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Hiring remotely opens you up to a much wider talent pool, but it also means you’re competing with companies around the world for the best people. And your job description? That’s your first impression. If it’s vague, bloated or sounds like it was written by AI on autopilot, great candidates will scroll on by.
This guide breaks down exactly how to write a remote marketing job description that not only stands out, but speaks directly to the kind of marketing talent you actually want to hire. (For the full hiring process, from writing the ad to onboarding remote hires, check out our upcoming guide: The Employer’s Guide to Hiring for Remote Marketing Jobs)
What makes a remote job description different?
Writing for a remote role isn’t just about swapping “office-based” for “work from home”. It means being crystal clear about expectations, communication styles, flexibility and support. The best candidates aren’t just looking for any job – they’re looking for a remote job that fits their lifestyle and their skills.
That’s why platforms like Howard keep job posts structured and focussed, helping employers provide the kind of info candidates actually care about. Here’s how to get it right.
Keep the job title clean and clear
Howard caps job titles at 45 characters, and for good reason. It stops things getting out of hand and helps your listing show up in searches.
Aim for:
- Accuracy over creativity
- No fluff (leave out “guru” or “wizard”)
- Seniority if it matters (e.g. “Senior SEO Manager”)
Good examples:
- Remote SEO Content Manager (B2B SaaS)
- Paid Social Specialist – Remote UK Only
Be precise about role type and pay
Every job on Howard clearly states whether it’s full-time or part-time, and includes a maximum salary. This helps set expectations and filters out mismatches before they happen.
While we don’t display the exact salary to candidates, we do use it behind the scenes to match applicants with roles that align with their expectations. It’s the best of both worlds - salary transparency for better matching, without publicising sensitive figures. Candidates only see whether a role meets or exceeds their target pay, which keeps the process private but purposeful.
Use short-form content to stay focussed
Instead of a long, rambling job description, Howard prompts employers to fill in four focussed fields, each capped at 800 characters:
- Job description – What’s the role all about?
- Role responsibilities – What will they be doing day to day?
- Must-have experience – What’s essential for the role?
- Nice-to-have experience – What’s a bonus, not a dealbreaker?
This structure forces clarity. It also gives job seekers a faster way to assess fit, and that means better applications for you. These limits keep your post focused and readable. In a competitive space like remote marketing jobs, that clarity gives you a real edge.
Not sure what to list under must-haves vs nice-to-haves? We've pulled together a guide on red flags to watch for when hiring remote marketers that will help you avoid common hiring mistakes before you post.
Include the right context about your company
Every listing on Howard includes key company info that helps candidates picture what they’re joining:
- Company size
- Location
- Website
- Short company bio
This matters, especially for remote roles where candidates can’t rely on “office vibes” to fill in the gaps. Use your bio to show what makes your culture stand out, not just what you do.
Write like a human, not a handbook
Your tone should reflect how you actually work. If you’re casual and collaborative, say so. If you’re structured and fast-paced, be honest about that too. Remote candidates are looking for the right culture fit, not just a job they can do in their pyjamas.
Sense check with someone on your team
Before you hit post, ask a marketer on your team: “Would you apply for this job?” If not, tweak until the answer is yes.
FAQs
Q: What is the optimal length for a remote job description?
A: Aim for 400–600 words total, broken into short, focused sections. Platforms like Howard use 800-character limits for key fields to help keep things clear and concise.
Q: Should I include salary in a remote marketing job post?
A: Yes. Including a maximum salary builds trust and filters out misaligned applicants. Transparency helps attract the right people faster.
Q: Can I use the same job description for remote and office-based roles?
A: Not really. Remote roles need extra clarity around communication, expectations and flexibility. Rewriting it for remote is worth the effort.
Hiring for remote marketing jobs is competitive, but if your job description is thoughtful, transparent and well-structured, you'll already be ahead of most.
✅ Ready to post your role? Here’s where to find the best remote marketing candidates in 2025.
