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If you’ve Googled “Website Manager job description,” chances are you’ve run into the same problem: a sea of dry, copy-paste templates filled with buzzwords, bullet points, and boilerplate fluff.
They check the boxes—but they don’t sell the opportunity.
And that’s a problem. Because great candidates—especially in web management—aren’t looking for just any role. They want to know what they’re building, who they’ll be working with, and whether your company is worth their time and energy.
But most job posts? They’re uninspired. They don’t reflect your culture. They don’t communicate your mission. And they don’t help you stand out in a market full of smarter, faster-moving companies.
So the best people keep scrolling—while you’re left fielding applications from people who don’t fully understand (or care about) the role.
But here’s the good news: writing a great Website Manager job description isn’t about being a copywriting expert. It’s about structure, clarity, and showing a bit of personality.
This guide will walk you through how to write a Website Manager job post that actually attracts top talent—with plain-English explanations, real-world examples (good and bad), and tips you can reuse for any future role.
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.
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.
What A Website Manager Actually Does - Their Roles
A Website Manager is more than just someone who “updates the website.” They’re the person responsible for making sure your digital front door is fast, functional, secure, and aligned with your brand goals.
In simple terms:
A Website Manager oversees the day-to-day performance, content, design, and functionality of your website. They collaborate with marketing, design, and development teams to keep your site running smoothly—and evolving as your business grows.
But that’s just the surface.
A great Website Manager is part technologist, part strategist, part project manager. One day they’re optimizing page speed, the next they’re troubleshooting a broken plugin, updating homepage banners, or running a split test on a product landing page. They spot problems before anyone else does. And they make sure your site isn’t just “live”—it’s performing.
That’s why hiring the right person matters so much.
This role directly impacts user experience, SEO, conversion rates, and brand perception. Whether you’re a fast-growing startup or a local business, the Website Manager plays a crucial part in how people find, interact with, and trust your brand online.
Two Great Website Manager 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.
✅ Job Post Example 1: Job Description For For Experienced Website Manager
📌 Job Title: Website Manager Needed to Lead Our Digital Growth at Hatch & Bloom
💼 Full-Time | Remote-Friendly (U.S. Only) | $65,000–$85,000/year (based on experience)
🎥 A quick hello from our marketing lead → [Insert Loom or YouTube link]
🏢 About Us
Hatch & Bloom is a strategy-first creative agency helping wellness brands scale with purpose. From product launches to brand refreshes, we craft beautiful, conversion-driven experiences across web, packaging, and social. Our clients include organic skincare brands, sustainable DTC food companies, and clean beauty startups that believe in thoughtful growth—not just viral hype.
We believe great design isn’t just visual—it’s strategic, inclusive, and built for scale.
🌱 Our Culture
We’re a remote-first team that values clarity, curiosity, and craftsmanship. We move fast, give honest feedback, and support each other deeply. You won’t find layers of bureaucracy here—just sharp people doing meaningful work and constantly looking for ways to get better.
We’re looking for someone who’s excited to own our website as both a brand asset and a growth engine.
👨💻 What You’ll Be Responsible For
- Oversee day-to-day performance of hatchandbloom.co (Webflow)
- Collaborate with marketing and content teams to launch new landing pages
- Monitor site health (speed, SEO, mobile optimization) and manage integrations
- Implement minor front-end changes and troubleshoot plugin conflicts
- Work with developers and designers to execute site upgrades and experiments
- Maintain brand consistency across all web experiences
✅ What We’re Looking For
- 2–4 years of experience managing modern CMS platforms (Webflow, WordPress, etc.)
- Working knowledge of basic HTML/CSS and strong visual judgment
- Familiar with tools like GA4, Search Console, Hotjar, and SEO best practices
- Excellent project management and communication skills
- Comfortable taking ownership, solving problems, and working asynchronously
Bonus if you’ve:
- Managed eCommerce or lead-gen sites
- Worked on CRO experiments or site migrations
- Created documentation or SOPs for web updates
🎯 Why This Role Is a Great Fit
This isn’t a role where you’re waiting on tasks—this is your domain (literally). You’ll work directly with decision-makers and have a real voice in shaping digital strategy. You’ll touch brand, performance, and user experience—and you’ll help us grow smarter, not noisier.
