Share
If you’ve Googled “webmaster job description,” chances are you’ve run into the same thing over and over again—generic templates that sound like they were written by a robot. Bullet points. Boring buzzwords. No personality. No real strategy.
But if you’re hiring a great webmaster—someone who can actually manage, maintain, and optimize your website like a pro—you need more than just a list of duties. You need a job post that tells the right story, attracts the right people, and reflects the real experience of working at your company.
Because here’s the truth:
A vague job post attracts vague candidates.
A generic job post attracts generic effort.
And top candidates? They scroll right past it.
In this guide, I’ll walk you through how to write a Webmaster job description that actually gets noticed and converts great candidates—without sounding corporate, cold, or copy-pasted.
But first, if you haven’t yet, I 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/.. It breaks down why most job ads fail—and how to write ones that work.
Now let’s break down what this role actually is—without the corporate jargon.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What A Webmaster Actually Does (Simple Definition)
A webmaster is the person who keeps your website running smoothly behind the scenes.
They manage your website’s performance, fix bugs, update content, monitor security, and make sure everything loads fast and looks good across devices. Think of them as the digital custodian of your online storefront—always optimizing, always troubleshooting.
But here’s what often gets missed in most job descriptions:
A great webmaster doesn’t just “maintain a site.”
They understand user experience. They care about SEO. They make sure visitors stay longer, convert better, and never hit a broken link. That blend of technical skill, curiosity, and reliability? That’s what you’re hiring for.
In short:
If your website is how people first experience your brand, then your webmaster is the one making sure it works—and leaves the right impression.
Great Webmaster Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Experienced Webmaster Job Description (Culture-First Style)
📌 Job Title: Experienced Webmaster Needed to Manage & Optimize Our Fast-Growing Ecommerce Website
💼 Type: Full-Time | Remote-Friendly
Compensation: $60,000–$75,000/year (Based on Experience)
🎥 Meet Your Future Team:
[Insert Loom/YouTube link from Hiring Manager or CEO introducing the company and team]
Who We Are
At Brooklyn Bay Supply Co., we’re a small-but-mighty ecommerce brand specializing in sustainable home and kitchen goods. We’ve grown 300% over the last two years—and now we need someone to help us take our online experience to the next level.
We’re a creative, detail-obsessed, and customer-first team that loves experimenting, moving fast, and making decisions based on data (not red tape). If you love fixing things, improving performance, and owning a website like it’s your own digital storefront—this might be your next home.
🛠️ What You’ll Be Doing
As our webmaster, you’ll:
- Maintain and improve our Shopify-based ecommerce site
- Troubleshoot bugs and resolve technical issues across pages
- Manage hosting, SSL, and domain settings
- Monitor site speed, uptime, and performance (via Google Search Console, GTmetrix, etc.)
- Oversee SEO hygiene: meta tags, alt text, indexing
- Implement landing pages and update content as needed
- Support marketing with A/B test setup, pixel tracking, and analytics
- Collaborate with designers, copywriters, and our growth team
📌 What We’re Looking For
- 2+ years experience managing a website (bonus if Shopify or ecommerce)
- Strong HTML/CSS skills; bonus if you know Liquid, JavaScript, or have worked with CMS platforms
- A problem-solver with a “nothing breaks on my watch” mindset
- Someone who values performance, security, and clean user experience
- Comfortable using tools like Google Analytics, GSC, and Hotjar
🎯 Why You’ll Love Working Here
- We actually care about the people we hire—and invest in your growth
- You’ll get to own the website and build real systems, not just “make edits”
- Paid time off + 10 remote days per year (even if you’re based in-office)
- $1,000 annual tech stipend + quarterly learning credits
- Health and dental after 60 days
- You’ll join a small team where your work is seen and appreciated
📥 How to Apply
We’re using WorkScreen.io to help us evaluate applicants fairly based on skill—not just résumés.
Click the link below to apply. You’ll complete a short task-based evaluation and hear back from us within 5–7 days.
👉 [Insert WorkScreen Apply Link]
✅ Option 2: Entry-Level Webmaster Job Description (Willing to Train)
📌 Job Title: Junior Webmaster / Website Admin — We’ll Train You (Great for Digital Enthusiasts)
💼 Type: Entry-Level | Hybrid (2 Days Remote)
Compensation: $40,000–$48,000/year + Benefits
🎥 Watch Our 2-Min Intro from the CEO:
[Insert Loom/YouTube Link]
Who We Are
We’re Green Atlas Digital, a marketing agency that helps mission-driven nonprofits and local businesses build their online presence. Our clients rely on us to keep their websites updated, secure, and running smoothly—so we’re hiring a junior webmaster to help us do just that.
