Digital Marketing Manager Job Description

Key skills

Responsibilities

• • Develop and own the digital marketing roadmap aligned to quarterly pipeline targets
• • Plan, launch, and optimise paid campaigns across search, social, and display channels
• • Manage marketing automation workflows, lead scoring, and email nurture programmes
• • Partner with content and design to brief and deliver campaign assets on time
• • Own the analytics stack — build dashboards, report on KPIs, and surface actionable insights
• • Run continuous CRO experiments on landing pages and key conversion funnels
• • Manage and reconcile the digital marketing budget monthly
• • Stay current on platform algorithm changes and emerging channel opportunities

Requirements

• • 4+ years of digital marketing experience with hands-on campaign management
• • Demonstrable track record of hitting pipeline or revenue targets through digital channels
• • Proficiency managing significant paid media budgets with positive ROAS
• • Strong command of GA4 or comparable analytics platforms
• • Experience with at least one marketing automation platform
• • Solid understanding of the full B2B or B2C buyer journey

Nice to have

• • Experience managing a small team of specialists or agencies
• • Familiarity with programmatic advertising or ABM platforms
• • Google Ads or Meta Blueprint certification
• • Hands-on experience owning marketing-qualified-lead targets shared with a sales team
• • Familiarity with server-side tracking and cookieless measurement approaches

What to look for in a great Digital Marketing Manager

The strongest candidates arrive with a portfolio of campaigns they can walk through end-to-end: the hypothesis, the budget, the execution, the results, and — critically — what they changed when results were not good enough. Be wary of candidates who only discuss vanity metrics like impressions and followers. You want someone who connects every campaign to pipeline and revenue, can explain attribution limitations honestly, and has personally operated inside the platforms rather than merely directing agency partners to do so.

Where to source Digital Marketing Manager candidates

Marketing-specific job boards, LinkedIn, and specialist recruiters who focus on digital and growth roles are the primary channels. Strong candidates often emerge from in-house roles at companies whose product and audience are adjacent to yours — they arrive with relevant benchmarks. Digital agency account managers and team leads can bring broad channel exposure but may need support transitioning to in-house ownership accountability. Internal promotion from a strong specialist (paid, SEO, or email) who has grown into strategic thinking is often underutilised.

Interview questions to ask a Digital Marketing Manager

Ask them to walk through a campaign that underperformed and what they did about it — this is more revealing than a success story. Follow with 'How do you decide which channels to invest in when budget is limited?' to test strategic prioritisation. Ask 'How do you attribute revenue across touchpoints in your current stack?' to gauge analytical maturity. Finish with a scenario: 'You have 30 days to generate a meaningful uplift in demo requests — what is your plan?' You are evaluating speed of thinking as much as the plan itself.

Red flags when hiring a Digital Marketing Manager

A candidate who talks only about impressions and reach, never pipeline or revenue, is optimising for vanity. Be wary of people who cannot explain their attribution logic or who claim clean, provable ROI on every channel, because honest marketers admit measurement is messy. Watch for over-reliance on a single tactic, such as paid social, presented as a growth cure-all. If they cannot walk through a campaign that underperformed and what they changed, they may have never owned outcomes end to end. Jargon without numbers, and an inability to say what they would cut when a budget shrinks, both signal a manager who spends rather than invests. Finally, dismissiveness towards SEO or organic channels often reveals a short-term mindset.

How an ATS speeds up hiring a Digital Marketing Manager

Marketing roles attract high volume, much of it loosely matched, so filtering quickly matters. Pitch N Hire's ATS lets you post the role widely, then screen applicants against the specific channels and tools you actually use rather than a generic marketing label. Structured interview kits keep the panel focused on channel depth, analytics literacy, and budget judgment, with scorecards that compare candidates on the skills the role truly needs. Because a portfolio or campaign case study is central to this hire, keeping work samples, notes, and interviewer feedback in one pipeline makes the debrief far cleaner. Scheduling and automated reminders also keep momentum, which matters when strong marketers are usually weighing several offers at once.