We’re a small but mighty team that loves ownership, clarity, and doing great work without ego. If that’s your vibe, we’d love to meet you.
🎁 Perks & Benefits
- Competitive salary with annual performance reviews
- $1,000 annual professional development budget
- Health, dental, and vision insurance (U.S. only)
- Unlimited PTO with 2-week minimum policy
- Remote work stipend + MacBook provided
- Quarterly team retreats (virtual or in-person)
📥 How to Apply
We use WorkScreen.io to evaluate applicants fairly and based on real-world skills.
Click below to take a quick evaluation—we review every application carefully and respond within 7 days.
👉 Apply here using WorkScreen
✅ Job Post Example 2: Job Description for Entry-Level Website Manager (Willing to Train)
📌 Job Title: Junior Website Coordinator (We’ll Train You!) at Mira Books
💼 Full-Time | Hybrid (Austin, TX) or Remote | $40,000–$50,000/year
🎥 Meet the hiring manager, Brianna → [Insert Loom or YouTube link]
🏢 About Us
Mira Books is a direct-to-reader publishing startup helping authors self-publish and scale their own brands. We provide editing, design, and marketing support—plus a modern storefront where authors sell direct to readers (no middlemen, no gatekeepers).
We’re small, profitable, and growing fast. Our site is our storefront, community hub, and lead gen machine all in one. We’re looking for a Website Coordinator to help us keep things running—and growing.
🌱 Our Culture
We’re scrappy, creative, and mission-driven. Our team is mostly remote, highly collaborative, and allergic to office politics. We prioritize curiosity, emotional intelligence, and getting things done with heart and humor. We’re big on trust and clear ownership.
If you love books, startups, and learning on the job—you’ll feel right at home here.
🧠 What You’ll Do
- Upload blog posts and author interviews to our CMS (Webflow)
- Update banners, hero images, and homepage layouts
- QA new landing pages before launch and report bugs
- Help maintain our author portal and knowledge base
- Learn how to interpret site analytics and make improvements
🔍 What We’re Looking For
- Strong attention to detail and time management
- Tech-savvy and eager to learn new tools
- Excellent writing and communication skills
- Passion for books, content, or publishing
Nice to have (but not required):
- Familiarity with tools like Notion, Canva, or Figma
- Experience with a blog, portfolio site, or side project
🎯 Why This Role Is a Great Fit
This is a growth role. We don’t expect you to know everything on day one—but we’ll teach you. You’ll work alongside a tight-knit marketing and design team and be exposed to all areas of website operations.
If you’ve ever wanted to break into tech, content, or product—but didn’t know how to get your foot in the door—this is your shot.
🎁 Perks & Benefits
- Health, dental, and vision insurance
- $500 learning stipend every 6 months
- 3 weeks paid time off, plus 10 company holidays
- MacBook Air + home office stipend
- Hybrid flexibility if based in Austin
📥 How to Apply
We use WorkScreen to make the hiring process fair, fast, and skill-based. No résumé black holes.
Click below to go through a short evaluation—our team will personally review every application and respond within 7 days.
👉 Apply here using WorkScreen
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Website Manager Job Posts Work
Let’s break down what makes each job post effective—not just as a list of tasks, but as a recruiting tool that attracts thoughtful, high-quality candidates.
✅ 1. The Job Titles Are Clear, Descriptive, and Human
Instead of something generic like “Website Manager” or “Digital Coordinator,” these job titles are written with clarity and context:
- “Website Manager Needed to Lead Our Digital Growth at Hatch & Bloom”
- “Junior Website Coordinator (We’ll Train You!) at Mira Books”
These titles instantly answer who, what, and why. That’s more compelling than corporate jargon—and it filters in candidates who care about growth, not just tasks.
✅ 2. Each Post Opens With a Personal Touch
By including a Loom video near the top, candidates get a chance to hear directly from a team member. That builds trust and helps humanize your company—especially if the candidate is deciding between you and a faceless listing elsewhere.
Even before the “About Us,” the intro makes it clear why this role exists and how it contributes to the business.
✅ 3. The “About Us” and “Culture” Sections Show, Don’t Tell
Too many companies say, “We’re passionate and collaborative”—but it means nothing without context.
