How to Write a Social Media Coordinator Job Description That Attracts Top Talent

Hiring a Social Media Coordinator isn’t just about finding someone who can craft clever captions and schedule social media posts. It’s about bringing in a strategic communicator who can engage audiences and drive measurable results. And that starts with a strong job description.

A vague or poorly written job description can set you up for hiring failure. Here’s why:

• Too generic? You’ll attract candidates who know social media exists but don’t necessarily know how to leverage it for brand growth.
• Too overloaded? Listing every possible marketing task under one role will scare off top talent (because who wants a job where they’re expected to do everything?).
• Too vague on qualifications? You’ll waste hours sorting through applications from people who aren’t even close to what you need.

These common mistakes don’t just delay hiring—they also lead to bad hires who may struggle to meet expectations. A well-crafted job description, on the other hand, ensures you attract the right candidates from the start.

Why a strong job description matters

A Social Media Coordinator job description isn’t just a list of tasks. It’s your first filter to find someone who understands both the creative and strategic side of social media.

It directly impacts who applies, how well they fit the role, and ultimately, your brand’s social media success. When done right, it attracts marketers proficient in engagement, content strategy, and performance analytics. And a weak one? It leads to missed expectations, bad hires, and months of lost momentum.

Here’s where many go wrong:

• Fluff over function: “Looking for a social media rockstar to create viral content!”—but what does that actually mean? Without clear deliverables (e.g., “Increase engagement rate by 20% in six months”), your JD attracts candidates who love the idea of social media but lack strategic experience.
• Unrealistic expectations: Expecting a coordinator to own strategy, content creation, community management, and paid ads is a fast track to hiring someone overwhelmed—or someone who fakes expertise in areas they don’t actually know.
• Missing the “why”: Great social media candidates want to know your brand’s mission, goals, and unique approach to marketing. If your JD feels generic, the best candidates will scroll past it for companies that provide a clearer vision.

Even with a meticulously crafted job description, the hiring process can be time-consuming. Reviewing applications, conducting interviews, avoiding unsuitable hires—too many factors can delay your marketing objectives.

To expedite this process, consider partnering with platforms like MarketerHire, which connects you with pre-vetted social media experts within 48 hours. For example, Get The Referral, a SaaS company, enhanced its marketing efforts by collaborating with MarketerHire. They onboarded an Expert Assistant who streamlined their marketing processes, reducing delivery times by 75% and activating new revenue streams.

Common social media coordinator job description mistakes to address

If you’ve struggled to find the right hire, chances are your job description could use some fine-tuning. Here are two common mistakes that trip up hiring social media managers and how to fix them.

1. Expecting one person to do it all (or too little)

Some job descriptions read like a wish list for an entire marketing team. Think: content creation, paid media, influencer management, customer support, analytics, community engagement, and driving direct sales. Others are too rigid, reducing the role to mechanical posting with little room for creativity or strategy.

Here’s an example of a job description that’s trying to do way too much:

“Manage all social media channels, create daily content, run paid social campaigns, track analytics, engage with influencers, handle community management, and drive sales through social media.”

Why it’s a problem: This isn’t a coordinator role—it’s five jobs crammed into one. A generalist might apply, but they’ll likely be overwhelmed, underperform, or leave when they realize the expectations are unreasonable.

On the flip side, here’s a job description that’s too limiting:

“Post daily on Instagram and Facebook according to a set schedule.”

Why it’s a problem: This treats the role like an assembly line for social posts rather than a strategic position that contributes to brand growth.

To avoid these issues, define the key responsibilities while leaving room for strategic input and creative problem-solving. This keeps the role focused while allowing for initiative and growth. Like so:

“Develop and implement content strategies tailored for each platform, engage with followers to build community, and analyze performance to refine future efforts.”

2. Leaving out success metrics

Many job descriptions list tasks but don’t define what success looks like. “Manage the company’s social media presence” sounds important, but how do you measure whether someone is doing it well?

