The demand for content marketers is rising. Concurrently, the pressure to recruit the appropriate candidates is increasing.
How do I know this?
SEMRush assessed 8,000 content marketing job postings throughout the US. Here are their conclusions:
- ‘Content Producer’ listings surged by 1,261%
- ‘Content Creator’ listings escalated by 410%
- ‘Head of Content Marketing’ rose by 376%
- ‘VP of Content’ increased by 308%
- The role of ‘Content Creator’ holds the highest demand
Therefore, if you are looking for various kinds of “content marketing” job definitions (from entry-level to Chief Content Creator), I’m here to assist. In this article, you will discover:
- 10 samples of content marketing job descriptions
- recommended practices for crafting them
Let’s get started!
10 Samples of Content Marketing Job Definitions
Here are job definitions for diverse content marketing positions for your reference:
Content Creator Job Definition — Foundation
Content Strategist Job Definition – Xactly
Content Director Job Definition — Culture Amp
Content Marketing Manager Job Definition — CodeSignal
Content Lead Job Definition — Canva
Content Producer Job Definition — Rippling
Content Marketing Executive Job Definition — ZestBenefits
Head of Content Marketing Job Definition — Serval
SEO Content Editor Job Definition — Single Grain
VP of Marketing – Brand, Creative & Content Job Definition — Manhattan Associates
Key Abilities for Content Marketers
SEMRush uncovered that data interpretation and storytelling capabilities are the most in-demand qualifications for organizations hiring content marketing experts:
Tier 1: Fundamental Skills (Essential for Most Positions)
These are the essentials across various levels:
- Analytics – Capability to evaluate performance, understand data, and enhance content
- Content Creation (Various Formats) – Producing blogs, social media posts, videos, or multimedia content
- SEO – Comprehending search intent, keyword optimization, and content visibility
Tier 2: Strategic & Unique Skills
Increasingly important as candidates progress to mid–senior positions:
- Storytelling – Creating engaging narratives that captivate audiences
- Content Strategy- Organizing, aligning content with business objectives, and overseeing content agendas
Tier 3: Foundational Skills
Still vital, but considered a baseline expectation:
- Writing – Clear, concise, and audience-centered communication
- Brand Voice and Tone- Preserving
- uniformity across content platforms
AI Competencies in a Content Creator Job Description
Artificial intelligence is no longer regarded as a “desirable trait” in content positions. Data from Semrush indicates that 34% of senior content positions and nearly 20% of execution-level roles now cite AI as a necessity.
However, here’s what the statistics actually reveal: AI proficiency is not being requested as a distinct specialty. It is evolving into a fundamental expectation — akin to knowing how to utilize Google Analytics or a CMS. Most job postings refer to general AI knowledge instead of specific tools or qualifications such as prompt engineering (which still appears in less than 0.5% of listings).
So, what should you truly incorporate in a content creator job description? Keep it pragmatic:
- Seamless usage of AI writing or editing software (ChatGPT, Jasper, Claude, etc.) to assist with content creation
- Comprehends how AI-enhanced search exposes content and can enhance it
- Employs AI tools to investigate, reformat, or amplify content without compromising quality or brand voice
You don’t need to enumerate every tool. Candidates who have experience in content are already familiar with the environment. What hiring managers want to convey is that AI-supported workflows are integral to the job — not something the position will eventually need to “handle.”
Optimal Approaches for Crafting a Content Creator Job Description
Here are the optimal approaches for composing a compelling content creator job description:
1. Begin with a Transparent Job Title
The job title ought to transparently represent the position. Common titles comprise Content Creator, Content Marketing Specialist, or Digital Content Producer. Consider detailing the focus of the content (e.g., Video Content Creator, Social Media Content Creator) to draw in the right candidates.
Tapestry exemplified this with their job description for a social media content creator.
2. Compose an Inviting Job Summary
Your job summary should promptly capture the interest of prospective candidates. Clearly define the role’s purpose, what makes the position appealing, and how it integrates into the company’s overall content strategy. Emphasize the effect the role has on the brand—such as enhancing brand recognition, promoting audience involvement, or boosting organic traffic.
Canva effectively articulated the impact of their Content Lead position in Brazil, as the role showcases strategic ownership, business effect, localization, and growth focus.
3. Specify Key Duties
Clearly defining the duties assists candidates in grasping the daily expectations of the role. Be precise about the types of content they’ll generate (e.g., blog entries, social media updates, videos, infographics), as well as the platforms they’ll utilize. Additionally, underscore any cross-team collaboration with marketing or design groups.
4. Highlight Cultural Compatibility and Core Values
A content creator is crucial in shaping a brand’s voice and tone, so ensuring cultural alignment is vital. Include a section that emphasizes your company culture and values, highlighting elements like collaboration, innovation, and a dedication to diversity and inclusion. This draws in candidates who are not only capable but also align with your company’s mission.
An example can be found in BAD Marketing’s Copywriter job description.
5. Include Quantifiable Success Metrics
Clarify what success appears like in the role by presenting quantifiable objectives. This might involve metrics related to engagement, reach, or content effectiveness. Defining these expectations clearly from the outset allows candidates to understand how their efforts will be assessed and the potential influence they may have on the company’s success.
6. Utilize Clear, Inclusive Language
Steer clear of jargon, unnecessary qualifications, or biased wording. If uncertain, run your job descriptions through Ongig Text Analyzer to ensure your phrasing is straightforward and approachable for a larger talent pool.
7. Specify Any Required Tools or Software
Listing the tools or software that candidates should be familiar with can assist in filtering applicants who are suitably equipped for the position. For content creators, this may encompass programs like Adobe Creative Suite, Canva, Google Analytics, and SEO tools like SEMrush or Ahrefs.
Typical KPIs for Content Marketing Roles
Here’s an outline of the KPIs most frequently linked to content marketing roles:
- Content Engagement – Growth in content traffic, average time spent on page, and bounce rate. These metrics indicate whether the content is genuinely reaching and engaging an audience — not merely being published.
- Lead Generation – Marketing qualified leads (MQLs) influenced or generated by content, including email subscriptions, gated content downloads, and blog CTAs. This demonstrates where content directly correlates with the pipeline.
- Email Performance – Open rates, click-through rates, and conversion rates on email campaigns and newsletters. Particularly relevant for content creators who manage or contribute to email as a channel.
- SEO Impact – Organic traffic growth, keyword rankings, and backlinks to owned content. Even those not focused on SEO are often expected to comprehend their work’s performance in search.
- Content Output – Volume of content assets produced per quarter — blogs, guides, case studies, and similar. Helpful for establishing realistic production expectations upfront, especially at the execution level.
- Brand and Partner Reach – Mentions in industry publications, podcast or video view counts, and webinar participation. Tracks visibility going beyond owned channels and is particularly pertinent for thought leadership-focused roles.
- Partner Collaboration – Quality and consistency of content developed for or with external collaborators. This KPI holds more significance in partner-intensive or co-marketing environments, but is valuable to include if the role entails any co-creation.
(Note: KPIs sourced from ZestBenefits’ Content Marketing Executive job post)
Why I wrote this?
Content marketing roles are rapidly changing — titles are evolving, skill requirements are increasing, and AI is altering what “qualified” entails. Drafting a job description that reflects this reality is the initial step in hiring someone who can genuinely make an impact.
Ongig aims to revolutionize job descriptions. So, if you’re interested in seeing how Ongig can assist you in optimizing your job titles and the entirety of your JD, please request a demo of Ongig’s Text Analyzer.
Acknowledgments
We Analyzed 8,000 Content Marketing Job Listings: The Transition from Writing to Ownership (by SEMRush)