These job posts make the company real:
- Hatch & Bloom is a creative agency for wellness brands with a focus on strategy and craftsmanship.
- Mira Books is a publishing startup helping authors build direct-to-reader brands.
The culture sections don’t just list traits—they paint a picture of what it’s like to work there, including what they value and how they operate.
✅ 4. Responsibilities Focus on Impact, Not Just Tasks
Instead of just listing duties, each responsibility is tied to an outcome:
- “Maintain brand consistency across all web experiences”
- “Help maintain our author portal and knowledge base”
- “Work with developers and designers to execute upgrades and experiments”
This helps candidates understand how their work will move the business forward, which is especially important for mission-driven and high-performing applicants.
✅ 5. Requirements Are Clear—But Not Discouraging
Both job posts strike a balance between clarity and inclusivity:
- The senior role outlines hard skills but includes bonuses, not rigid deal-breakers.
- The entry-level role is written to encourage eager learners, not intimidate them.
This widens the funnel without lowering the bar. It also prevents qualified candidates from self-selecting out simply because they don’t check every single box.
✅ 6. Perks and Benefits Are Called Out in Their Own Section
Modern candidates care about the full picture—not just salary and tasks. Breaking out Perks & Benefits into its own section:
- Shows you respect the candidate’s needs beyond work
- Reinforces your culture of support and well-being
- Helps you stand out in a crowded market where many companies still hide their benefits
✅ 7. The “Why This Role Is a Great Fit” Section Does the Selling
This section isn’t fluff—it’s your pitch. And both posts use it wisely:
- They highlight autonomy, ownership, and growth
- They speak directly to the reader’s career goals (“you’ll touch brand, performance, and UX” / “this is a growth role”)
- They use inclusive, motivating language instead of employer-centered demands
It helps the candidate see themselves in the role—and feel excited.
✅ 8. The Hiring Process Is Transparent and Respectful
Instead of vague “we’ll be in touch,” the posts explain:
- That every application will be reviewed
- That you use io for fair, skill-based evaluation
- That all applicants will get a response
This level of clarity builds immediate trust—and makes the candidate experience feel like it matters.
Example of a Bad Website Manager Job Description (And Why It Fails)
❌ Bad Job Post Example
📌 Job Title: Website Manager
📍 Location: Remote
💼 Job Type: Full-Time
Job Summary
We are looking to hire a Website Manager to oversee website updates and ensure functionality. The ideal candidate will be responsible for maintaining the company website, improving user experience, and managing third-party plugins.
Responsibilities
- Update website content as needed
- Monitor site traffic and performance
- Fix bugs and ensure plugins are updated
- Work with developers to implement improvements
- Manage domain and hosting setup
Requirements
- Bachelor’s degree in IT, Web Design, or related field
- 3–5 years of experience in website management
- Knowledge of HTML, CSS, and SEO
- Strong problem-solving and communication skills
How to Apply
Send your resume and cover letter to hr@company.com by August 1st, 2025. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
🔸 1. The Job Title Is Too Generic
“Website Manager” without context is vague. It doesn’t tell the candidate what kind of site they’ll be managing, what industry they’re stepping into, or how their work contributes to the company’s mission.
🔸 2. The Introduction Is Bland and Empty
The job summary reads like a copy-paste template with no emotional pull or real insight. There’s no mention of:
- What the company actually does
- Why the role exists
- What kind of team the candidate would join
It fails to answer: “Why should I care?”
🔸 3. No Company Background or Culture Info
There’s zero information about the company itself. No mission, no team size, no values, no tone of voice. That’s a huge missed opportunity—especially for remote roles, where trust and clarity matter even more.
🔸 4. Responsibilities Are Just Tasks—No Impact or Priorities
The responsibilities listed are vague, generic, and lifeless. For example:
- “Update website content as needed” tells you what to do, but not why it matters or what success looks like.
- There’s no mention of collaboration, strategic goals, or the outcomes expected.
🔸 5. No Mention of Compensation, Benefits, or Perks
Leaving out salary signals a lack of transparency, and skipping benefits makes the company feel cold or outdated. Candidates expect this information—and withholding it often drives top talent away.
