A Great Content Marketing Manager Job Description

Let's be real: a content marketing manager job description isn't just a boring list of duties. It's your company's opening line, your first sales pitch to the best and brightest talent out there. This document is your most powerful filter, helping you connect with the pros who will genuinely click with your mission and culture.

Your Job Description Is Your First Sales Pitch

A cookie-cutter job description gets you, well, cookie-cutter candidates. In a market this competitive, you’re not just plugging a hole in the org chart; you're selling a career-defining opportunity. This post is literally the first conversation you'll have with your next amazing hire, so it absolutely has to land.

Think about it from their perspective. The best content marketers are master storytellers. They can sniff out a lazy, uninspired narrative from a mile away. If your job description reads like a corporate textbook, what does that say about your company? This is your chance to make an incredible first impression.

Frame the Role as an Exciting Challenge

Instead of kicking things off with a dry-as-dust list of tasks, start by painting a vivid picture of the impact this person will have. A-players in content marketing don't just want a job; they want to solve meaty problems and drive real growth. Your job description needs to speak that language.

Frame the position around the unique challenges and opportunities waiting for them:

• Building a content engine from the ground up? Shout that from the rooftops! Highlight the chance for them to architect a strategy and build a program with their own two hands.

• Scaling an already successful blog? Position it as an opportunity to take something from "good" to "legendary."

• Entering a brand-new market? Frame the role as a pivotal player in a major strategic move for the entire company.

When you frame the job this way, you tap directly into a candidate's professional ambition. You elevate the conversation from "we need someone to manage our blog" to "we need a visionary leader to shape our brand's voice and deliver measurable results." Trust me, that simple shift in perspective can radically improve the quality of your applicant pool. For even more ideas on this, check out our complete guide on writing a job description that actually attracts top talent.

A job description is an advertisement, not a legal document. Its primary goal is to attract and persuade the right people to apply by selling them on the vision, the culture, and the impact they can make.

Set the Right Tone from the Get-Go

The language you choose is a direct reflection of your company culture—no way around it. A stuffy, rigid tone will attract candidates who are comfortable in a traditional corporate box. A more enthusiastic, authentic, and even playful voice will draw in the creative, forward-thinking people you're probably looking for.

This is your shot to show off your brand's personality before a candidate even thinks about hitting "apply." Getting this right is absolutely crucial for long-term retention. It helps ensure you hire someone who not only has the skills but will truly thrive in your unique work environment.

Telling Your Company's Story and Defining the Mission

This is your first, best shot to make a real connection. Let's be honest, the best candidates—especially the creative and strategic ones—are scrolling past dozens of dry, corporate job postings. They aren't just looking for a paycheck; they're looking for a purpose. Your content marketing manager job description needs to sell the why before you even get to the what.

So, forget the sterile, boilerplate "about us" section. Instead, paint a picture. What does it actually feel like to work on your team? Are you a loud, collaborative bunch bouncing ideas off the walls? Or are you a heads-down, focused group that values deep work? Talk about the inside jokes, the shared passions, or the healthy obsession with hitting that next big goal. Be human. Let your company’s real personality come through.

Articulate the “Why” Behind the Hire

Now, let's get specific. Beyond the company vibe, you have to be crystal clear about the purpose of this particular role. Why do you need a content marketing manager right now? The answer to that question is what turns a list of responsibilities into a compelling mission.

Think about the story you're telling the candidate. Is the primary mission to:

• Build from scratch? Fantastic! Frame it that way. This is a once-in-a-career chance to be the architect of a new content engine, building a strategy from the ground up. You'll attract builders and entrepreneurs who thrive on a blank canvas.

• Scale a success story? Awesome. Position the role as taking a solid content program and strapping a rocket to it. This is for the ambitious leaders who get excited about optimization, innovation, and seeing that growth chart go vertical.

• Lead a strategic pivot? Maybe your brand is evolving or diving into a totally new market. This is a thrilling opportunity for a manager to be at the helm of a major company transformation, shaping the narrative for a new era.

When you tie the daily grind to these bigger business goals, you're showing a candidate exactly how their work will matter. It's not just about writing blog posts; it's about making a visible, tangible impact.

