How to Write a Marketing Job Description That Attracts Top Candidates (+ Sample Template)

You’ve got a marketing role to fill and a blank page in front of you. You could copy the usual “rockstar marketer wanted” template, but you already know that’s not going to attract the kind of candidates you actually want.

The problem? Most marketing job descriptions sound the same and say very little. They list out a bunch of tools, throw in vague goals like “build brand awareness,” and somehow expect to attract strategic, results-driven professionals.

That disconnect is what slows down your hiring process and fills your pipeline with the wrong candidates—people who can check boxes but can’t level up your team.

This guide will show you how to write a job description that draws in the kind of marketers who can move the needle.

Why Job Descriptions Matter More Than You Think

Your marketing job description is your first opportunity to demonstrate that you understand marketing and can distinguish between genuine expertise and surface-level familiarity.

Here’s what a strategic job description accomplishes for your marketing hiring process:

Filters for strategic thinking over tactical execution

The best marketing professionals want to understand the bigger picture before they apply. Generic descriptions like “manage social media accounts” tell them nothing about your customer acquisition strategy, attribution models, or how marketing success gets measured at your company.

When you’re specific about strategic responsibilities—“develop multi-channel campaigns to reduce customer acquisition cost by 20% while maintaining lead quality”—you attract candidates who think about marketing as a business driver.

Signals your marketing sophistication

How you describe the role reveals how well you understand modern marketing. If your job description mentions “building brand awareness” but doesn’t specify measurement frameworks, performance metrics, or how marketing integrates with sales, experienced marketers will assume you’re still treating marketing as an art project rather than a science.

Speeds up your hiring process

A clear job description helps ensure applicants can actually handle complex campaign development, data analysis, and strategic planning. When candidates can quickly assess whether they have the analytical capabilities and strategic experience you need, you get better quality applications and fewer interviews that go nowhere.

What Makes a Great Job Description for Marketing Roles?

The difference between good and great marketing job descriptions comes down to demonstrating that you understand marketing as both a creative and analytical discipline.

Focus on outcomes, not activities

Great marketing job descriptions emphasize results over tasks. Instead of “create content for social media,” specify “develop a content strategy that increases qualified lead generation by 30% across LinkedIn and Instagram.” This shows you understand that marketing activities should drive measurable business outcomes.

Our recruiters frequently see this pattern: companies list extensive tactical skills but don’t explain how those tactics connect to broader business goals. 

Balance creativity with analytics

Top marketing professionals want to know they’ll have both creative freedom and access to data that lets them optimize performance. The best job descriptions mention both the creative aspects (“develop compelling campaign concepts”) and the analytical requirements (“analyze performance data to optimize campaign ROI”).

Clear integration with business strategy

Top marketers want to understand how their work connects to revenue, growth, and business objectives. Great job descriptions explain how marketing fits into the broader company strategy and what success looks like from a business perspective.

This kind of clarity doesn’t have to be theoretical—here’s an example from a recent marketing job description we developed for a client hiring a Marketing Ops Developer.

It shows exactly how to position the role within the broader business context, clarify cross-functional expectations, and attract candidates who want to own outcomes:

This kind of framing helps candidates visualize what success looks like, why the role matters, and how they’ll directly impact business outcomes. That’s what attracts the right kind of talent.

What to Include in a Marketing Job Description

Creating an effective marketing job description requires balancing specificity with broad appeal. Here are the essential components that help you attract qualified marketing professionals while filtering out mismatched candidates.

Job title

Your title needs to be both searchable and specific enough to attract the right level of candidate. “Marketing Manager,” “Digital Marketing Specialist,” or “Content Marketing Manager” work better than creative titles like “Growth Hacker” or “Brand Evangelist.”

Summary of the role

Think of this as your elevator pitch to potential marketing candidates. In 2–3 sentences, capture what makes this marketing opportunity compelling:

• What marketing challenges they’ll solve and for what type of business
• How they’ll fit into your existing marketing and business development efforts
• What makes this opportunity different from other marketing roles

For example: “Join our growing marketing team to develop and execute integrated campaigns that drive qualified lead generation for our B2B software platform. You’ll own campaign strategy from concept through optimization, working closely with our sales team to ensure marketing-qualified leads (MQLs) convert effectively. This role is perfect for a data-driven marketer who wants to directly impact revenue growth in a collaborative environment.”

This immediately tells candidates about the marketing focus, measurement expectations, cross-functional requirements, and company culture.