🔸 6. The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” is one of the worst ways to end a job post. It creates anxiety and discouragement—and makes the hiring process feel one-sided and transactional.
🔸 7. The Call to Action Is Weak
Just saying “send your resume” doesn’t inspire confidence or interest. There’s no personality, no warmth, no hint of what happens after they apply.
In short, this job post isn’t just outdated—it’s forgettable. And when you’re competing for skilled, thoughtful candidates, that’s the last thing you want to be.
Bonus Tips That Make Job Posts Stand Out
Once you’ve nailed the essentials—clear title, strong intro, responsibilities, culture, and salary—there are a few small, strategic details that can make a big difference. These extras show thoughtfulness, boost trust, and give your post a competitive edge.
✅ Tip 1: Add an “Important Notice” About Candidate Privacy & Safety
In a world where job scams are on the rise, this tiny addition can instantly build trust.
📌 Example:
IMPORTANT: We care about your privacy and safety. We will never ask for payment, banking information, or personal financial details during any part of the hiring process. If something feels off, please contact us directly at [official email].
This makes your post feel safer, especially for candidates who’ve had bad experiences elsewhere.
✅ Tip 2: Highlight Time Off and Flex Days
Too many companies say “we value work-life balance” but don’t show it. Be specific—top candidates care.
📌 Example:
“Enjoy up to 24 flex days off per year—so you can recharge, travel, or take care of life outside work. We want you to bring your best self to the job.”
It sets expectations and shows that you walk the talk when it comes to employee well-being.
✅ Tip 3: Mention Training, Mentorship, and Growth Paths
Great candidates don’t just want a job—they want a future. Whether it’s upskilling, switching roles, or being promoted, show them there’s room to grow.
📌 Example:
“You’ll get access to a $1,000 professional development budget and regular 1-on-1s focused on your growth. Past hires in this role have gone on to lead redesigns, own strategy, and even mentor others.”
This tells them: We’re investing in you.
✅ Tip 4: Include a Video Message (Loom or YouTube)
Text is great—but nothing builds connection like a short video from the hiring manager, founder, or team member. Even a 60-second Loom introducing the role or the company culture can boost applicant quality and trust.
📌 Why it works:
- Adds warmth and personality
- Shows there are real people behind the company
- Makes your post stand out instantly on job boards and social media
Even a basic webcam video is better than nothing.
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: Show That You Respect Their Time
Candidates—especially great ones—are busy. Respecting their time signals that your company is organized, fair, and thoughtful.
📌 Example language to use in your job post:
“We reply to every application—no black hole here.”
“We keep our process short, clear, and respectful of your time.”
“We’ll follow up within 7 days regardless of outcome.”
A little courtesy goes a long way.
Should You Use AI to Write Job Descriptions?
Let’s be honest: the rise of AI tools has made it tempting to write job posts in seconds. Just type “Write me a Website Manager job description,” and voilà—instant content.
But here’s the hard truth:
Blindly using AI creates generic, lifeless posts that repel top talent.
❌ Why You Shouldn’t Let AI Write Your Job Post From Scratch
When you let AI generate a job description without giving it any real context, you end up with:
- ✏️ Generic copy full of vague language and buzzwords
- 🤖 Posts that sound robotic, not human
- 🎯 No clear audience targeting—so it attracts the wrong people
- 🛑 Zero differentiation—your job post sounds just like every other one out there
And worst of all, you miss a massive opportunity to connect with the right candidates.
✅ The Smarter Way to Use AI (Prompt It Like a Collaborator)
AI is a great tool—but only if you bring the insight. Think of it like a copy editor or idea shaper—not a substitute for real input.
Here’s how to use it well:
👇 Instead of this weak prompt:
“Write a job description for a Website Manager.”
You should say something like:
“Help me write a job post for Hatch & Bloom, a creative agency helping wellness brands grow. We’re hiring a Website Manager to oversee our Webflow site, improve performance, and partner with marketing and design. Our culture values ownership, clarity, and remote collaboration. We offer health benefits, a $1,000 learning stipend, and unlimited PTO. Here are the key responsibilities and traits we’re looking for… [insert your notes].”
Then ask AI to:
- Improve tone
- Restructure sections
- Refine language
- Add warmth or clarity
Now you’re shaping something real, grounded in your brand voice, audience, and values.
