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Hiring a Content Manager: Job Description Template

By Priya Jain


Do you need help finding the perfect candidate to take the reins of your company’s content management? In a digital age where content is king, hiring a skilled and efficient content manager has become crucial for businesses looking to make their mark online.

Whether you’re a small startup or an established corporation, understanding the process of hiring a content manager is the first step toward building a dynamic and engaging online presence.

In this comprehensive guide, we will walk you through the entire process, from crafting the perfect Content Manager job description to the steps required to find the right fit for your content needs.

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Responsibilities & Role of a Content Manager

The role of a Content Manager within a company is multifaceted and crucial for maintaining a strong online presence and communication strategy. Here are the key roles and responsibilities of a Content Manager:

  • Content Strategy Development: Content Managers are responsible for developing a strategic content plan that aligns with the company’s goals, brand identity, and target audience. This includes setting objectives, defining content themes, and establishing a content calendar.
  • Content Creation and Oversight: They oversee the creation of various types of content, including blog posts, articles, videos, infographics, and social media posts. Content Managers may write, edit, or work with content creators and designers to ensure high-quality, accurate, and engaging content.
  • Content Distribution and Promotion: Content Managers are responsible for distributing content across appropriate channels, including the company website, social media platforms, email newsletters, and third-party publications. They may also coordinate with marketing teams to promote content through paid advertising campaigns.
  • Content Optimization: They ensure all content is optimized for search engines (SEO), using relevant keywords and following best practices to improve organic search visibility and rankings.
  • Content Performance Analysis: Content Managers use analytics tools to track and analyze content performance. They use data to measure the effectiveness of content in meeting goals, identifying areas for improvement, and making data-driven decisions.
  • Content Compliance: Content Managers ensure that all content complies with legal and ethical standards, including copyright laws, privacy regulations, and industry-specific guidelines.
  • Content Innovation: Content Managers stay updated with industry trends and emerging content formats. They identify opportunities for innovative content that can enhance the company’s online presence and engagement.

How to Hire a Content Manager

Hiring a Content Manager is crucial in building and maintaining a successful content marketing strategy. To find the right candidate for this important role, follow these steps:

1. Know Your Requirements

Clearly defining the scope of the position, including content creation, strategy development, or both, is helpful to hire a Content Manager who brings a difference to your content strategy.

Find answers to the following questions:

  • What is the objective or purpose of this Content Manager role within the company’s content marketing strategy?
  • What qualifications and skills are required for the Content Manager role? Are there any specific educational or certification requirements?
  • Are there specific Key Performance Indicators (KPIs) or measurable goals associated with this role? If so, what are they?
  • What types of content will the Content Manager be working with? Is it primarily blog posts, articles, videos, social media content, or a combination?
  • Will the Content Manager be responsible for developing and maintaining an editorial calendar?
  • Is there a budget allocated for content creation and distribution? Are there any resources or tools provided to the Content Manager?
  • Are there opportunities for career growth within the company for the Content Manager position?

2. Search for the Top Talent

Searching for top talent, including Content Managers, requires a strategic approach and utilizing various channels and resources.

Here are some effective ways to find top talent:

  • Online Job Boards: Post your job opening on specialized job boards like Content Marketing Institute (CMI) Job Board, MediaBistro, CreativePool,, or PRSA Jobcenter. These platforms have extensive user bases, making reaching a wide audience of potential candidates easier.
  • Professional Associations: Join and engage with industry-specific professional associations and networks. For instance, you can become a member of the American Marketing Association (AMA), the Society for Professional Journalists (SPJ), or the American Society of Journalists and Authors (ASJA). Attend relevant conferences or events to meet potential candidates passionate about your industry.
  • Referrals: Encourage your current employees to refer to top talent they know. Employee referrals often result in high-quality hires who are a good cultural fit.
  • Recruitment Agencies: Partner with specialized recruitment agencies focusing on marketing, digital marketing, or content-related roles. For instance, you can use the services of Creative Circle, Digital People, or CareerProfiles. They have access to a pool of pre-screened candidates.
  • Content Platforms: Consider publishing articles on platforms like Medium or industry-specific blogs. This can help you build your company’s reputation as a thought leader and attract top talent who resonate with your content.

