time-off policy signals that your company values balance and wellbeing.
Example line to include in your benefits section:
Enjoy up to 25 paid leave days per year—including 5 days specifically for mental health or personal reset.
✅ Tip 3: Highlight Training, Mentorship, or Growth Opportunities
Especially for entry-level roles, candidates want to know:
“If I take this job, where can it take me?”
Try adding something like this:
We don’t just hire you—we invest in your growth. You’ll receive structured mentorship from our Head of Marketing, plus a learning budget to support your development as a creator or content strategist.
This signals a long-term opportunity, not a short-term task list.
✅ Tip 4: Add a Loom or YouTube Video From the Hiring Manager
This is a game changer.
A 30–60 second video from a team member makes your job post feel personal, human, and trustworthy.
You can use Loom or YouTube to record something simple like:
“Hi, I’m Sam, the Head of Marketing at BizSpark Tools. We’re excited to grow our content team and bring someone on who’s creative, curious, and loves experimenting on TikTok or Instagram. If that sounds like you, we’d love to meet you!”
You don’t need fancy editing—just show up as yourself. The right candidates will appreciate 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
✅ Tip 5: Write Your Post in First or Second Person
- Use “we” and “you.”
- Drop the overly formal HR voice.
- Speak like a real person trying to build a real team.
Instead of:
“The ideal candidate will be expected to…”
Try:
“You’ll help us grow our audience by…”
This simple shift makes your job post 10× more inviting.
Should You Use AI to Write a Social Media Job Description?
These days, every HR tool, job board, and AI assistant is offering “auto-generate job description” buttons.
And sure—AI can save time.
But if you rely on it blindly, you’ll end up with the same problem as everyone else:
A generic, lifeless job post that repels great candidates.
Here’s what happens when you let AI take over without giving it any input:
❌ Why You Shouldn’t Rely on AI Alone
- The post sounds like a robot wrote it (because… it did).
- The language is vague, corporate, and uninspired.
- It attracts people who apply to everything—not the ones who care about your
- Worst of all? It reflects poorly on your brand. First impressions matter, and your job post is often the very first touchpoint.
✅ The Right Way to Use AI When Writing a Job Post
AI is a great tool—but only if you are in the driver’s seat.
Here’s a step-by-step prompt you can use to get a strong draft from AI that reflects your real voice, values, and goals.
✍️ Prompt Template to Use AI Smarter
Help me write a job description for a [Social Media Manager] at [EcoNest Home]. We’re a fully remote e-commerce company that sells sustainable home goods. Our mission is to make plastic-free living accessible and stylish. This hire will help us grow our audience across Instagram, TikTok, Pinterest, and LinkedIn by creating content, engaging with our community, and sharing our story. Our company culture is collaborative, mission-driven, and creative. We’re looking for someone who is organized, social-savvy, and passionate about sustainability. We offer remote flexibility, 25 days of paid time off, a $1,000 annual learning budget, and quarterly bonuses. Please structure the post with the following sections: About Us, Responsibilities, Requirements, Perks & Benefits, Why This Role Is a Great Fit, and How to Apply. Tone should be conversational and human—not corporate. I’ve also written a few notes to help you shape the language: [Insert any personal notes or draft ideas here.]
Once AI gives you a draft, review and rewrite parts that sound stiff or generic. Add a real quote from the team. Paste in a Loom link. Inject personality.
Think of AI as your writing assistant, not your replacement.
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?
We get it—sometimes you just need something solid to start with.
You understand what makes a good job post, but you also want a ready-to-use draft you can tweak and publish fast. 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 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, Culture-First Style
📌 Job Title
Social Media Manager at [Company Name] ([Location] | [Job Type])
🎥 Quick Intro from the Hiring Manager
(Insert Loom or YouTube link)
“Hey there! I’m [Hiring Manager Name], and I lead marketing here at [Company Name]. If you’re passionate about content, storytelling, and growing engaged online communities—we’d love to work with you.”
About Us
[Company Name] is a fast-growing brand focused on [industry/mission]. We serve over [#] customers across [region] and are passionate about [cause, product, or culture]. Now, we’re looking for a Social Media Manager who can help us grow our digital presence, connect with our audience, and bring our story to life online.
What You’ll Be Doing
- Manage posting schedule across platforms like IG, TikTok, LinkedIn
- Create engaging content: Reels, carousels, captions, stories
- Respond to comments and DMs in our voice
- Track growth metrics (reach, engagement, saves, shares)
- Collaborate with team leads on campaigns and launches
- Stay current on trends and pitch fresh ideas weekly
What We’re Looking For
- 2+ years of experience in social media management
- Strong writing and storytelling skills
- Familiarity with Canva, Reels editors, scheduling tools
- Self-motivated, organized, and up for a fast-paced creative environment
- Bonus: Experience in [industry] or content-heavy brands
Perks & Benefits
- Flexible, remote-friendly work culture
- Paid time off + mental wellness days
- [Insert Benefit: health, dental, vision, etc.]
- [Insert learning/development stipend if available]
- Access to new products and team events
🚀 Why This Role Is a Great Fit
You won’t just be handed a content calendar and told to “make it work.”
You’ll have creative freedom, real ownership, and the ability to shape our brand voice online. If you love building community and bringing ideas to life—this is your seat at the table.
📥 How to Apply
We use WorkScreen.io to make hiring fair and focused on skill.
👉 Click here to apply
It’s a quick evaluation that helps us understand your strengths beyond just a resume. We’ll be in touch within 7–10 days.