Key responsibilities

Be specific about the actual work, not generic marketing tasks. Our recruiters find that candidates respond best when they can understand both the strategic and tactical aspects of the role. 

Good examples:

• Develop and execute multi-channel campaigns across paid search, social media, and email to generate 500+ qualified leads per month
• Analyze campaign performance data using Google Analytics and HubSpot to optimize conversion rates and reduce customer acquisition costs
• Create content strategy for blog, social media, and email that supports lead nurturing and customer retention objectives
• Collaborate with sales team to develop MQL criteria and ensure smooth handoff processes
• Manage marketing automation workflows that nurture prospects through the customer journey

Avoid vague statements like “manage marketing campaigns.” Be concrete about what they’ll actually be creating, measuring, and optimizing.

Required skills and qualifications

This is where many companies go wrong by listing every possible marketing skill they’ve ever heard of. Focus on what’s truly essential for success in the first 90 days.

Essential qualifications typically include:

• Specific years of experience in B2B or B2C marketing (be realistic about your expectations)
• Required platform proficiency (HubSpot, Google Ads, Facebook Ads Manager, etc.)
• Analytical skills with specific tools (Google Analytics, Excel, SQL, etc.)
• Proven track record of campaign performance (be specific about metrics)

Our recruiters note that companies often overvalue specific tool experience when strategic thinking and analytical capabilities matter more. Many marketing platforms can be learned relatively quickly if someone understands fundamental marketing principles.

Preferred qualifications

This is where you can mention nice-to-have skills that would help someone excel but aren’t deal-breakers:

• Experience with additional marketing tools in your stack
• Previous experience in your specific industry vertical
• Knowledge of particular marketing methodologies (growth hacking, account-based marketing, etc.)
• Additional skills like basic design or copywriting abilities—especially for smaller teams—can also be a plus

Salary range

Including salary information isn’t just helpful—it’s becoming legally required in many states and shows you’re serious about attracting qualified candidates.

According to SHRM research, 80% of candidates are more likely to apply if the salary range is listed in a job description. 

When listing compensation:

• Provide a realistic minimum and maximum that reflects what you’re prepared to offer
• Clarify if the range varies based on experience, role level, or location
• Be transparent about any variable components (performance bonuses, commission structures)
• Use “depending on experience” thoughtfully while still providing meaningful information

For example: “Salary range: $65,000–$85,000 depending on experience and location, plus performance-based bonuses tied to lead generation and campaign ROI targets.”

Location and work setup

Be explicit about where marketing work gets done, especially since many marketing roles can be performed remotely:

• For on-site roles: Include the specific city and office location. Mention any flexibility for remote work during campaign planning or analysis periods.
• For hybrid roles: Specify expectations for in-office time, team meetings, and any client interaction requirements if you are an agency.
• For remote roles: Clarify geographical restrictions, time zone requirements for team collaboration, and customer interaction expectations.

Tools and marketing stack

Give marketing professionals a clear picture of their daily toolkit:

• Marketing automation platform (HubSpot, Marketo, Pardot, etc.)
• Analytics and measurement tools (Google Analytics, Adobe Analytics, etc.)
• Advertising platforms (Google Ads, Facebook Ads Manager, LinkedIn Campaign Manager)
• Content creation and design tools (Canva, Adobe Creative Suite, etc.)
• CRM integration and lead management systems

Focus on tools they’ll use frequently rather than creating an exhaustive list of every marketing technology in your environment.

Team structure and collaboration

Marketing professionals want to understand how they’ll work with other departments and how marketing decisions get made:

• Marketing team size and reporting structure for the role
• Collaboration with sales, product, and customer success teams
• How marketing performance gets measured and reported

Growth and learning opportunities

Top marketing professionals are motivated by continuous learning and career advancement. Mention:

• Opportunities to work with new marketing channels or technologies
• Conference attendance or professional development budgets
• Career advancement paths 
• Cross-functional project opportunities that expand skill sets

Common Mistakes to Avoid in Your Marketing Job Descriptions

These pitfalls can significantly hurt your ability to attract quality marketing talent:

Combining too many specializations into one role

The biggest mistake we often see is that companies try to combine everything they need into one role, expecting a single person to handle all marketing-related tasks. They come thinking that all those responsibilities can be covered by just one person, but there’s often a knowledge gap about what marketing roles actually entail.