You don’t need years of experience. But you do need to be reliable, detail-oriented, and eager to learn. If you love tech, enjoy solving problems, and want to grow your digital skills in a fast-paced environment—we’ll teach you the rest.
🛠️ What You’ll Be Doing
- Help maintain 15+ client websites (mostly WordPress)
- Perform plugin and theme updates
- Troubleshoot basic display or functionality issues
- Create and update web pages using templates
- Upload blog posts, update site content, and ensure responsiveness
- Monitor uptime and basic analytics
- Learn about SEO, accessibility, and site speed optimization (we’ll train you)
📌 What We’re Looking For
- Tech-savvy and eager to learn web tools
- Reliable, organized, and detail-focused
- Clear communicator and great with deadlines
- Some knowledge of WordPress is a plus—but not required
- Passionate about problem-solving and helping clients succeed
📚 Training & Growth
We’ll teach you everything you need to know, including:
- WordPress backend
- SEO basics
- Site performance tools
- Google Analytics
- CMS troubleshooting
You’ll also get a dedicated mentor and paid time for self-directed learning.
🎯 Perks & Benefits
- Paid training + 1-on-1 mentorship
- Medical, dental, and vision after 60 days
- Annual learning budget + tech stipend
- Paid time off + 10 “unplug” days per year
- Flexible hybrid schedule (2 days remote)
📥 How to Apply
We use WorkScreen.io to make the process easy and fair.
Click below to complete a short skills evaluation—no résumé required. We’ll get back to you within a week.
👉 [Insert WorkScreen Apply Link]
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Posts Work
Whether you’re hiring an experienced webmaster or someone eager to learn, these templates follow the same winning formula—and here’s why they’re effective:
✅ 1. Clear, Specific Job Titles
Instead of generic titles like “Webmaster Wanted,” both templates get straight to the point:
- “Experienced Webmaster Needed to Manage & Optimize Our Fast-Growing Ecommerce Website”
- “Junior Webmaster / Website Admin — We’ll Train You (Great for Digital Enthusiasts)”
These aren’t just job titles—they’re mini-pitches. They clarify the level (experienced vs. junior), hint at the company’s mission or growth stage, and signal who the role is actually for. That makes them more searchable and more magnetic.
✅ 2. Warm Introductions with Human Context
Most job ads start with a dry paragraph about the company. These start with a real voice.
They tell a short story:
- Who the company is
- Why the role matters
- What kind of environment the candidate is stepping into
This builds connection before listing tasks or requirements—and top candidates connect with purpose, not just bullet points.
✅ 3. Transparent Salary & Perks
Both job posts list salary ranges upfront.
Why this matters:
- It saves time on both sides
- It signals honesty and fairness
- It builds trust with high-quality applicants who value transparency
Also, both roles go beyond generic “benefits” to mention things like:
- Remote flexibility
- Learning stipends
- Paid training
- Tech budgets
That makes the roles feel real, modern, and respectful of today’s talent.
✅ 4. Respectful, Clear Hiring Process
Both templates explicitly explain:
- How to apply
- What happens next
- When to expect a response
- That every applicant will be reviewed
This is rare—and powerful. It signals that your company actually values candidates’ time. And that alone will set you apart from 90% of job listings online.
Using WorkScreen.io in the CTA also adds structure and fairness—especially with skill-based evaluations and applicant transparency.
✅ 5. Human Tone That Connects
No stiff corporate language. No over-polished fluff. Just real words that reflect real people.
Phrases like:
- “We’ll train you”
- “If you love fixing things…”
- “You won’t just ‘make edits’—you’ll own the website”
These speak directly to the right person. They make the reader feel seen—and when a candidate feels that early on, they’re more likely to engage and apply.
Example of a Bad Webmaster Job Description (And Why It Fails)
Here’s a typical example of what you’ll find on most job boards—and why it fails to attract top candidates.
❌ Bad Job Post Example
📌 Job Title: Webmaster
📍 Location: New York, NY | Full-Time
📝 Job Summary:
The webmaster will manage and maintain the company website. Responsibilities include site updates, content uploads, performance tracking, and resolving technical issues.