A great candidate shouldn't have to guess where they'll fit in. When you clearly state the mission, you're not just hiring an employee; you're recruiting a partner who is genuinely invested in helping you win.

Make the Mission Tangible

Once you've laid out that big, exciting vision, bring it down to earth with a few concrete details. This is where you prove it's a real opportunity, not just a nice-sounding story.

If the mission is to scale, you could mention the goal is to double organic traffic in the next 18 months. If it's about building from the ground up, mention that they'll have the autonomy to select the martech stack and hire their own team of freelancers.

These specific details are proof. They show you've truly thought through what this person will need to succeed and that you're ready to empower them. That level of transparency builds instant trust and makes your job description the one they can't stop thinking about.

Detail What They'll Actually Do All Day

Alright, this is where the rubber meets the road. If your job description is full of vague fluff like "manage content" or "oversee strategy," you're going to get vague, fluffy applications. Top-tier candidates are looking for the truth—they want to know what a typical day or week really looks like and how their work will genuinely move the needle.

Forget the random laundry list of duties. That’s a classic mistake that makes a role look disorganized and overwhelming.

Instead, let's group responsibilities into logical clusters. Think of it as telling a story about the job. This helps a candidate see the flow of the role, understand where they’ll spend their energy, and get excited about the challenge. You’re not just listing tasks; you’re outlining a professional journey.

Show Them It's About Strategy and Execution

I can't stress this enough: a killer content marketing manager is part visionary, part get-it-done machine. They live at the intersection of big-picture thinking and hands-on execution. Your job description absolutely has to nail this duality. You need to show that they’ll have real ownership over the strategy and be deep in the trenches making sure the work is amazing.

Here’s a simple way I like to structure this to show that perfect balance:

• Strategic Ownership & Planning: This is their "big brain" work—designing the entire content engine.

• Editorial Leadership & Production: This is where they roll up their sleeves and bring that vision to life.

• Performance & Growth: This part shows them they're responsible for proving the ROI and making the program better over time.

This structure immediately tells a candidate you get it. You understand the complexity of the role and value both the high-level brainpower and the detailed craft it demands.

A truly effective content marketing manager job description doesn’t just list what they will do—it illustrates how they will succeed. It connects their daily responsibilities directly to the metrics and outcomes that define success for the role and the business.

Writing Responsibilities That Don't Put People to Sleep

Now, let's pack those buckets with bullet points that have some punch. Every single point needs to start with a strong action verb and clearly connect a task to a purpose. Don't just list what they'll do; show them why it matters.

Example Strategic Responsibilities:

• Develop and own our master content strategy and editorial calendar, ensuring every piece we create supports clear marketing and business goals.

• Go deep on keyword research and competitive analysis, hunting for untapped content opportunities that will grow our audience.

• Manage the content budget like a hawk, making sure every dollar is invested smartly to maximize our return.

Example Execution-Focused Responsibilities:

• Act as the primary collaborator for our writers, designers, and internal experts to produce incredible blog posts, whitepapers, case studies, and videos.

• Champion and evolve our brand voice and style guide, giving sharp editorial feedback to keep all our content consistent and polished.

• Live in our analytics tools like Google Analytics and Ahrefs, delivering monthly reports that show exactly how our content is impacting traffic, engagement, and conversions.

See the difference? This gives a candidate a full 360-degree view. They understand the "what" (writing, editing, analyzing) and, more importantly, the "why" (driving traffic, engaging our audience, and hitting real business goals). It’s a transparent, exciting, and far more compelling way to frame the job.

Defining the Skills That Truly Matter

Alright, let's talk about the skills section. This is where so many job descriptions go wrong. They either read like an impossible laundry list that scares off amazing people or they're so vague that you end up with a pile of completely unqualified resumes. So, how do you find that sweet spot?

The secret is to get crystal clear about what's absolutely essential versus what would be a fantastic bonus. When you can draw that line in the sand, you instantly widen your talent pool and show candidates you're a grounded, realistic employer.

I’ve found the best way to structure this in a content marketing manager job description is to split the qualifications into a few key buckets. This gives applicants a super clear picture of what you’re looking for and where they fit in.

Remember, you’re not hunting for a mythical unicorn who perfectly ticks every single box. The real goal is to find a high-potential leader who has the core skills and the passion to grow with you. A thoughtfully structured skills section is your best tool for finding that person.