3. Look for Educational Qualifications

When looking for educational qualifications for a Content Manager, consider the following aspects:

  • Bachelor’s Degree in Relevant Field: Many Content Manager positions require at least a bachelor’s degree in communication, English, journalism, marketing, or a related discipline. This educational background provides a strong writing, communication, and content-related skills foundation.
  • Master’s Degree (Optional): While not always necessary, some companies may prefer candidates with a master’s degree in fields like marketing, digital marketing, or business administration. A master’s degree can demonstrate higher expertise and commitment to the field.
  • Content Marketing Certifications: Besides formal degrees, look for candidates who have completed relevant certifications in content marketing. Certifications from companies like:
  • SEO Training: Given the importance of SEO in content management, candidates with training or certification in search engine optimization can be valuable. Look for candidates who have completed courses or certifications related to SEO best practices.
  • Writing and Editing Courses: Strong writing and editing skills are essential for a Content Manager. Candidates who have taken writing or editing courses or have certifications in these areas can be well-equipped for the role.
  • Digital Marketing Courses: Content Managers often work closely with digital marketing teams. Candidates with educational qualifications or certifications in digital marketing courses can bring valuable insights to the role.

4. Analyze Their Work Experience

To analyze a candidate’s work experience for a Content Manager role, carefully review their resume, paying attention to the duration of employment and job titles. Examine their responsibilities, industry experience, and achievements, focusing on quantifiable results and adaptability.

Assess their ability to work with various content formats, their SEO knowledge, experience with content management systems, and their track record of collaborating effectively with cross-functional teams. 

Consider whether their work experience aligns with your companies’ culture and values, and contact references to gain insights into their performance and ability to meet deadlines.

5. Conduct a Comprehensive Interview Process

Conducting a comprehensive interview process for a Content Manager role is crucial to identifying the best candidate who aligns with your company’s content needs and culture. 

Here’s a step-by-step guide to help you create an effective interview process:

  • Content Portfolio Review: Following the initial screening, request that candidates share their content portfolio or previous work samples. This step is essential for evaluating the candidate’s practical skills and assessing the quality of their content.
  • Behavioral Interview: The behavioral interview is a key component of the hiring process, allowing you to delve into the candidate’s past experiences and how they handle various situations. Ask behavior-based questions that explore their problem-solving abilities, adaptability, and teamwork, especially in content-related scenarios.
  • Content Strategy Discussion: Engage candidates in a detailed discussion about their approach to content strategy development. Ask them to outline how they would create a content calendar, identify target audiences, and measure content performance.
  • SEO Knowledge Assessment: Assess the candidate’s SEO knowledge and expertise for roles where SEO plays a significant role. Inquire about their familiarity with SEO best practices, including keyword research, on-page and off-page optimization, and tracking SEO performance.
  • Scenario-Based Questions: To further evaluate a candidate’s problem-solving abilities and decision-making skills, present hypothetical content-related scenarios and ask how they would approach and resolve them. 
  • Questions About Metrics and Success: Discuss how the candidate measures content success and what Key Performance Indicators (KPIs) they consider most important. Dive into their analytical mindset and ability to use data and analytics tools to optimize content strategies.

6. Cross-Verify Their References

Cross-verifying a candidate’s references is a crucial part of the hiring process to ensure the accuracy of the information provided and gain additional insights into their qualifications. During this step, contact the references provided by the candidate, typically former employers, colleagues, or supervisors.

Conduct in-depth discussions with these references to confirm the candidate’s work history, job responsibilities, performance, and skills. Ask specific questions about their experience working with the candidate, including their ability to meet deadlines, collaborate within a team, and contribute to content management efforts.

We recommend asking the following questions: 

  • Could you please describe the candidate’s role and responsibilities in their previous position, especially regarding content management and strategy development? What types of content did they oversee, and how did they contribute to content strategy and execution?
  • How did the candidate interact with colleagues and cross-functional teams in their previous role? Can you share examples of how they collaborated to achieve content-related goals?
  • In their previous position, how did the candidate measure the success of content initiatives? Can you provide specific examples of how their efforts improved content performance or audience engagement?

Tips for Avoiding Red Flags During the Hiring Process

Hiring the right Content Manager is crucial for the success of your content marketing efforts. To avoid red flags during the hiring process and ensure you select the most suitable candidate, consider the following tips:

  • Content Quality: Typos, grammatical errors, or poorly researched content are red flags. A Content Manager should be able to produce high-quality content consistently.
  • SEO Knowledge: Ask about their SEO knowledge and experience. A Content Manager should understand basic SEO principles and be able to optimize content for search engines. SEO knowledge can help your content’s online visibility.
  • Content Strategy: Inquire about their experience developing content strategies and editorial calendars. A red flag could be a lack of experience in strategic planning, as this is a critical part of the role.
  • Content Promotion: Inquire about their strategies for content promotion and distribution. A Content Manager should know how to get content from the right audience. A lack of promotion expertise can be a red flag.
  • Content Tools: Depending on your tech stack, ask about their familiarity with content management systems (CMS), marketing automation platforms, or other content-related tools. Lack of experience with your preferred tools can be a red flag.