Responsibilities:
- Monitor and improve website performance
- Update content as needed
- Troubleshoot issues and liaise with hosting provider
- Ensure website security and uptime
- Perform routine maintenance
- Track site analytics and provide reports
Requirements:
- Bachelor’s degree in Computer Science or related field
- 3+ years experience in web administration
- Knowledge of HTML, CSS, JavaScript
- Familiarity with CMS platforms
- Excellent communication skills
How to Apply:
Send your CV and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Vague and Uninspired
Just saying “Webmaster” with no context or clarity tells the reader nothing about:
- What kind of site they’ll manage
- What tools they’ll use
- What level of experience is expected
It’s bland—and easily overlooked in a sea of listings.
2. The Introduction Has Zero Personality
“Job Summary” reads like a copy-paste from a decade ago. No mission, no team, no excitement.
A strong intro should tell the candidate why this role matters and who they’ll be helping.
3. No Mention of Culture, Team, or Mission
Not a single line about what the company does, who the candidate will work with, or why their work matters. That’s a missed opportunity to emotionally connect with high-quality applicants.
4. No Salary or Benefits Listed
Serious candidates want clarity—and withholding salary or perks signals that the company:
- May not offer competitive pay
- Doesn’t value transparency
- Is stuck in outdated hiring practices
5. Generic Responsibilities
The duties listed are vague and interchangeable with any webmaster role. Nothing is tailored to the company’s platform, team structure, or goals. There’s no sense of ownership or impact—just tasks.
6. Dismissive Application Process
“Only shortlisted candidates will be contacted” sends the message:
“We don’t respect your time.”
A better approach is to set expectations, outline your process, and show applicants that you value their effort.
7. Zero Personality in the Call to Action
The CTA doesn’t motivate or invite the right kind of candidates. It doesn’t show what’s exciting about the opportunity—it just gives an email address and hopes someone bites.
A bad job description like this doesn’t just fail to inspire—it actively turns away the kind of thoughtful, high-performing candidates you’re trying to attract.
Bonus Tips That Make Your Job Post Stand Out
Once you’ve nailed the basics—clear title, strong intro, transparent salary, human tone—there are a few extra touches that can really set your job post apart.
Here are some advanced but simple enhancements that show candidates you care about clarity, fairness, and experience:
✅ Tip 1: Add a Security & Privacy Notice
This builds trust—especially with applicants wary of scams or data misuse.
Example:
🔒 “We take the security and privacy of every applicant seriously. We will never ask for payment, bank details, or personal financial information at any point in our hiring process.”
It’s a small line—but it signals integrity.
✅ Tip 2: Mention Leave Days or Flex Time
Everyone values time to recharge. Don’t bury it in fine print—highlight it.
Example:
🏖 “Enjoy up to 24 flex days off per year so you can recharge and come back stronger.”
This also humanizes your company. You’re not just hiring a resource—you’re welcoming a person.
✅ Tip 3: Spotlight Training & Growth Opportunities
Show that your team invests in people, not just outcomes.
Example:
📚 “We invest in your growth with an annual learning budget, mentorship program, and paid time set aside for skills development.”
Especially for junior roles, this turns your job into a career step—not just a gig.
✅ Tip 4: Add a Loom or YouTube Video from a Real Person
Nothing builds connection faster than a real face and voice. It can be as simple as a 1-minute Loom from the hiring manager.
What it does:
- Humanizes your company
- Boosts trust
- Helps candidates understand team tone and energy
Example:
🎥 “Meet your future team: [Insert Loom or YouTube link]”
Even a casual video can drastically increase your apply rate.
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: Share a Quote or Review from an Existing Employee
You can pull this from Glassdoor, an internal testimonial, or even a Slack message (with permission).
Example:
💬 “This is the first company where I’ve felt truly heard. I’ve grown more here in 6 months than in my last 3 years combined.” — Marcus, Frontend Developer
Social proof isn’t just for products—it works for hiring too.
✅ Tip 6: Reassure Candidates About Your Application Process
Let applicants know they won’t be ghosted.
Example:
✉️ “We review every application carefully and respond to all candidates—no black hole here.”
It costs nothing, but earns trust.
These little touches may seem minor—but they compound. They show care, clarity, and character—and that’s what attracts top talent.
Should You Use AI to Write Job Descriptions?
Short answer: Yes—but only if you do it right.