Hard Skills vs. Soft Skills

Let's get tactical. You need a mix of technical know-how (hard skills) and interpersonal abilities (soft skills). One without the other just doesn't work for a manager. A technical genius who can't lead a team is just as ineffective as a great communicator who doesn't understand SEO.

Here’s a simple way to think about and present these skills to attract a truly well-rounded candidate.

Hard Skills vs Soft Skills for a Content Marketing Manager

Skill Category	Example Skills to List	Why It's Important
Hard Skills	SEO & Keyword Research: Mastery of tools like Semrush or Ahrefs. Content Strategy: Building and executing a full-funnel content plan. Analytics & Reporting: Fluency in Google Analytics, Looker Studio, or similar platforms to track ROI. CMS Proficiency: Hands-on experience with platforms like WordPress, HubSpot, or Webflow.	These are the foundational, non-negotiable abilities. Your new hire needs to hit the ground running with the technical side of the job to guide strategy and measure success effectively.
Soft Skills	Leadership & Mentorship: Proven ability to inspire, manage, and develop a team of writers. Creative Problem-Solving: A knack for finding new angles and overcoming content roadblocks. Exceptional Communication: Articulate, persuasive, and able to collaborate across departments (sales, product, etc.). Adaptability: Thrives in a fast-paced environment and can pivot strategy based on data.	These are the "how." They determine if a candidate can successfully lead a team, navigate company culture, and turn great ideas into tangible results. You can teach a tool, but it's much harder to teach leadership.

Listing skills this way shows candidates you've thought deeply about what success in the role actually looks like—a balance of technical craft and human leadership.

Be Clear About Experience Level

Beyond skills, you need to set clear expectations about seniority. This is where you quantify the experience needed. It’s the difference between getting applications from recent grads and seasoned pros. Be direct!

• Something like "5+ years in a content marketing role" is a great start.

• Even better, get specific: "Direct experience managing a team of writers and a six-figure content budget."

This kind of clarity saves everyone time and ensures you’re talking to people at the right stage in their career.

As this shows, a great manager isn't just watching traffic go up. They’re driving real business outcomes—more leads, better conversion rates, and a healthier sales pipeline. That's the kind of impact you're hiring for.

A Quick Word on Inclusive Language

The words you choose really matter. I've seen countless companies miss out on incredible talent because their job descriptions felt too rigid or unintentionally exclusive.

A simple fix? Focus on the outcomes you need, not just the one path you think leads there.

For example, instead of demanding a "degree in Marketing," try opening it up with "a degree in a related field or equivalent practical experience." This small change immediately welcomes talented people from different backgrounds. It’s a simple shift that’s become one of the top recruiting best practices to attract talent in 2025 because it works. You don't want to accidentally filter out your next game-changing hire before you even get to meet them.

Let's Talk Money: Showcasing Your Compensation and Benefits

Alright, let’s cut to the chase. In today's market, top talent wants to know about compensation upfront. A killer benefits package isn't just a "nice-to-have" anymore; it's one of your most powerful tools for attracting the best people. Hiding your salary range is an old-school move that just wastes everyone's time and, frankly, can make it seem like you're not confident in what you're offering.

Putting the salary range right in the job description builds instant trust. It shows you respect an applicant's time and are serious about finding the right fit. I’ve seen firsthand how this one simple act of transparency can dramatically boost both the quality and quantity of applications. It helps you connect with candidates who are genuinely aligned with what you can offer.

Nailing the Right Salary Range

Before you can be transparent, you have to be informed. You can't just pull a number out of thin air; you need to do a little homework to see what the market is paying for a role like this.

For instance, the average salary for a Content Marketing Manager in the US hovers around $72,117 a year. But that’s just a starting point! This number can swing wildly depending on the city, the required experience, and the scope of the job. Top earners in major hubs can pull in over $114,500. Knowing the full spectrum—where the 25th percentile is around $55,500 and the 75th hits $85,000—is what helps you position your offer competitively. A little research goes a long way.

It's More Than Just the Paycheck

A great compensation package is about so much more than the salary. It’s a direct reflection of your company culture and how much you value your team. Don't just list your benefits; sell them! This is your chance to show candidates what makes your company an amazing place to work.