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Content Manager Job Description

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Job Title: Content Manager

Location: [Specify the location of the healthcare facility]

Job Type: [Full Time / Part Time]

Salary: [Salary / Competitive / DOE]

About Us:

[Provide a concise overview of your company, its mission, and its role in the industry.]

The Opportunity: 

We seek a dynamic and highly motivated Content Manager to join our [Marketing/Content/Editorial] team. The Content Manager will play a pivotal role in shaping and executing our content strategy, creating compelling content, and ensuring its alignment with our brand voice and business objectives. The ideal candidate is a strategic thinker, exceptional writer, and experienced content marketer who thrives in a collaborative environment.

What You’ll Do:

  • Develop and execute a comprehensive content strategy that supports our brand’s goals, engages our target audience, and drives growth.
  • Create high-quality, original content, including blog posts, articles, web copy, social media posts, email campaigns, and more.
  • Collaborate with cross-functional teams, including marketing, design, and product development, to ensure content aligns with overall business objectives.
  • Conduct keyword research and SEO optimization to enhance content discoverability and search engine rankings.
  • Manage and maintain content calendars, ensuring content is delivered on schedule and within established guidelines.
  • Measure and analyze content performance using data and analytics tools, making data-driven decisions to optimize content strategies.

What You’ll Bring:

  • Bachelor’s degree in Marketing, Communications, Journalism, or a related field.
  • 5 years of proven experience in content management, content creation, or content marketing.
  • Excellent writing and editing skills, with the ability to craft compelling and error-free content.
  • Proficiency in SEO best practices and keyword research.
  • Familiarity with content management systems (CMS) and marketing automation platforms.
  • Strong analytical skills, with the ability to interpret data and derive actionable insights.

Our Ideal Candidate is Someone Who Has:

  • Master’s degree in journalism, marketing, or communication.
  • 6 years of relevant work experience.
  • Passion for content marketing and a portfolio showcasing relevant work.
  • Analytical mindset and the ability to derive actionable insights from data.

Benefits and Perks:

  • Competitive salary and performance-based bonuses.
  • Comprehensive healthcare and dental coverage.
  • 401(k) retirement plan with company matching.
  • Professional development opportunities.
  • Collaborative and innovative work environment.

How to Apply:

We welcome prospective candidates to kindly forward their resumes along with a cover letter showcasing their pertinent skills and experiences to [email address]. Please ensure to use “Content Manager Position Application – [Your Name]” as the subject line.

[Your Company Name] is an Equal Opportunity Employer. We welcome candidates of all backgrounds to apply.

Closing Date: [Insert closing date for applications]

Please note that only shortlisted candidates will be contacted. Thank you for considering a career as a Content Manager with [Your Company Name].

Note: Be sure to customize this job description to match your company’s specific needs and requirements. Include any industry-specific qualifications or certifications that may be necessary for the role.

How Much Does it Cost to Hire a Content Manager?

The cost of hiring a Content Manager will include the following:

Recruitment Cost

Costs may be associated with the recruitment process, including job listings on job boards, fees for using recruitment agencies, and expenses related to conducting interviews. Here’s a breakdown of these costs:

  • Online Job Boards: You need to contact CMI for their pricing model, whereas MediaBistro has a fixed fee of $297 for a single job posting. On the other hand, CreativePool offers a free job listing, and their premium listing starts at $95, and charges $100 for a single job ad and $400 for four job ads. PRSA Jobcenter charges $299 for a single 30-day job posting. 
  • Professional Associations: Most associations charge a fixed annual membership fee for accessing their database and posting different jobs. For instance, the AMA membership fee starts at $169 per year, and the SPJ membership fee starts at $78. On the other hand, ASJA has a membership fee of $310 for new associates, and their renewal fee is $235.

Salary and Benefits

The primary cost associated with hiring a Content Manager is their salary. Salaries for Content Managers can vary significantly based on location, industry, and experience.

The average salary of a Content Manager is $77,31 per year, including $6,104 of additional pay. This additional pay includes bonuses and incentives. 

In addition to the base salary, you typically provide benefits such as health insurance, dental coverage, retirement plans, and paid time off. The cost of these benefits can vary based on your company’s policies and the location.

Software and Tools

Content Managers rely on various software and tools to efficiently plan, create, manage, and analyze content. 

The cost of software and tools for Content Managers can vary widely based on factors such as the type of tool, the scale of your content operations, and whether you choose free, open-source, or premium versions. 

For instance, Moz has a fee of $99 per month, whereas SEMrush has a fee of $129 per month. If your Content Manager requires a social media management tool like Buffer, you may spend $6 per month for one channel.

Priya Jain

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