Marketing Coordinator Job Description: Template and Salary

A marketing coordinator is the execution and project-management layer of your marketing team. The role owns calendars, asset traffic, campaign logistics, and reporting, not strategy, not paid-media budgets, not brand direction. Most coordinators have 0-3 years of experience and earn $48,000, $68,000 base in the US. Hire one when your marketers keep dropping the ball on launch dates, not when you need someone to decide what to launch.

This guide gives you a copy-ready job description, four core duties broken down by pillar, 2026 salary data from the Bureau of Labor Statistics, a 90-day ramp plan, and a decision matrix for when a coordinator is the wrong hire. Everything below is drawn from patterns across 30,000+ marketing hires on MarketerHire.

What Is a Marketing Coordinator?

A marketing coordinator is an entry-level marketing generalist who executes and coordinates the tactical work behind campaigns. They sit under a marketing manager or a fractional CMO, take ownership of process (not decisions), and act as the connective tissue between designers, writers, media buyers, and product. Seniority: typically 0-3 years post-college.

On a typical marketing org chart, the coordinator is the layer directly below the manager and above interns. Their job is to make sure work ships on time, on brand, and to the right channel, not to invent the plan or approve the budget. When you look at a marketing org chart, the coordinator seat is what keeps the middle from collapsing under its own to-do list.

Where the coordinator fits:

• Reports to: marketing manager, head of marketing, or (in small teams) the founder
• Works with: designers, freelance writers, media buyers, sales ops, product marketing
• Manages: usually nobody; may direct interns or agencies operationally
• Owns process for: editorial calendar, asset traffic, campaign checklists, weekly reporting

The role has different flavors depending on the company. At a $2-5M startup, the coordinator often does light content work themselves. At a $20-50M company, they're closer to a marketing project manager. Same title, different day-to-day, worth aligning on before you write the JD.

Marketing Coordinator Job Description Template (Copy-Ready)

A strong marketing coordinator JD names the four duties (calendar, asset traffic, campaign support, reporting), the tools your team runs on, the reporting line, and a realistic salary band. Skip vague language like "wear many hats", it signals scope creep to good candidates and drives applications from the wrong ones.

Use the block below as a starting point. Fill the brackets and delete anything you don't actually need. The 40-60 word summary above the block is what candidates will see on job aggregators, so put your best hook there.

Marketing Coordinator, [City / Remote]

About [Company]
[1-2 sentence company description. What you sell, who buys it, why the role matters right now.]

The Role
You'll own the tactical execution behind every campaign the team ships, editorial calendar, asset traffic between design and copy, launch checklists, and the weekly performance report. You'll report to [Marketing Manager / Head of Marketing] and coordinate work across [designers, freelance writers, paid-media consultant].

This is not a strategy role. You will not set budgets or pick channels. You will make sure the work happens on time, on brand, and hits the right inbox, feed, or SERP.

What You'll Do

• Own the marketing calendar in [Asana / Trello / Notion] and drive weekly stand-ups
• Traffic creative assets between designers, writers, and channel owners
• Support paid, organic, email, and lifecycle campaigns end-to-end (briefing, QA, launch, wrap)
• Pull weekly reporting from [Google Analytics, HubSpot, Meta Ads Manager]; flag anomalies
• Manage vendor and agency logistics (POs, timelines, deliverable QA)
• Keep the brand-asset library, UTM taxonomy, and campaign wiki current

What You Bring

• 1-3 years in a marketing, operations, or agency-adjacent role
• Fluent in a project-management tool ([Asana / Trello / Notion / ClickUp])
• Comfortable in a spreadsheet, pivot tables, VLOOKUPs, basic funnel math
• Clear written communication; you can write a launch brief a designer will actually read
• Bias toward finishing over polishing; you close loops

Nice to Have

• Hands-on exposure to [HubSpot / Marketo / Klaviyo / Braze]
• Basic Figma or Canva chops for quick edits
• Familiarity with SQL, Looker, or one BI tool
• Experience at a $2-50M revenue company (your stage)

Compensation & Logistics

• $52,000, $68,000 base + [equity / bonus / benefits summary]
• [Remote / hybrid / on-site in city]
• Reports to: [Name, Title]
• Start date: [target]

How to Apply
Send your resume and a short note on the last campaign you helped ship (what your specific role was, what went right, what you'd redo).

