How to: Write a Marketing Job Description
Christine Gilbert • August 3, 2023
A good job description is both a tool for attracting qualified job applicants, and also for evaluating them through the interview process. Writing one can seem like a daunting task … but it needn’t be.
Putting your marketing hat on, a Job Description is like a brief you might write for one of your agencies, only in this instance you are briefing job seekers. It’s important to know who your ideal candidate is. They are your target market for this communication.
Use the structure outlined below to build a job description that will appeal to job seekers, allowing them to see how and where they would fit within your company & marketing team.
Role Title
- Keep it simple. Use role titles which are common in the market so candidates can quickly understand what the role is, and if their skills are suitable.
- Using quirky job titles can be confusing, ending in candidates overlooking a role, or applying for the wrong roles.
Company Overview
- This is a great place to inject the brand personality into the job description through tone of voice and writing style (formal, playful, energetic, etc).
- It’s also the place to outline company values if they are central to the business.
- Keep it to 2-3 paragraphs outlining who the company mission, and it’s products / operations.
Job Purpose
- Why does this position exist?
- How does it make a difference or help the marketing team / company move towards its goals?
- Understanding the job purpose is particularly important for Gen Z, so this is definitely something to keep in mind if your ideal candidate falls into this demographic.
Team Structure
- Outline the structure of the marketing team and where the role fits.
- Who do they report to? Who will they work closely with?
- Do they have team management responsibilities?
- Outline key working relationships with other departments.
Responsibilities / Duties
- Although it can be tempting to include every single task this position might do, try to keep this section to 10 bullet points for junior marketers & 15 bullet for mid to senior positions.
- Use engaging verbs (eg. Initiates, executes, leads, coordinates, adapts, reports, advises) so that candidates can imagine themselves doing these actions.
- List duties in order of their importance and/or frequency in which they are performed.
- Include explanatory phrases which tell why, how, where, or how often tasks and duties are performed.
- Focus on the outcome of tasks.
- Reference areas of decision-making and where approval is required
- Describe the level and type of budgetary or financial responsibility
- If less than 5% of the time will spent on a particular task, either combine it with another smaller task, or leave it out.
Skills & Experience Required
- Focus on skills & experience rather than a specific number of years. Try not to be too prescriptive.
- Think about “must haves” versus “nice to haves”
- Do they really need a degree? e.g. Degree qualification in Marketing or relevant industry experience
- Are you open to candidates with similar experience eg. Experience with Hubspot or similar
- List skills & experience in terms that are commonly used, so candidates can effectively understand if they meet your selection criteria
- Try to keep this section to around 10 bullet points
Benefits
What’s in it for them?
To present benefits in a relevant & attractive way to candidates, outline how each perk will benefit them. Eg. Hybrid Working: Avoid the grind of the daily commute and gain valuable hours in your week by working from home on Tuesdays, Thursdays, and Fridays.
Like with any marketing brief - the more time / thought you put into it upfront, the better the result!
If you are looking for help finding the best marketers to join your team or just want to chat about industry trends and the job market at the moment, don’t hesitate to get in touch with our specialist marketing recruitment team.
For many growing businesses, marketing is often something that gets added to the to-do list of already busy managers or existing teams. A social post here, an email there, and maybe a campaign when there’s time. But without dedicated expertise, marketing rarely delivers the consistency and commercial results your brand needs to grow. If you’ve been wondering whether it’s time to bring in a dedicated marketing resource, here are the key things to consider and how to ensure your first hire is set up for success. 1. The Telltale signs If your demand generation has stalled, you’re struggling to convert interest into sales, or your brand presence feels disjointed, it’s time to stop relying on ad-hoc efforts. A dedicated marketer can build and execute a strategic plan that drives consistent results and positions your brand for long-term growth. 2. What to avoid It can be tempting to look for a “jack-of-all-trades” who can do a little bit of everything. The reality? Even the most talented marketer will struggle without clear goals and defined outcomes on what the business is looking to achieve. Hiring without clarity can lead to underwhelming results and frustration on both sides. Be specific about the expertise you need and the outcomes you expect. 3. Why this hire is so important to get right Your first marketing hire is more than just another role, it often lays the foundation for your brands future growth engine. The right hire can build momentum and shape how your future team evolves. The wrong hire however, can stall progress, waste budget, and leave you back at square one. 4. Fractional vs full-time Not quite ready for a permanent commitment? Fractional marketers can be a great short-term solution to get things moving while you build the case for a full-time hire. Just be clear on their remit. Fractional marketers are ideal for campaigns, projects, or interim support, but they’re not typically suited to long-term brand building or team development. 5. What kind of marketer do you actually need? Marketing as a discipline is broad, as are the tools used to reach your desired target audience. Do you need someone to drive digital acquisition, manage partnerships, develop content, or build brand strategy? Start by clarifying your business’s biggest priorities and pain points, then match the skillset accordingly. The clearer you are upfront, the better the outcome. 6. How to set them up for success Hiring the right person is only half the job. To see results and maximum impact, you need to set your new hire up for success. This means: Clear KPIs so they know what good Vs great looks like The marketing tools and access to the resources they need to deliver Integration into cross-functional conversations with key decision-makers from day one Bec Godkin, Senior Talent Partner says “Marketing can’t succeed in a silo. The deeper your marketer is connected across the business and understands the various levers that shape success, the greater their impact will be” Hiring your first marketer is an exciting step - it signals growth, ambition, and the desire to build something bigger. By being clear on what you need, avoiding common pitfalls, and setting your hire up for success, you’ll give your business the best chance to thrive. At iknowho , we specialise in helping brands make their first marketing hire. If you’d like to talk through what kind of marketer is right for your business, we’re here to help.