💡 Pro Tip: Feed It a Strong Example
Want something like the Hatch & Bloom job post? Just paste it in and say:
“Write a similar job description for a Customer Support Manager role at our SaaS company. Keep the same friendly tone, clear structure, and emphasis on culture fit.”
Suddenly, AI becomes a helpful assistant—not a lazy shortcut.
🎯 Final Reminder: Use AI to Polish, Not Replace Your Voice
A great job post is an extension of your brand. It’s your pitch to potential teammates. So don’t outsource it blindly.
Use AI to:
- Clean up language
- Organize structure
- Tighten phrasing
- Remove fluff
But always start with your values, your culture, and your clarity.
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
Copy-Paste Job Description Templates
Need a Quick Website Manager Job Description?
We get it—sometimes you need something fast.
Maybe you’ve read this guide and now understand what makes a great job post. But you also want a strong starting point you can tweak and publish in 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 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: Website Manager to Lead Our Online Experience at [Company Name]
💼 Job Type: Full-Time | Location: Remote or Hybrid | Salary: $70,000–$85,000/year
🎥 A quick hello from our Marketing Lead → [Insert Loom or YouTube link]
🏢 About Us
[Company Name] is on a mission to [insert 1–2 sentence company mission]. We help [target audience] do [desired outcome] through [product, service, or platform].
Our website isn’t just a brochure—it’s a living, breathing growth engine. We’re looking for a Website Manager who wants to own it, evolve it, and turn it into a competitive advantage.
🌱 Our Culture
We’re a lean, collaborative team that values clarity, ownership, and thoughtful execution. You won’t be micro-managed—but you will be supported. We move fast, communicate clearly, and care deeply about doing work we’re proud of.
💡 What You’ll Own
- Manage and optimize our website (Webflow, WordPress, or similar)
- Work cross-functionally with design, marketing, and content teams
- Improve performance, accessibility, SEO, and user experience
- Troubleshoot bugs, fix CMS hiccups, and manage integrations
- Launch new landing pages and improve conversion flows
- Keep our digital front door aligned with our evolving brand
✅ What We’re Looking For
- 2+ years of experience managing company websites
- Fluent in CMS platforms (Webflow, WordPress, etc.)
- Some HTML/CSS knowledge (enough to make safe edits)
- Strong attention to detail and creative problem-solving
- Comfortable owning outcomes and working asynchronously
🎯 Why This Role Is a Great Fit
This role is for someone who wants to own the site—not just “update the homepage.” You’ll be a critical part of our brand and growth efforts, with plenty of autonomy and room to lead.
If you love clean UX, responsive sites, and making an impact without bureaucracy—this one’s for you.
🎁 Perks & Benefits
- Health, dental, and vision insurance
- Annual learning budget ($1,000+)
- Flexible work hours + remote setup stipend
- Paid time off + company holidays
- Team offsites + professional development support
📥 How to Apply
We use WorkScreen.io to evaluate candidates fairly and based on skill—not just résumés.
Click the link below to complete a short evaluation. We respond to every application within 7 days.
👉 Apply Now Using WorkScreen
🧱 Option 2: Structured Job Description Format
📌 Job Title: Website Manager at [company name]
📍 Location: [Remote or Onsite – Insert City, State]
💼 Job Type: Full-Time | 💰 Salary: $70,000–$85,000/year
🎥 Meet the hiring manager → [Insert Loom or YouTube link]
Job Summary
We’re hiring a Website Manager to lead our website’s performance, updates, and ongoing evolution. This role involves working across departments to publish new content, optimize performance, troubleshoot issues, and maintain the site as a strategic business asset.
Responsibilities
- Manage day-to-day functionality of the company website
- Implement design or content updates using CMS (Webflow, WordPress, etc.)
- Improve page speed, SEO health, and mobile responsiveness
- Coordinate fixes with developers or third-party contractors
- Ensure alignment between website and brand messaging
- QA test all new features and ensure accessibility standards are met
Requirements
- 2–4 years of experience managing professional websites
- Familiar with CMS platforms and site optimization practices
- Working knowledge of HTML/CSS
- Strong collaboration and time management skills
- Detail-oriented and proactive
Preferred Qualifications
- Experience with Google Analytics, Search Console, or Hotjar
- Familiarity with CRO tools or A/B testing
- Experience in a SaaS, eCommerce, or content-heavy environment
Perks & Benefits
- Medical, dental, and vision insurance
- Remote work culture
- Paid time off + holidays
- Learning and development stipend
- Home office equipment budget
How to Apply
We use WorkScreen.io to run a fair, skill-based hiring process.
