Digital Marketing Manager Job Description Template
Jatin Kashyap
Growth Lead, Acrapath
Copy this digital marketing manager job description template, with responsibilities, skills by company stage, KPIs and tips to customise it in 10 minutes.
Key Takeaways
A digital marketing manager job description should cover 5 parts: role summary, responsibilities, required skills, nice-to-haves, and what you offer.
List 6–9 responsibilities tied to outcomes (pipeline, traffic, CAC, ROAS) rather than a long list of channels.
Name the 3–4 channels the person will actually own. "All of digital" attracts generalists who can't go deep.
State experience as a range (for example 4–7 years) and include a salary band where your country requires it or where you can.
Copy the template below, then spend 10 minutes customising the summary, channels and KPIs for your team.
You need someone to own your marketing numbers, not just post on social media. Yet most job posts for this role read like a list of every tool on the internet, and the applications that come back are just as scattered.
A clear digital marketing manager job description fixes that at the source. It tells strong candidates exactly what they will own, how success will be measured and why your company is worth the move.
Below you'll find a copy-and-customise template, guidance on responsibilities and skills by company stage, and the mistakes that quietly cut your applicant quality.
What Does a Digital Marketing Manager Do?
A digital marketing manager plans, runs and measures a company's online marketing to grow traffic, leads and revenue. They own the strategy across channels such as SEO, paid search, paid social, email and content, manage budget and agencies or specialists, and report results to leadership.
In a small company, this person is often hands-on in two or three channels. In a larger team, they manage specialists and spend more time on planning, budgets and reporting. Your job description should make clear which of the two you are hiring.
Digital Marketing Manager Job Description Template
Copy this template into your job post and replace everything in square brackets. It follows the structure we recommend in our guide on how to write a job description.
Job title: Digital Marketing Manager
Location: [City / Hybrid / Remote, time zone if remote]
Employment type: Full-time
Reports to: [Head of Marketing / Founder / CMO]
About us: [Two or three sentences on what your company does, who your customers are and where you are headed.]
About the role: We're looking for a Digital Marketing Manager to own our online growth, from strategy to execution. You'll run [paid search, SEO and email], manage a monthly budget of [range], and work with [sales / product / design] to turn traffic into qualified leads and customers. Success in this role means [growing qualified leads by X% / lowering cost per acquisition / building a repeatable channel] within your first year.
What you'll do:
Build and own the quarterly digital marketing plan, budget and targets
Run and optimise campaigns across [Google Ads, Meta Ads, LinkedIn Ads]
Grow organic traffic through SEO and content, working with [writers / agency]
Plan email and lifecycle campaigns that move leads to customers
Set up and maintain tracking, dashboards and attribution with [GA4, Tag Manager, CRM]
Report weekly on spend, leads, cost per lead, conversion rate and revenue impact
Manage [agencies / freelancers / 1–3 specialists] and review their work
Run A/B tests on landing pages, ads and emails, and share what you learn
Work with sales to improve lead quality and close the loop on results
What you'll bring:
[4–7] years in digital marketing, with at least [2] years owning budget and results
Hands-on experience with at least two of: paid search, paid social, SEO, email
Strong analytics skills: comfortable with GA4, spreadsheets and building reports
Clear written communication and the ability to brief designers, writers and agencies
Evidence of growing a key metric (leads, traffic, revenue) and explaining how you did it
Nice to have:
Experience in [B2B SaaS / e-commerce / your industry]
Marketing automation or CRM experience ([HubSpot / Zoho / Salesforce])
Basic landing-page building or HTML skills
What we offer:
Salary: [range, currency, fixed and variable split]
[Benefits: health insurance, learning budget, leave policy]
[Work setup: hybrid days, flexible hours, equipment]
Direct ownership of a channel mix and budget, with room to build a team
How to apply: [Steps, timeline and any short task. For example: "Apply with your CV and a short note on one campaign you're proud of and what it achieved."]
Key Responsibilities to Include (and Why)
Responsibilities should describe outcomes the person owns, not just tasks they do. Use this table to choose the ones that fit your company.