Focus on 2–3 core areas where you truly need expertise, rather than asking for someone who can handle everything from SEO to paid advertising to content creation to event marketing. It’s tempting to try and find one person to do it all—especially for budget-conscious or early-stage companies—but this often leads to burnout or disappointing performance.

(If budget is what’s driving you to combine multiple roles into one, there’s a smarter way to scale. Offshore hiring can give you access to top-tier marketing talent for a fraction of US rates without sacrificing quality.)

Vague success metrics

Statements like “increase brand awareness” or “drive growth” without specifics create confusion about what success actually looks like. Marketing professionals want to understand how their work will be measured and what targets they’ll be expected to hit.

Underestimating the importance of analytical skills

While creativity is important, don’t overlook the analytical capabilities that separate good marketers from great ones. Modern marketing requires constant testing, measurement, and optimization based on data.

Our recruiters frequently see companies focus too heavily on years of experience when analytical thinking and results-driven approach matter more. 

Limiting your search unnecessarily

If the role can be done remotely, restricting your candidate pool to one city or region significantly reduces your options. Marketing is increasingly location-independent, and expanding your search to include remote marketing talent can dramatically increase your candidate pool while reducing hiring costs.

Many US companies are discovering that top LatAm marketing professionals often have experience working with US companies, strong English communication skills, and competitive marketing abilities, while having salary expectations significantly below US market rates.

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How to Make Your Marketing Job Description Stand Out

The best marketing candidates are evaluating whether your company understands modern marketing and offers genuine growth opportunities.

Here’s how to differentiate your job posting and appeal to high-performing marketing professionals:

Lead with the marketing challenge

Strong marketers are motivated by interesting problems. Start your job description by highlighting what makes the marketing work technically compelling:

“We’re scaling our customer acquisition from 100 to 1,000 new customers monthly while maintaining our current 15% conversion rate and $50 customer acquisition cost. You’ll build the marketing systems and processes that make this growth sustainable.”

This immediately attracts candidates who want to work on meaningful marketing challenges rather than just execute routine campaigns.

Be specific about your marketing culture

Rather than generic statements about “collaborative environment,” describe how your marketing team actually operates:

“Our marketing team values data-driven decision making, rapid experimentation, and cross-functional collaboration. We run 3–5 campaign tests monthly, analyze results weekly, and adjust strategy based on performance data rather than assumptions.”

This helps candidates assess cultural fit and attracts marketers who appreciate mature marketing practices.

Highlight measurement and growth opportunities

Top marketing professionals want to continuously improve their skills and see clear career progression. Be specific about learning opportunities:

“You’ll have access to marketing conferences, certification programs, and our internal marketing training library. As we grow the marketing team from 3 to 8 people this year, there will be opportunities to mentor junior marketers and potentially lead specialized marketing functions.”

Show the business impact

Connect marketing work to business outcomes rather than just marketing metrics:

“The campaigns you develop directly impact our revenue growth—every 100 MQL you generate typically converts to $50,000 in new monthly recurring revenue. You’ll see how your marketing work translates to business results.”

Address compensation competitively

If you can’t match the highest market rates, be honest about other forms of value:

“While we’re not the highest-paying company in marketing, we offer significant professional development opportunities, flexible working arrangements, and the chance to build marketing programs from the ground up as we scale.”

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Sample Marketing Job Description (Ready to Customize)

[Digital Marketing Manager]

About us: [Company Name] is [brief description of company and what you do]. We’re [current stage, e.g., growing rapidly, scaling our marketing efforts, expanding into new markets] and need a [level of experience] marketing professional to [specific goal, e.g., help us reach $XM in revenue, expand our customer base, optimize our acquisition funnel].

The role: We’re looking for a [specific type of marketer, e.g., data-driven growth marketing manager, creative campaign developer, analytical performance marketer] to [specific responsibility, e.g., own our digital acquisition strategy, develop our content marketing engine, optimize our paid advertising performance]. 

You’ll work with [lead sources, e.g., paid advertising budgets, inbound content strategy, email marketing database] while [additional responsibility, e.g., collaborating with sales, developing new channel strategies, optimizing conversion funnels]. 

This role is perfect for a [ideal candidate description] who wants to [opportunity/growth potential] in a [company culture/environment] environment.