🧱 Option 2: Structured Format – “Job Brief + Responsibilities + Requirements”
📌 Job Title:
Social Media Manager
📍 Location: [Location]
💼 Job Type: [Job Type]
💰 Salary Range: [Salary Range]
🕒 Schedule: Monday–Friday, flexible hours
🎥 Meet the Team Behind the Role
(Insert Loom or YouTube link from the hiring manager or team member)
Job Summary:
[Company Name] is hiring a Social Media Manager to own and execute our online content strategy. You’ll help grow our brand’s presence across social platforms through creative storytelling, consistent engagement, and thoughtful performance tracking.
Key Responsibilities:
- Plan, schedule, and publish content across 3–4 platforms
- Monitor comments, tags, and DMs for brand engagement
- Repurpose blog and campaign assets into social formats
- Track analytics and report monthly performance
- Support launch campaigns, promotions, and collabs
- Stay current with platform updates and algorithm shifts
Requirements:
- 2–4 years managing a brand’s social media presence
- Strong written communication skills
- Proficient with tools like Meta Suite, Canva, Later, CapCut
- Detail-oriented with good time management
- Bonus: Experience in [industry] or content-first organizations
Perks & Benefits:
- Remote flexibility
- Paid vacation and company holidays
- Monthly wellness or learning stipend
- Team training and cross-functional collaboration
- [Insert any unique benefits: retreat days, product perks, etc.]
How to Apply:
We use WorkScreen.io to keep things efficient and fair.
👉 Apply here
Complete a short skill-based evaluation, and we’ll follow up within a week.
Ready to Hire Smarter? Let WorkScreen Handle the Next Phase
Writing a great job post is step one.
Step two? Making sure you don’t waste hours sifting through the wrong applicants.
That’s where WorkScreen.io comes in.
Once your post is live, WorkScreen helps you:
🔍 Quickly Spot Your Top Candidates
No more guessing based on resumes or who writes the flashiest cover letter.
WorkScreen evaluates every applicant through a short, structured task—and automatically ranks them on a performance-based leaderboard. You get real insights, not guesswork.
🧪 Test for Real-World Skills in One Click
You’ll be able to run practical tests tailored to your role. Whether it’s writing sample captions, reviewing short-form content ideas, or evaluating attention to detail—WorkScreen helps you focus on what matters: how well someone can actually do the job.
🚫 Eliminate Low-Effort Applicants (and AI Noise)
WorkScreen helps you filter out people who mass-apply, copy-paste generic responses, or rely on ChatGPT to answer every question.
You’ll see who’s genuinely interested—and who’s just clicking buttons.
⏱️ Save Time. Avoid Hiring Mistakes. Hire with Confidence.
WorkScreen is built for modern hiring teams who care about quality, fairness, and speed.
It makes your hiring process faster, smarter, and more data-driven—without losing the human touch.
👉 Start using WorkScreen today:
- Write a job post
- Share the link
- Let WorkScreen do the heavy lifting
Social Media Manager Job Description - Frequently Asked Questions
A great Social Media Manager blends creativity with strategy. Look for:
- Strong copywriting skills – They should be able to write engaging captions, headlines, and replies that reflect your brand voice.
- Visual sense – They don’t have to be a designer, but they should know what content looks good, what performs, and why.
- Platform expertise – Instagram, TikTok, LinkedIn, X—each platform is different. Your candidate should know how to tailor content to each one.
- Community engagement – It’s not just about posting; it’s about responding, listening, and building relationships.
- Analytics awareness – They should understand how to read metrics (reach, engagement, saves, CTR) and adjust strategy accordingly.
- Adaptability – Trends change fast. The right hire moves with them.
Soft skills like emotional intelligence, reliability, and creative initiative matter just as much as technical ability.
- Organizational skills (task management, calendar coordination, CRM upkeep)
- Attention to detail (proofing documents, updating records, avoiding errors)
- Clear written communication (emails, follow-ups, internal notes)
- Basic tech fluency (CRM tools like HubSpot/Salesforce, Google Workspace, Notion, Zoom)
- Proactive mindset (someone who anticipates issues and solves problems early)
- Discretion and professionalism (especially when handling sensitive client or sales data)
Bonus points for candidates who ask clarifying questions, follow up proactively, and take ownership of processes.
Salaries vary based on experience, industry, and location, but here’s a general breakdown:
- Entry-level (0–2 years): $40,000 – $55,000/year
- Mid-level (2–5 years): $55,000 – $75,000/year
- Senior-level (5+ years or strategic roles): $75,000 – $100,000+/year
- Freelance or contract rates: $25 – $60/hour depending on scope
Keep in mind that specialized roles (e.g., managing paid social or influencer campaigns) often command higher rates.
Simple: give them a small task.
Ask them to create a short content calendar, write a few caption ideas, or repurpose a blog into a TikTok script.
That’s why platforms like WorkScreen.io are so useful—they let you evaluate applicants based on real outputs, not just resumes.
It depends on your goals:
- Freelancer = great for occasional posting, short-term campaigns, or budget-conscious companies.
- Full-time hire = best if you want consistency, voice alignment, and someone who can build and own a long-term strategy.
If social is core to your brand’s growth—full-time is usually worth it.
A Social Media Manager oversees strategy, posting, engagement, and analytics.
A Content Creator focuses more on production—writing, filming, or designing assets.
In small teams, one person may do both. In larger teams, the Social Media Manager often directs creators and ensures all content aligns with goals.