Responsibility | What it shows candidates | Typical KPI |
|---|---|---|
Own the marketing plan and budget | Real authority, not just execution | Spend vs plan, pipeline |
Paid search and paid social | Performance marketing depth | Cost per lead, ROAS |
SEO and content | Long-term growth thinking | Organic traffic, rankings |
Email and lifecycle | Focus on conversion, not just reach | Open, click, conversion rate |
Tracking and reporting | Data-driven decision making | Dashboard accuracy, weekly report |
Manage agencies or specialists | Leadership scope | Delivery on time and on brief |
Pick the three or four that matter most and put them first. Candidates skim, and the first lines decide whether a strong marketer keeps reading.
Skills and Qualifications by Company Stage
The same title means different jobs at different companies. Match the requirements to where you are.
Small business or new marketing team: look for a hands-on generalist who can run two or three channels personally and set up tracking from scratch. Budget experience matters less than proof they've grown something with limited money.
Growing company with a small team: look for someone who has managed one or two specialists or an agency, owned a budget, and reported results to leadership.
Larger marketing function: look for planning, forecasting and people management. Channel depth can sit with the specialists who report to them.
A degree in marketing or business can help but is rarely essential. A portfolio of campaigns with numbers is a far better signal. If you want to hire on demonstrated ability, our guide to screening resumes fast shows how to shortlist on evidence rather than keywords.
How to Customise the Template in 10 Minutes
Rewrite the role summary. Say what problem this hire solves, such as "we get traffic but too few demo requests".
Name the channels. Replace the square brackets with the two to four channels the person will own.
Add one first-year goal. A single measurable outcome tells candidates what success looks like.
Set the experience range. Use a range, not a hard minimum, so strong candidates with slightly less experience still apply.
Add pay and benefits. Salary ranges are required in job posts in a growing number of places, including several US states and, under the EU Pay Transparency Directive, EU member states from 2026. Even where it isn't required, a range improves applicant fit.
Describe the process. List your interview steps and any task, so candidates know what to expect.
Common Mistakes in Digital Marketing Job Descriptions
The tool dump. Listing 20 tools tells candidates nothing about the job. Name the few that matter.
Unicorn requirements. Asking for expert-level SEO, paid media, design, video and coding scares away good specialists and attracts overconfident generalists.
No metrics. If you don't say what success looks like, you can't hold anyone to it later.
Vague seniority. "Manager" with no budget or team confuses senior candidates. Be clear about scope.
Hidden process. Long, unannounced tasks cause drop-offs. Keep any assignment short and paid if it is substantial.
What to Do After You Post the Job
A good job description gets the right people to apply. The next step is evaluating them fairly. Ask every candidate to walk through one campaign: the goal, the budget, what they changed and what happened. Then use a consistent set of questions so you can compare answers. Our list of interview questions to ask candidates includes a marketing section you can use straight away, and the guide to hiring a digital marketer covers skills tests in more depth.
If you're hiring for other roles at the same time, our software engineer job description template follows the same structure, so your job posts stay consistent.
Conclusion
A strong digital marketing manager job description is specific about channels, honest about scope and clear about how success is measured. Start from the template, name the channels and one first-year goal, add your salary range, and describe your hiring steps.
That gives the right candidates every reason to apply and the wrong ones a reason to skip.
Want help finding the right person? Hire verified marketing professionals through Acrapath and shortlist candidates in days, not weeks.
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Frequently asked questions
What should a digital marketing manager job description include?
It should include a short company intro, a role summary with one measurable goal, 6–9 responsibilities tied to outcomes, required skills and experience, nice-to-have skills, salary and benefits, and the hiring process. Naming the specific channels the person will own makes the post far more effective.
How many years of experience should a digital marketing manager have?
Most digital marketing manager roles ask for about 4–7 years of experience, with at least two years owning budget and results. For a hands-on role in a small team, 3–5 years can be enough if the candidate can show measurable growth they drove themselves.
What KPIs should I list for a digital marketing manager?
Choose metrics linked to the channels they own: cost per lead, return on ad spend, organic traffic, conversion rate, qualified leads and revenue influenced. Listing two or three main KPIs in the job description shows candidates how success will be measured.
Should I include salary in the job description?
Yes, where you can. Some places, including several US states and EU member states under the EU Pay Transparency Directive, require pay ranges in job ads or before interviews. Even where it is optional, a range improves applicant fit and reduces drop-offs late in the process.
What is the difference between a digital marketing manager and a digital marketing executive?
An executive usually runs day-to-day tasks in one or two channels under supervision. A manager owns the plan, budget and results across several channels, often manages people or agencies, and reports to leadership. Your job description should make the level of ownership clear.