A vague job description might say: “Ensure consistent posting across all platforms.”

Why it’s a problem: This tells the candidate what to do but not why it matters. You might end up with someone who’s great at checking boxes but doesn’t move the needle on engagement or conversions.

To fix this, you should set clear, measurable goals that align with your business objectives. For example, “Increase engagement rate by 15% over six months by optimizing content, testing new formats, and fostering community interaction.” Now, candidates understand what’s expected and how their performance will be evaluated.

Core components of a social media coordinator job description

Here’s what your Social Media Coordinator job description needs to include:

1. Job title

Keep it simple and clear. Titles like “Social Media Guru” or “Digital Engagement Ninja” might seem fun but won’t attract serious candidates. Stick to “Social Media Coordinator” to set clear expectations and ensure your job post is discoverable in search.

2. Job summary

This section should answer: Why does this role matter? What impact will this person have?

Example:
"We’re looking for a data-driven Social Media Coordinator to grow our brand presence across key social platforms. You’ll create engaging content, foster community interactions, and track performance to refine strategy. Working closely with our content and marketing teams, you’ll ensure our messaging is consistent, creative, and optimized for growth."

3. Key responsibilities (Grouped by function for clarity)

• Content creation
  
  • Develop and schedule platform-specific content for Instagram, TikTok, LinkedIn, and Facebook.
  • Collaborate with designers and writers to create high-quality visual and written assets.
  • Write compelling captions that drive engagement and brand awareness.
• Engagement & community management
  
  • Respond to comments, DMs, and brand mentions in a timely and engaging manner.
  • Monitor trending conversations and actively participate in relevant discussions.
  • Implement social listening strategies to track audience sentiment.
• Analytics & performance tracking
  
  • Measure key social media metrics (engagement, reach, follower growth, etc.).
  • Use insights to refine content strategy and optimize post timing.
  • Prepare monthly reports summarizing social media performance.
• Collaboration & strategy
  
  • Work closely with the content and paid media teams to align organic and paid social strategies.
  • Assist in campaign planning and brainstorm new ways to boost engagement.
  • Stay up to date with platform updates, algorithm changes, and industry trends.

4. Skills and qualifications

• Required skills:
  
  • 1-3 years of experience managing social media for a brand or agency.
  • Strong writing skills with an ability to craft engaging, on-brand messaging.
  • Proficiency with social media management tools (e.g., Sprout Social, Hootsuite).
  • Basic understanding of social media analytics and reporting.
  • Experience using Canva or Adobe Creative Suite for content creation.
• Preferred skills:
  
  • Familiarity with social media advertising (Facebook Ads, TikTok Ads).
  • Video editing skills for Reels/TikTok content.
  • Experience in influencer collaboration or partnership outreach.

Note that even a clear job description can't prevent the influx of unqualified candidates. You may still find yourself sorting through applications from people who don’t have the right experience or social media manager skills—dragging out the hiring process and increasing the risk of a bad hire.

MarketerHire eliminates this pain point by connecting you with pre-vetted social media marketing experts. Instead of spending weeks screening candidates who don’t match your needs, you get access to social media professionals who have already been assessed for online marketing strategies, platform expertise, and growth-focused thinking.

Social media coordinator job description templates

Crafting a job description from scratch can be time-consuming, but relying on generic templates can backfire. To make your JD more effective, it should be tailored to your industry’s unique demands.

General social media coordinator job description template

Job Title: Social Media Coordinator

Job Summary:
We’re looking for a creative Social Media Coordinator to help manage and grow our brand’s presence across multiple social media platforms. You’ll be responsible for creating engaging content, fostering community engagement, and tracking performance metrics to optimize strategy. You’ll collaborate with cross-functional teams to align messaging and drive brand awareness.