Click the link below to take a short evaluation—every application is reviewed and responded to within 7 days.
👉 Apply via WorkScreen
Let WorkScreen Handle the Rest After the Job Post
You’ve written a job post that actually speaks to great candidates. Now what?
This is where WorkScreen.io takes over—helping you go beyond résumés and truly evaluate who’s the right fit.
🎯 WorkScreen Helps You:
✅ Spot Your Top Candidates—Fast
WorkScreen automatically evaluates applicants, scores them, and ranks them on a performance-based leaderboard. That means your best candidates rise to the top—without you spending hours digging through résumés.
✅ Test for Real-World Ability—Not Just Paper Credentials
You can send a one-click skill test or task based on what the job actually requires—whether that’s attention to detail, content editing, UX feedback, or CMS fluency. No guesswork, no fluff.
✅ Eliminate Low-Effort or AI-Generated Applications
Tired of ghost applicants or AI copy-paste answers? WorkScreen filters those out automatically—so you’re left with serious, thoughtful candidates who took time to engage with the process.
✅ Give Candidates a Respectful, Transparent Experience
Every applicant gets feedback, clarity, and a chance to show their strengths. That creates a smoother, fairer experience—and helps you stand out as a thoughtful, modern employer.
👉 Start using WorkScreen at WorkScreen.io
🧠 You’ve done the hard part—writing a great job post that reflects your values and mission.
Now let WorkScreen help you hire confidently, fairly, and fast.
Create a job, get a custom link, and let WorkScreen handle the heavy lifting.
FAQ – Website Manager Job Description
When hiring a Website Manager, look beyond just technical abilities. Here’s a well-rounded skillset to prioritize:
- CMS Expertise: They should be fluent in platforms like Webflow, WordPress, or Shopify—depending on your stack.
- Basic Front-End Knowledge: HTML/CSS skills help them troubleshoot and make quick fixes without relying on developers.
- SEO & Performance Awareness: They should know how to keep your site fast, search-friendly, and mobile-optimized.
- User Experience (UX) Thinking: Good Website Managers understand user flows and can spot friction in site navigation or design.
- Project Management: They often juggle content updates, design tweaks, and new feature rollouts—organization is key.
- Cross-Functional Collaboration: Since they work with marketing, design, and tech, communication and teamwork are essential.
Soft skills like attention to detail, ownership, and initiative are also critical—this role impacts brand perception every day.
As of 2025, average base salaries for Website Managers vary based on experience, location, and industry:
- Entry-Level: $45,000–$60,000/year
- Mid-Level (2–4 years): $65,000–$85,000/year
- Senior-Level (5+ years): $90,000–$110,000/year or more
Remote roles at growth-stage startups may offer additional perks (flex time, stipends, stock options) to compete with larger companies.
A Website Manager owns the performance, content, and strategy of a site. They use CMS platforms, update pages, and collaborate across departments.
A Web Developer typically writes the code that builds the site itself. They’re more focused on functionality and backend/front-end systems.
In short:
- Website Manager = Operational + strategic ownership
- Web Developer = Technical site architecture + coding
Many companies benefit from having both—or hiring a Website Manager with light dev skills.
Yes—developers build, designers design, but Website Managers own the day-to-day. Without one, small but important issues often slip through:
- Content goes out of date
- Bugs linger
- Campaigns are delayed
- SEO falls behind
- User experience suffers
A Website Manager ensures your site isn’t just “up”—it’s constantly improving.
Be cautious of candidates who:
- Only talk in technical jargon—without tying actions to outcomes
- Have never managed a site end-to-end (strategy → execution)
- Are overly reliant on developers for every small change
- Lack understanding of performance, SEO, or UX basics
- Can’t explain how they measure success (traffic? conversions? bounce rate?)
Great Website Managers think holistically and speak in clear, measurable outcomes.