Lately, everyone seems to be using AI tools to whip up job descriptions in seconds. ATS platforms like Manatal and Workable even have one-click generators built in.
But here’s the problem:
Most people are using AI to save time, not to write better.
The result? Boring, cookie-cutter job posts that don’t reflect your company, don’t speak to real candidates, and don’t perform well.
⚠️ Why You Shouldn’t Rely on AI Alone
If you just prompt ChatGPT with:
“Write a webmaster job description”
You’ll get something that looks polished—but feels empty:
- Generic wording
- Buzzword soup
- No emotion, no story, no culture
That’s exactly the kind of post top candidates scroll past.
✅ The Smarter Way to Use AI (Prompt It Right)
AI can be an incredible writing partner—if you give it the right ingredients.
Here’s how to get a custom, high-quality job post that still sounds like you:
🧠 What to Provide in Your Prompt:
- What your company actually does
- What this role contributes (not just tasks, but purpose)
- Your company’s tone & values
- Who the ideal candidate is
- Salary range + benefits
- How you want the candidate to apply
- Any notes or raw bullet points you’ve drafted
🔍 Example Prompt:
“Help me write a job post for our company, Green Atlas Digital. We’re hiring a Junior Webmaster to help us maintain WordPress websites for local businesses and nonprofits.
Our company is collaborative, mission-driven, and focused on digital accessibility.
We’re looking for someone who’s detail-oriented, curious, and open to learning—even if they don’t have years of experience.
We offer $40–48K/year, paid training, remote flexibility, and a learning stipend.
Here’s a rough outline I wrote to get you started: [Paste your bullet points or draft text here]
Please make the tone friendly, real, and human—not overly corporate. Avoid buzzwords like ‘synergy’ or ‘rockstar.’”
🛠️ Pro Tip:
You can even paste in one of the good job descriptions from earlier and say:
“Write me something in this exact format, but for [your company] hiring a [your role].”
The key? Don’t let AI guess. Guide it. Shape it. Then polish what it gives you.
Treat AI like a junior copywriter—not a decision-maker.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you don’t have time to build a full job post from scratch.
You’ve read the guide, you know what a great post looks like… but you still need something 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 kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Experienced Webmaster to Help Us Manage & Improve Our Website Experience
💼 Type: [Enter Schedule]
Location: [Enter Location] | Remote-Friendly
Compensation: $XX–$XX/year
Who We Are:
We’re [Your Company Name], a fast-growing [Industry Type] company with a big focus on digital experience. Our website is where customers meet our brand—so we need someone who can keep it running smoothly, make it better every week, and troubleshoot before problems even surface.
If you love solving problems, optimizing performance, and owning the website like it’s your own—this might be your next role.
🛠️ What You’ll Be Doing:
- Manage and maintain our company website (currently built on [CMS, e.g. WordPress, Shopify, Webflow])
- Troubleshoot bugs, monitor uptime, and improve load speeds
- Implement SEO best practices across the site
- Coordinate updates with our content and marketing team
- Keep everything secure, fast, and mobile-friendly
- Help launch new pages and monitor user behavior
📌 What We’re Looking For:
- 2+ years experience managing websites
- Confident with HTML/CSS (bonus: JavaScript, Liquid, SEO tools)
- Experience using Google Analytics, GSC, and site monitoring tools
- Reliable, responsive, and obsessed with fixing problems fast
🎯 Why You’ll Love Working Here:
- Supportive team, clear feedback, and real ownership
- Remote flexibility + 10 paid unplug days
- $1,000 annual learning and tech budget
- Health/dental after 60 days
- You’ll never be “just the tech person”—you’re a core part of the team
📥 How to Apply:
We’re using WorkScreen.io to evaluate candidates fairly and efficiently.
Click the link below, complete the short evaluation, and we’ll be in touch.
👉 [Insert WorkScreen application link]
🧱 Option 2: Structured Format (For ATS or Job Boards)
Job Title: Webmaster at [Company Name]
Location: Remote or [Insert City], [Insert Country]
Job Type: [Enter Schedule]
Salary: $XX–$XX/year
Job Description:
We’re looking for a skilled Webmaster to manage, maintain, and improve our company website. The ideal candidate will ensure high performance, strong security, and optimal user experience across all platforms.