Two edits before you post: strip anything you can't actually give (a coordinator you're paying $48K should not be promised "unlimited PTO to work with the C-suite on strategy"), and add one real detail about your team so the JD doesn't read like every other listing on Indeed.

Core Marketing Coordinator Duties and Responsibilities

The four core duties of a marketing coordinator are calendar and project management, creative asset coordination, campaign execution support, and weekly reporting. Everything else the role gets asked to do is either an extension of one of these four, or it's scope creep dressed up as ownership. Get the four pillars right and the role scales.

1. Marketing calendar and project management. The coordinator owns the master calendar, what ships when, who owns what, when the brief is due. In practice, that means running weekly stand-ups, updating the Asana board, chasing missing briefs, and being the person a designer pings to ask "is this campaign still live Thursday?" One coordinator MarketerHire placed at a $12M DTC brand cut the team's blown launch dates from 40% to 5% inside a quarter, purely by owning the calendar with real deadlines instead of aspirations.

2. Creative asset coordination. Every campaign needs copy, design, and channel-native versions (Meta 1:1, LinkedIn 4:5, email header, blog hero, and so on). The coordinator briefs designers and writers, tracks revisions, QAs the final files against the brand guide, and drops them into the right folders with the right naming conventions. If your designer is asking "which version is final?" more than once a week, your coordinator is missing.

3. Campaign execution support. For paid, organic, email, and lifecycle campaigns, the coordinator handles logistics end-to-end: briefing the specialist, QA-ing the setup (UTMs, tracking pixels, audience selects), pushing the launch button when scheduled, and running the wrap report. They don't decide which channel to run or how to allocate spend, that's the manager's call, but they make sure what got decided actually happens.

4. Reporting and analytics. Weekly and monthly pulls from Google Analytics, HubSpot, Meta Ads Manager, and whatever BI tool your team runs on. The coordinator flags anomalies (a 40% drop in email open rate, a paid campaign underspending), maintains the UTM taxonomy so attribution stays clean, and preps the dashboard the manager takes into the exec review. Not analysis, data cleanliness and pattern-flagging.

A useful test: if the work needs a decision, it's not a coordinator task. If the work needs someone to make sure the decision happens on time and to spec, it is.

What a Marketing Coordinator Should NOT Own

A coordinator should not own paid-media budget decisions, brand or channel strategy, hiring, or revenue targets. Handing any of these to someone with 0-3 years of experience will either burn budget or burn out your hire, usually both. This is where most first-time marketing managers get the role wrong.

• Paid-media budget allocation. Deciding "shift $8K from Meta to LinkedIn" requires channel-level P&L instinct. A coordinator can execute the shift, monitor the pacing, and flag the underperforming ad set. They cannot make the call. Give this to a manager, a specialist, or a fractional paid-media expert.

• Brand or channel strategy. "Should you start a podcast?" is not a coordinator question. If nobody senior on your team has an opinion, don't outsource the opinion to your most junior hire. Bring in a fractional CMO for a strategy sprint instead.

• Hiring or managing agencies as a peer. Coordinators can handle agency logistics, POs, timelines, deliverable QA. They should not be the person negotiating scope, evaluating agency fit, or firing an underperforming vendor. The power asymmetry burns them and lets the agency skate.

• Revenue targets. A coordinator carrying a revenue quota is a coordinator who's been mislabeled as a growth marketer. If you need someone accountable to a pipeline number, hire for that, the freelance vs agency vs FTE breakdown covers the right shape.

When misplaced ownership shows up, the coordinator usually quits within 9 months. That churn costs you the ramp investment and often the calendar sanity you hired them to protect.

Marketing Coordinator Salary (2026 Data)

Marketing coordinators in the US earn $48,000, $68,000 base in 2026, with total comp landing $52,000, $78,000 once you add bonus and equity. Salary skews higher in coastal metros (SF, NYC, Boston) and lower in remote-first setups pulling from broader talent pools. Data below pulls from the U.S. Bureau of Labor Statistics, Glassdoor, and Payscale.