What you’ll do:

• [Specific responsibility with numbers, e.g., “Develop and execute paid advertising campaigns across Google and Facebook that generate 300+ qualified leads monthly”]
• [Specific responsibility with metrics, e.g., “Analyze campaign performance data to maintain customer acquisition costs below $75 while improving lead quality scores”]
• [Content/creative responsibility, e.g., “Create content strategy for blog and social media that supports lead nurturing and drives 25% of our MQLs”]
• [Collaboration responsibility, e.g., “Work with sales team to optimize lead handoff processes and improve marketing-to-sales conversion rates”]
• [Analytics/optimization responsibility, e.g., “Use Google Analytics and HubSpot to track customer journey performance and identify optimization opportunities”]
• [Additional 2–3 core responsibilities specific to your marketing needs]

What you’ll need:

• [Years of experience] years of [type of marketing, e.g., B2B digital marketing, performance marketing, content marketing] experience
• Proven track record of [specific achievement, e.g., managing $X monthly ad spend, generating X% conversion rate improvements, growing organic traffic]
• Proficiency with [required tools, e.g., Google Ads, HubSpot, Google Analytics, Facebook Ads Manager]
• Experience with [target market, e.g., B2B SaaS, e-commerce, professional services] marketing
• [Any industry-specific requirements that are truly necessary]

Nice to have:

• Experience with [additional tools or platforms that would be helpful]
• Previous experience in [your industry or adjacent industries]
• Knowledge of [specific marketing methodologies, e.g., growth hacking, account-based marketing, marketing automation]
• [Additional skills like design, copywriting, or technical abilities]

Compensation & benefits:

• Salary range: $[X,000–Y,000] annually [based on experience/location]
• [Performance bonus structure if applicable, e.g., “Plus quarterly performance bonuses based on lead generation and campaign ROI”]
• [Key benefits: health insurance, PTO, professional development budget, etc.]

Marketing stack:

• [Marketing automation platform, e.g., “HubSpot for lead management and email marketing”]
• [Analytics tools, e.g., “Google Analytics and Data Studio for performance tracking”]
• [Advertising platforms, e.g., “Google Ads and Facebook Ads Manager for paid acquisition”]
• [Content tools, e.g., “Canva and Adobe Creative Suite for content creation”]
• [Any specialized tools they’ll need to learn]

Location & schedule:

• [Remote/Hybrid/On-site] position
• [Time zone requirements, e.g., “Core hours: 10 AM – 3 PM EST for team collaboration”]
• [Any travel requirements if applicable, e.g., “Occasional travel for conferences or client meetings”]
• [Any specific schedule needs, e.g., “Flexibility for campaign launches and performance monitoring”]

Growth opportunities:

• [Career advancement paths, e.g., “Clear path to Senior Marketing Manager with team leadership responsibilities”]
• [Professional development, e.g., “$2,000 annual budget for conferences, courses, and certifications”]
• [Leadership opportunities, e.g., “Opportunity to mentor junior marketers as we scale the team”]
• [Company growth story, e.g., “Join us as we scale from $2M to $20M ARR over the next 3 years”]

How to apply: Send your resume to [email/application link] and include:

• [Specific information you want, e.g., “Examples of campaigns you’ve managed and their performance results”]
• [Portfolio or case study request, e.g., “One detailed case study of a marketing campaign you’re particularly proud of”]
• [Motivation question, e.g., “Why you’re interested in marketing for [your industry/product type]”]

Our hiring process includes: [Brief overview of your interview stages, e.g., “Initial call → Portfolio review → Marketing strategy discussion → Final interview with leadership”]

[Timeline information, e.g., “We’ll review applications on a rolling basis and aim to respond within 48 hours.”]

Final Thoughts

A thoughtfully crafted marketing job description connects you with marketing professionals who can truly drive growth for your business.

By being clear about success metrics, honest about your marketing sophistication level, and realistic about the scope of responsibilities, you’ll save yourself from reviewing piles of unqualified applications and speed up your entire hiring process.

The reality is that top marketing talent exists globally, not just in your local market. While you’re competing with every other company for US talent, there are experienced, results-driven marketing professionals in Latin America who have the strategic thinking you need, the analytical skills you want, and salary expectations that fit your budget.

Before you post that job description and limit yourself to local hiring, consider this: building a high-performing marketing team for 68% less isn’t just about cost savings. It’s about accessing the caliber of talent you need to grow.

To see exactly the kind of savings you could realize, check out our Marketing Roles Salary Guide: US vs. Latin America to compare typical salary ranges and understand how global hiring could stretch your marketing budget further, without compromising on quality.