What Manchester Marketing Job Ads Get Right (and Wrong)

The Manchester marketing recruitment scene is booming, but are job adverts helping companies attract the right talent?

To find out, we reviewed 50 live marketing job adverts across the city, from start-ups to global agencies. We focused on structure, clarity, tone, inclusion, and overall candidate appeal.

Here’s what hiring teams are doing well, and where they are falling short, in the competitive world of Manchester marketing recruitment.

What We Looked At

• Job roles: Marketing Executive, Digital Marketing Manager, Social Media Manager, Content Strategist, SEO Specialist, PPC Executive
• Industries: Tech, e-commerce, finance, creative agencies, hospitality, education
• Sources: LinkedIn, Reed, company websites, local job boards

All of the ads were active in the Greater Manchester area and focused specifically on marketing roles.

What They’re Getting Right

1. Clear Job Titles

Nearly all of the adverts used plain, descriptive job titles like “Marketing Executive” or “PPC Manager”. This helps ensure they show up in job searches and that candidates understand what the role actually involves.

Tip: Avoid titles like “Marketing Guru” or “Digital Ninja”. These may sound creative, but they often turn off serious applicants and lower your visibility in search results.

2. Flexible and Hybrid Working is Common

Over 70 percent of adverts now mention either hybrid working or flexible hours. That is a major shift from a few years ago, and it reflects what candidates are actively looking for.

Advice: If you offer remote work, flexible hours, or a hybrid setup, lead with it. This can be a deal-breaker for many marketing professionals, particularly in the post-pandemic hiring landscape.

3. Mentioning Tools and Tech Stacks

Many companies now include the platforms and tools used within the role. Examples include HubSpot, Google Ads, GA4, Meta Ads Manager, Canva, and SEMrush.

This is helpful for candidates and shows that your business has a defined marketing infrastructure. It also helps you attract applicants who already have experience with the tools you use.

4. Better Descriptions of Company Culture

There is a positive trend toward describing real team culture rather than vague statements like “fun, fast-paced environment.” Some ads mention how teams collaborate, what the onboarding process looks like, or what values the company operates by.

Being specific about culture helps candidates imagine what working there would feel like, and improves alignment from day one.

What Needs Improvement

1. Salary Transparency is Still Rare

Only 16 of the 50 job adverts we reviewed included any kind of salary range.

This remains one of the most frustrating issues for candidates. Lack of clarity on salary wastes time, reduces trust, and puts you at a disadvantage in a competitive hiring market.

Even providing a broad salary band is better than none at all.

2. Overuse of Buzzwords

Many job adverts are filled with jargon and vague terms like “go-getter”, “results-driven”, or “wear many hats”. These do little to clarify the expectations of the role and often make it harder for candidates to assess fit.

Instead, use plain language. Be clear about what the person will actually be doing in the role.

3. Unrealistic Requirements

Too many roles, including junior and mid-level ones, had long lists of requirements. In several cases, ads asked for five or more years of experience for entry-level positions.

This discourages otherwise capable applicants, especially those who are changing careers or come from underrepresented backgrounds.

Aim to list three to five essential skills or qualifications. Additional experience can be mentioned as a bonus rather than a requirement.

4. Minimal Focus on Inclusion

Only 6 of the 50 adverts mentioned anything about diversity, equal opportunities, or inclusive hiring practices.

In a diverse city like Manchester, this is a major missed opportunity. Even a short statement about your commitment to inclusive hiring shows that your business is aware, respectful, and progressive.

Before You Post: Ask Yourself

• Would you apply for this role if you saw it online?
• Is the job title clear and easily searchable?
• Are you communicating the value of the role to the candidate?
• Are you being open about salary, flexibility, and tools?
• Does the language in the ad welcome a diverse group of applicants?

Final Thoughts

In the fast-paced world of Manchester marketing recruitment, small details in your job advert can make a huge difference. Candidates have more choice than ever before, and first impressions matter.

Clear, honest, and candidate-focused job adverts will not only help you attract better applicants, but also improve your employer reputation in the long term.

If you need support with hiring marketers in Manchester, from writing job specs to sourcing and screening talent, we’re here to help. Our team specialises in Manchester marketing recruitment, and we know what works.

Need help with your next marketing hire in Manchester? Let’s have a conversation.