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So you’ve got the attractive job description sorted, now it’s time to find the right person to fill it. But here’s the thing: the best candidates for remote marketing jobs aren’t always sitting on traditional job boards refreshing listings. They’re busy, in-demand and (often) not actively looking.
That means if you’re relying solely on LinkedIn or Indeed, you’re probably missing out.
This post walks through smarter, more targeted ways to find remote marketing talent in 2025, and how to avoid the noisy platforms that waste your time.
Think beyond the generic job board
Yes, job boards still matter. But most of the big ones are overcrowded, generalist and skewed towards active job seekers only. If you want candidates who are already succeeding in remote marketing roles, you need to go where they are, not just where they’re told to look.
Instead of casting a wide net, think about relevance and intent. Are you targeting someone who’s actively job hunting, passively open, or totally off the market? Different strategies work for different segments.
Use platforms built specifically for remote marketing roles
Let’s be honest, marketing is its own universe. And hiring remotely adds extra layers: time zones, async collaboration and a need for marketers who can manage themselves without constant oversight. Most job platforms just aren’t built for that.
That’s why Howard exists. It’s a free, easy-to-use hiring app designed specifically for remote marketing jobs. You can create an account in minutes, invite your team, post your roles and start getting matched with quality candidates. No spammy applications, no inbox chaos.
Howard handles the hard part by surfacing marketers who actually match your criteria around skills, salary and remote-readiness. You get a clean dashboard to review applicants, manage conversations and make decisions together with your team - all in one place.
Already have a job ad prepped? Here’s how to make it stand out: How to write a job description for remote marketing jobs →
Tap into niche communities and industry-specific networks
Some of the best candidates never look at job boards because they don’t have to. But they do spend time in professional communities. Try:
- Slack groups like Online Geniuses, Superpath or Demand Curve
- Marketing newsletters with job boards (e.g. GrowthMarketer, Stacked Marketer)
- Remote-first talent networks like We Work Remotely or Dynamite Jobs
When posting here, keep things short, honest and benefit-led. These aren’t job sites, they’re conversations.
Use LinkedIn (but do it smarter)
LinkedIn’s not useless, it’s just noisy. If you’re going to use it, treat it like outbound sales:
- Start with a tight search (e.g. “B2B SaaS content marketer” + “remote”)
- Check activity (who’s posting, commenting, active)
- Send personalised messages, not cookie-cutter InMails
- Mention salary fit if possible - it builds trust up front
If you’ve got a strong employer brand, don’t be afraid to post the role from a founder’s or hiring manager’s profile too. It feels more authentic.
And once you’re deep into the interview process, don’t forget to gut-check for warning signs. Here’s a breakdown of red flags to watch for when hiring remote marketers →, including communication pitfalls and cultural misalignments.
Don’t overlook internal and referral candidates
Before you go fishing in the open market, check your own network. Has anyone in the business worked with a brilliant freelancer recently? Do your team members know someone they’d vouch for?
Referrals can be especially valuable in remote teams, where trust and collaboration matter even more. Offer a small incentive if needed, even a simple gift card can go a long way.
Once the applications start rolling in, your next step is deciding who to move forward with. If you’re gearing up to interview, it helps to have a clear process. We’ve put together a guide on how to screen and interview for remote marketing roles to help with that.
Final tip: quality beats quantity, every time
It’s tempting to blast your job across every platform and wait for the CVs to roll in. But if you’re hiring for remote marketing jobs, a targeted, thoughtful approach will save you hours in screening and lead to better long-term hires.
Want the full playbook on writing the post, screening for fit and onboarding new hires? Don’t miss our full strategy: The Employer’s Guide to Hiring for Remote Marketing Jobs →
✅ Ready to meet candidates who actually match what you're looking for? Post your remote marketing job on Howard.