Responsibilities:
- Monitor and optimize website performance, uptime, and load speed
- Perform content updates and troubleshoot technical issues
- Manage hosting, SSL certificates, and domain settings
- Implement SEO best practices and site structure improvements
- Collaborate with design and marketing teams to deploy new pages
- Set up and monitor analytics tools
Requirements:
- 2+ years of web management experience
- Strong proficiency in HTML, CSS, and familiarity with CMS platforms
- Experience using Google Analytics, Search Console, and speed testing tools
- Detail-oriented with strong problem-solving skills
Benefits:
- Health, dental, and vision coverage
- Paid time off and flexible work hours
- Remote work options
- Learning and development stipend
- Tech reimbursement
How to Apply:
Submit your application via [WorkScreen.io]. We use this tool to fairly assess candidates based on their skills—not just their résumés.
👉 [Insert WorkScreen application link]
Let WorkScreen.io Take It From Here
You’ve put in the effort to write a thoughtful, well-structured job description.
Now it’s time to make sure your hiring process matches that same level of quality.
That’s where WorkScreen.io comes in.
💡 Here’s what happens after you hit publish:
✅ 1. Identify Your Top Candidates—Automatically
WorkScreen evaluates every applicant based on real performance—not just résumés.
It scores and ranks candidates on a live leaderboard, so you immediately see who rises to the top.
No more guessing. No more sorting through 100 nearly identical applications.
✅ 2. Filter Out Low-Effort and AI-Generated Applications
WorkScreen detects when applicants:
- Use ChatGPT to write their answers
- Copy-paste content from elsewhere
- Click “one-click apply” without effort
This means you don’t waste time on candidates who aren’t genuinely interested—or aren’t truly qualified.
✅ 3. Skill Tests You Can Launch in One Click
Want to test how well a webmaster can troubleshoot? Or how they handle site errors, SEO challenges, or UX issues?
You can easily build or select a pre-made skill assessment inside WorkScreen.
It’s fast, customizable, and measures real-world ability—not just job history.
✅ 4. Give Every Applicant a Fair, Transparent Process
When candidates apply via WorkScreen, they know:
- What to expect
- How they’ll be evaluated
- That they’ll receive a response
It shows you respect their time—and that builds trust in your brand, even with candidates you don’t hire.
🎯 Bottom Line:
WorkScreen doesn’t just help you hire faster.
It helps you hire smarter—by surfacing the candidates who can actually do the job.
So if you’re tired of hiring based on résumés that don’t reflect reality,
and you want a performance-based, fair, and modern hiring process…
Webmaster Job Description - FAQs
These are some of the most common—and important—questions employers and job seekers have when it comes to hiring a webmaster. Whether you’re defining the role for the first time or refining your hiring criteria, these answers will give you clarity and confidence.
Great question—and a common source of confusion.
- A web developer typically builds websites from the ground up. They write code, build custom features, and often specialize in front-end (what users see) or back-end (how the site works behind the scenes) development.
- A webmaster manages and maintains an existing website. They ensure everything is running smoothly, troubleshoot issues, update content, manage plugins, optimize for speed, and oversee technical SEO.
Think of it this way:
The web developer is the architect. The webmaster is the building manager.
Webmaster salaries vary depending on experience, location, and the complexity of the website(s) managed.
Here’s a rough breakdown based on recent U.S. data:
- Entry-level webmaster: $40,000–$50,000/year
- Mid-level webmaster: $55,000–$70,000/year
- Senior webmaster or ecommerce-specific roles: $75,000–$90,000+/year
Remote roles, or those involving ecommerce, performance marketing, or security compliance, often pay on the higher end.
Beyond technical knowledge, the best webmasters are problem-solvers who take ownership. Here are the top skills to look for:
- Technical proficiency: HTML, CSS, CMS platforms (WordPress, Shopify, etc.), and familiarity with site hosting
- SEO basics: Meta tags, indexing, sitemap management
- Speed optimization: Understanding of caching, image compression, and performance monitoring
- Security awareness: SSL, site backups, updates, and uptime tracking
- Communication: Ability to work cross-functionally with marketers, designers, and developers
- Reliability: Someone who notices (and fixes) issues before your customers do
Not necessarily—but it helps.
Many modern CMS platforms make it possible to manage a website with minimal coding. However, a strong webmaster should at least understand HTML, CSS, and how to troubleshoot basic issues or communicate effectively with developers.
For more technical sites or ecommerce platforms, light knowledge of JavaScript or Liquid (for Shopify) is a plus.