Total-comp notes: at Series A, B startups, expect 0.02-0.10% equity on top of base. At bootstrapped SMBs, expect a small performance bonus (5-10% of base) tied to campaign-launch cadence and calendar accuracy, not revenue. Benefits parity (health, PTO, 401k match) generally matches whatever the rest of the team gets.

The trap: paying at the top of the band without adjusting the JD. If you post an $80K "marketing coordinator" role, you'll get manager-level candidates who quit in six months when they realize they're not driving strategy. If the work is coordinator work, price it as coordinator work. If the work needs a manager, rewrite the JD, see what a marketing manager does before you post.

Skills That Signal Promotion Potential

Promotion-track marketing coordinators show four behaviors: they close loops without being chased, they translate data into a next action, they earn cross-functional trust, and they run experiments inside their own scope. These are observable inside the first 90 days if you know what to watch for. Resume skills like "detail-oriented" and "team player" tell you nothing.

• Closes loops without prompting. Every project has a moment where a designer, writer, or vendor goes quiet. The coordinator who chases without being told to, and updates the calendar the same day, is showing manager instinct. The one who waits for stand-up is showing task-worker instinct.

• Turns data into a proposal. After a weekly report, the coordinator either says "email open rate dropped 12%" (report) or "email open rate dropped 12%, I'd re-run subject-line tests on the top three flows next week, want me to draft the brief?" (proposal). The second sentence is what a manager sounds like.

• Earns trust from designers and specialists. When your designer or paid-media buyer asks specifically for the coordinator to brief the next campaign, that's a signal. Bad coordinators are avoided. Promotable ones become the person the specialists actually want to work with.

• Runs micro-experiments inside their own scope. A coordinator who cleans up UTM taxonomy, then A/B tests two subject-line formats, then documents which folder structure cut asset lookup time, that's someone building manager reps on the job. They don't need permission to experiment inside process.

• Writes clearly under time pressure. The launch brief that a designer, media buyer, and freelance writer can all execute from without follow-up questions is a rare skill. Watch for it.

90-Day Ramp Plan for a New Marketing Coordinator

A realistic 90-day ramp for a marketing coordinator moves from observation (weeks 1-4) to owning process (weeks 5-8) to proposing improvements (weeks 9-12). Skipping stages produces either an anxious hire who owns nothing or an overconfident hire who breaks your calendar. Manager check-ins weekly for the first month, then biweekly.

The two most common ramp failures: the manager doesn't hand off calendar ownership by week 5 (coordinator stays a shadow), or the coordinator gets pulled into a "quick project" outside the four core duties in week 3 and never recovers. Protect the ramp, you'll pay for it later either way.

Two anchors to include on your side: a written role scorecard the coordinator sees on day one, and a documented list of things you promise you won't ask them to own (paid budget, strategy, hiring). Both save the working relationship at month five when scope pressure builds.

When to Hire a Coordinator vs a Manager vs a Fractional Marketer

Hire a coordinator when your problem is execution reliability, a manager when your problem is missing marketing leadership on your team, and a fractional marketer when your problem is strategy without headcount budget. Getting the level wrong is the single most expensive first-marketing-hire mistake, worse than picking the wrong channel focus, because the wrong level burns 9-12 months.

If you're not sure which shape you need, benchmark the whole stack, coordinator, manager, specialist, fractional CMO, for your stage and industry before you post any JD. If strategy is genuinely the gap, look at startup marketing team structure and consider a fractional CMO engagement for a quarter before you commit to a full-time coordinator. Coordinators are amplifiers, they scale a plan that already exists. They don't create the plan.

The Right Level for the Work You Actually Need

Coordinators fix execution problems. They don't fix strategy problems, budget problems, or leadership problems, and asking them to will cost you the hire. If you're staring at the JD template and something feels off, the fix isn't a stronger coordinator. It's picking the right role for the gap, then benchmarking the cost before you post.

Start with the calculator. Get the shape of the whole team right, coordinator, manager, specialist, fractional CMO, for your stage and industry. Then hire the layer you're actually missing.