Key responsibilities:

• Develop, schedule, and optimize content for Instagram, Facebook, LinkedIn, and TikTok.
• Monitor social media channels and engage with audiences by responding to comments, DMs, and brand mentions.
• Track and analyze performance metrics, adjusting strategies for better engagement.
• Collaborate with marketing, design, and content teams to ensure brand consistency.
• Stay informed on social media trends, platform updates, and emerging opportunities.

Skills and qualifications:

• 1-3 years of experience in social media management.
• Strong writing and storytelling skills.
• Proficiency in social media management tools (e.g., Sprout Social, Buffer).
• Basic analytics knowledge to track and report performance.

Industry-specific social media coordinator job descriptions

Each industry has different expectations for a talented Social Media Coordinator. Below are templates adapted for SaaS, eCommerce, startups, and agencies.

SaaS social media coordinator role job description

Key focus: Educating audiences, driving lead generation, and positioning the brand as an industry authority.

Responsibilities:

• Create and share thought leadership content to engage B2B audiences.
• Manage LinkedIn, Twitter (X), and YouTube for brand visibility.
• Work with product marketing to showcase use cases and customer success stories.
• Track lead generation and engagement metrics to optimize content strategy.

Ideal candidate:

• Experience in B2B or SaaS marketing.
• Understanding of LinkedIn and X for business engagement.
• Familiarity with CRM and marketing automation tools (e.g., HubSpot).

Ecommerce social media coordinator role job description

Key focus: Product promotion, influencer collaborations, and driving conversions.

Responsibilities:

• Plan and execute social campaigns to boost sales and engagement.
• Work with influencers and brand ambassadors to expand reach.
• Monitor customer feedback and anticipate future trends to adjust content strategy.
• Optimize Instagram and TikTok strategies to maximize conversions.

Ideal candidate:

• Experience in DTC ecommerce or retail brands.
• Proficiency in influencer outreach and affiliate partnerships.
• Familiarity with Shopify, Meta Ads, and UGC strategies.

Startup social media coordinator role job description

Key focus: Building brand awareness, growing an engaged community, and experimenting with new content formats.

Responsibilities:

• Develop creative and scrappy social strategies to boost visibility.
• Manage organic content across multiple platforms, testing new formats.
• Engage directly with customers and early adopters to drive loyalty.
• Work closely with founders to refine brand voice and messaging.

Ideal candidate:

• Comfortable in fast-paced, high-growth environments.
• Experience in brand-building and community management.
• Ability to pivot strategies based on rapid feedback and performance insights.

Agency social media coordinator role job description

Key focus: Managing multiple client accounts, reporting on performance, and ensuring content consistency across brands.

Responsibilities:

• Handle social media management for multiple client accounts.
• Create and schedule content that aligns with different brand voices.
• Report on engagement and social performance for each client.
• Coordinate with internal teams to align organic and paid efforts.

Ideal candidate:

• Experience in an agency setting managing multiple accounts.
• Strong organizational skills and ability to juggle multiple deadlines.
• Understanding of different industry audiences and brand personas.

Where job descriptions go wrong

Short answer: Genericity. Many companies rely on overly generic templates, leading to a flood of mismatched applicants. Here’s what typically goes wrong:

• Copy-pasting a broad JD that doesn’t reflect the actual responsibilities of the role.
• Failing to specify industry needs, making it unclear whether candidates need B2B, ecommerce, or agency experience.
• Using vague success metrics like “grow brand awareness” without defining KPIs like engagement rate improvements, lead generation, or follower growth.

Make your Social Media Coordinator job description specific to your industry. You should also highlight real expectations and clarify what success looks like.

KPIs and performance metrics

Your Social Media Manager isn’t just there to post—they need to drive real results. Clear performance metrics help you track success and course-correct when needed.

• Engagement growth: More likes, comments, shares, and saves mean content is resonating. If engagement is stagnant, something needs to change.
• Follower retention: Beyond just gaining followers, the Social Media Coordinator should keep them engaged and loyal.
• Content performance: A strong coordinator analyzes what works, adapts, and improves based on data, not guesswork.
• Response time: Fast, thoughtful interactions build community and strengthen brand perception.
• Traffic and conversions: Social should drive real business results, whether it’s website visits, sign-ups, or sales.

