How to Write Effective Job Descriptions for Marketing Roles

When it comes to hiring the right marketing professionals, getting the job description right is crucial. Knowing how to write a job description means you’re doing more than just list responsibilities. 52% of candidates decide whether they apply or not based on the quality of the job description, and it could be the difference-maker for your next hire. 

An effective job description communicates the impact the role has on your company’s overall goals. Whether you’re hiring a marketing manager, director, or executive, creating better job descriptions that stand out can really speak to top-tier candidates. 

What does a good marketing job description look like? Here, we’ll break down the anatomy of a job description and give some top tips for writing marketing job advertisements

1. Choose an optimised job title for marketing roles 

It all starts with the job title. The purpose of a job description is to attract talent and the title isn’t an area to get too creative. With 70% of job searches starting on Google, your job title needs to match what candidates are searching for online. Marketing professionals know what they’re looking for when it comes to finding a new job, so your titles will need to appeal to them. 

A well-structured job title helps your post appear in the right search results and communicates the role directly to candidates. Avoid vague or overly quirky titles. They should be specific enough to draw in the right audience while being descriptive. 

Opt for industry-standard titles, such as:

• Digital marketing manager
• SEO specialist
• Content Marketing strategist 
• PPC campaign manager

Make sure you’re steering clear of the ‘marketing rockstar’ and ‘digital ninja’ type titles. To make sure your job post ranks well, you’ll also want to incorporate relevant terms. Keywords like marketing manager job description, digital marketing job description or SEO specialist job description will help improve search visibility and get in front of the right candidates.

2. Include a clear and engaging job summary 

The job summary is where you grab the candidate’s attention. It should be concise, engaging, and give a clear idea of what the role entails. This section sets the tone for the rest of the description. It’s your opportunity to communicate the real value of the role within the company. 

It needs to be clear in how the role is important to company success. For example, in a content marketing manager job description, you’ll mention how the role is key to driving content strategy and increasing engagement. 

Keep the summary of your marketing job role description limited to a few sentences and make it easy for candidates to envision themselves in the role. Remember, the goal here is to spark excitement and make them want to keep reading. 

3. List responsibilities that reflect the role’s impact

Next, you need to outline the key responsibilities of a marketing role. This is where you define the day-to-day tasks the candidate will handle. Be specific, but avoid an overwhelming list. Too many responsibilities could dissuade people from applying. 16% of women and 20% of men won’t apply to a role they feel they don’t meet 100% of the criteria. Keep the list as streamlined as possible to avoid losing qualified candidates. 

For example, a marketing director job description will include high-level tasks, such as leading the development and execution of overarching marketing strategies. Use bullet points to highlight the marketing job description and duties and cover both the strategic and technical aspects of the role to give a clear picture of their duties. 

4. Specify required skills and qualifications

Marketing jobs have specific skills that need to be outlined, both from a technical and interpersonal point of view. Listing these will help to filter out poor quality candidates. Be sure to separate the must-haves from the nice-to-haves. 

For a marketing manager job description, you might want to include leadership skills or proven experience in brand management. For a content strategist job description, required skills might include proficiency with CMS and strong editing. By separating required and preferred skills, you create a clear hierarchy and prevent losing candidates who don’t tick every single box. 

5. Highlight company culture and values

When attracting marketing talent, a strong employer brand is essential. Marketing job descriptions are an often underutilised way of driving this. Showcasing your company values and work environment is an important part of the process. 69% of candidates would turn down a company based on its reputation, so it's crucial to show how you align with their expectations.

6. Be transparent about salary and benefits

As highlighted in our 2025 salary survey and market trend report, pay remains a priority for marketing professionals. If you’re not showing the salary range up front, the best talent is likely to slip through the cracks. 

As well as pay, it’s important to be up front about working arrangements. Our survey also revealed that 79% of marketing professionals would leave a role if hybrid working wasn’t offered. Understanding what marketing professionals actually want from a role allows you to tailor your job description to what’s most appealing to them.

7. Wrap up with a compelling call to action

Your CTA should motivate candidates to apply and clearly explain how to do so. Use enthusiastic, positive language that invites candidates to take the next step. A strong CTA helps wrap up your marketing job description with energy and clarity while ensuring the candidates know exactly how to apply. 

Find top marketing talent

Writing a great job description for marketing roles is one piece of the puzzle. If you’re looking to partner up with a marketing recruitment agency with over 30 years of industry experience, we’re here to help you. 

We work with you to source the marketing talent your company needs. Drawing on extensive marketing expertise, we know the best ways to fill your skill gaps. 

Hiring now? We’d love to hear from you. Submit a brief today or download our 2025 salary survey and market trend report to get further insights.