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In 2025, personal branding isn't just a buzzword – it's important for anyone navigating the job market. The uncomfortable truth is this; you're likely being Googled more often than you're being interviewed. In a digital-first world, your personal brand can potentially boost your career prospects. So how can you leverage it to stand out during your job hunt? 1. Your brand is what people say when you're not in the room Personal branding isn’t just about the polished version of yourself that you post on LinkedIn. It’s what others say about you when you’re not around. Consider how you’re being perceived online and offline. Is your brand consistent, authentic, and aligned with your career aspirations? What would potential employers say about you when they Google you? To start refining your personal brand, think about your values, your goals, and how you want others to perceive you. This means showcasing your strengths, yes, but also acknowledging your struggles and learning moments. Authenticity can give you a competitive edge. 2. Lead with curiosity, not just expertise Publicly asking thoughtful, insightful questions. It positions you as someone who is constantly learning, open to feedback, and not afraid to explore new ideas – a thought provoker and idea leader in your space. In the job hunt, this quality can set you apart from others who might be more focused on offering answers than asking the right questions. So, when you’re engaging with others online or in an interview, try focusing on asking questions that spark deeper discussions. Your curiosity and willingness to learn can make a lasting impression. 3. Your personal brand is about becoming known for the right things Remember, personal branding isn’t about trying to become famous. It’s about being known for the right things – the things that align with your career goals and the value you want to offer to employers. For job seekers, this means ensuring that your online presence and interactions reflect your expertise, passion, and ambition. When crafting your personal brand, be deliberate. Think about the skills, values, and personality traits you want to highlight. 4. Be consistent and intentional The foundation of a strong personal brand is consistency. Your personal brand is built in the small, everyday actions – how you engage with your network. Consistency in your interactions helps shape how people perceive you and helps create a brand that’s memorable. If you're job hunting, it's critical to show up consistently both online and offline. This includes engaging with industry professionals on LinkedIn, contributing to discussions, and demonstrating professionalism in all your interactions. 5. Small steps to narrow the gap So, what's the gap between how you see yourself and how others might perceive you? The goal isn’t perfection, but making small, consistent adjustments that move you closer to aligning your internal brand with how you’re seen externally. It could be tweaking your LinkedIn profile, starting a blog, or sharing your expertise. What’s one small thing you could do this week to move the needle and narrow that gap? Whether it’s posting a thoughtful comment on a relevant post, reaching out to someone in your industry, or sharing a story of a recent challenge, small actions can have a big impact over time. 6. Share struggles, Not just wins When it comes to personal branding, it’s easy to fall into the trap of only sharing successes. However, some of the most credible personal brands are built on transparency – sharing the struggles and lessons learned along the way. It’s interesting to see how you handle setbacks, not just your triumphs. Embracing imperfection in your personal brand helps paint a fuller picture of who you are. Whether it’s sharing a challenging project you worked on or a time when you faced a setback and how you overcame it, these stories can help demonstrate your resilience, problem-solving abilities, and growth mindset – qualities employers are eager to see. In today’s market, personal branding isn’t just a nice-to-have. By being intentional, consistent, and authentic, you can build a personal brand that resonates with potential employers, ultimately setting you up for success in your job hunt. So, there’s no better time to start than now.