How to make your JD more attractive to candidates

The best social media professionals aren’t desperate for jobs. Instead, they’re choosing where to apply based on what excites them.

Here are some tips to help you create effective JDs:

1. Mention about your company culture

If your JD is all about duties with no mention of company culture, it feels transactional and uninspiring. And trust me when I tell you the best candidates want more than just a paycheck.

❌Bad:

We need a Social Media Coordinator to manage our platforms and drive engagement.

✅ Better:

Join a team that values creativity and innovation. At [Company Name], we don’t just post content—we spark conversations and build lasting relationships with our audience. If you love crafting compelling content, experimenting with trends, and making data-driven decisions, we would love to hear from you.

This makes the role feel like part of a larger mission, not just another task-driven job.

2. Use engaging, jargon-free language

A common mistake is writing job descriptions in corporate-speak that don’t resonate with the people you actually want to hire.

❌Bad:

The ideal candidate possesses a proven track record of executing omnichannel engagement strategies with demonstrable ROI.

✅ Better:

We’re looking for someone who knows how to create content people want to engage with. Think: a killer meme, a thought-provoking LinkedIn post, or a viral TikTok trend.

3. Include salary transparency

One of the biggest turn-offs for candidates is a JD that isn't transparent about pay. 

❌Bad: 

“Competitive salary based on experience.”

This is frustrating and vague. If you don’t list a salary range, you’ll lose great candidates who don’t want to waste time applying for a role that might not match their expectations.

✅ Fix it:

Salary: $55,000 - $65,000 + benefits, including flexible work hours and professional development stipends.

Salary transparency builds trust and helps filter out candidates who aren’t within your budget.

4. Make the JD inclusive and accessible

An overlooked reason why great candidates don’t apply? Exclusionary job descriptions.

• Excessive requirements: Many job descriptions ask for 5+ years of experience for an entry-level role, which immediately shrinks your talent pool.
• Gendered language: Words like “rockstar,” “dominant,” or “aggressive” can turn off female and nonbinary candidates.
• Unnecessary hard skills: Do they really need Photoshop skills? Or, is Canva fine?

✅ Fix it:

• Focus on must-have skills, not a wish list.
• Use gender-neutral language.
• Encourage applications from non-traditional backgrounds (e.g., “Experience managing a personal or brand social media account counts too!”).

Where JDs go wrong

One of the biggest mistakes in job descriptions is cramming too many responsibilities into one role. Something like: “You'll manage efforts across various social media platforms (organic and paid), create graphics, edit video, analyze reports, run influencer outreach, and handle customer service inquiries across all platforms.”

Notice how this makes the job sound overwhelming and unrealistic?

No Social Media Coordinator can do the work of an entire team. 

Focus on the core responsibilities, like creating engaging content and growing the audience. As for optional skills like experience with influencer partnerships or paid ads, you can list them as a bonus rather than a requirement. This keeps the role realistic and appealing, attracting stronger candidates.

Hire the right Social Media Coordinator through MarketerHire

Writing a solid job description is just the first step. Hiring the right Social Media Coordinator means looking beyond technical skills—you need someone who’s adaptable, creative, and thinks strategically. These qualities drive real results and keep your brand’s voice sharp. But spotting them in a sea of applications? That’s a time-consuming challenge.

MarketerHire makes it easier. They connect you with pre-vetted social media experts who’ve already proven their skills—both technical and strategic—so you get someone who fits your team and delivers results from day one. Here's what Karl Davitt, VP of Acquisition Marketing at Swyft Filings, has to say about his experience:

“Jake M. took our paid social campaigns and transitioned them to be more than 3X more profitable for us."

Check out MarketerHire and see how their expert-matching process works.