Is it your awesome professional development fund? Your "take it when you need it" PTO policy? That amazing health insurance plan with low deductibles? These are huge selling points that set you apart.

Your benefits section isn't just a checklist. It's a story about how you invest in your people. Frame your perks as a commitment to their growth, well-being, and work-life balance.

Instead of a dry, boring list, infuse your benefits with some energy and explain the "why" behind them. Here’s how you can transform your list into something much more compelling:

• Top-Tier Health & Wellness: "We’ve got you covered with premium medical, dental, and vision insurance because your well-being is our top priority."

• Time to Recharge: "Enjoy our flexible PTO policy and paid company holidays. We want you to rest, recharge, and come back full of fresh ideas."

• Invested in Your Growth: "We're serious about your development. That's why we offer a $2,000 annual stipend for conferences, courses, and certifications to keep you at the top of your game."

• Your Future Matters: "Plan for tomorrow with our 401(k) plan, including a generous company match to help you reach your financial goals."

When you frame your compensation this way, it stops being a transaction and starts being a powerful argument for why your company is the best place for a rockstar content marketing manager to grow their career.

And once those amazing applications start pouring in, using an applicant tracking system can streamline your hiring process and make sure every single candidate has a great experience from start to finish.

Answering Your Top Hiring Questions

Alright, so you’ve got a solid draft of your content marketing manager job description. But even with the best template, a few nagging questions always seem to pop up right before you’re ready to post it. I get it. You want to get this just right.

Let's walk through some of the most common questions I hear. Nailing these final details will give you the confidence to hit "publish" and start attracting the perfect person for your team.

How Do I Frame This for a Senior vs. a Junior Manager?

This is a fantastic question, and the answer goes way beyond the salary. The real difference is the scope of their ownership and how much strategic weight they’ll carry.

• For a senior manager, you're hiring a leader. The language needs to reflect that. Think autonomy and vision. I like to use phrases like, "You'll own our content vision from the ground up," "Manage the entire multi-channel content budget," or "Mentor and develop our growing team of writers." They're coming in to build and steer the ship.

• For a junior manager, you're hiring a doer who's eager to grow. The focus shifts to execution and collaboration. Use phrases like, "Execute our day-to-day content calendar," "Work closely with our freelance team on new blog posts," and "Report on key content performance metrics." They're here to run the engine and make sure everything is firing on all cylinders.

While the core skills might seem similar on paper, it's all about emphasizing strategic leadership versus brilliant tactical execution.

What’s the Best Way to Attract Candidates with Strong SEO Skills?

You have to get specific! Just listing "SEO skills" is a surefire way to get applications from people who know the term but not the trade. True SEO pros can spot a generic requirement from a mile away. You need to prove you’re serious about search.

Instead of a boring bullet point, bake SEO directly into the job's core responsibilities. Try something like this:

• Lead our keyword research and competitive analysis to uncover high-impact content opportunities that others miss.

• Own the on-page and technical SEO for every piece of content we publish, ensuring it’s built for maximum search visibility from day one.

• Track, analyze, and report on organic traffic, keyword rankings, and backlink growth using tools like Ahrefs, Semrush, and Google Search Console.

When you mention specific tools and outcomes, you're sending a clear signal: SEO isn't just a buzzword here—it's central to our success.

The single best way to show you value a skill is to describe how it will be used to achieve a specific, meaningful business outcome. This turns a generic requirement into a compelling challenge.

Should I Actually Include a Salary Range?

Yes! A thousand times, yes. In today's market, including a salary range is a non-negotiable best practice. Honestly, it's one of the most powerful ways to show you're a transparent and fair employer.

Leaving it out just wastes everyone's time. You end up interviewing fantastic people you can't afford, and candidates get frustrated. Job posts with clear salary ranges get more qualified applicants because people can immediately see if the role aligns with their needs. You’re pre-qualifying candidates, which means you spend your time talking to people who are genuinely a great fit.

And remember, once those fantastic applications start rolling in, you need a great process to manage them. You might want to check out this ultimate guide to a candidate tracking system for efficient hiring to see how the right tech can keep your pipeline organized and ensure no amazing applicant gets lost in the shuffle.

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