Where to post marketing jobs for remote hires

Hiring a marketer is different from hiring a developer or a driver. Marketers search by specialty (SEO, email, paid social, product marketing), they judge employers by how clearly the post is written, and they usually apply to several roles at once. That favors channels where the audience is already marketing minded.

• A marketing focused board gives the most relevant applicants per dollar, with less noise from unrelated roles.
• A remote first board gives reach among people who only look at remote work.
• Your own careers page converts the people who find you through the other two.
• A large general site gives volume, but expect more unqualified applications to read.

Posting prices change, so check the current page before you pay. The figures below come from each company's own support page at the time of writing.

Large general sites publish prices in different ways (per click, per listing, by quote), so we do not quote a single number for them. Ask for a written quote and compare it with a cost per qualified applicant, not a cost per listing.

A general listing for an "SEO manager" competes with thousands of unrelated posts and attracts people who clicked on anything with a salary. On a marketing board the role sits beside other marketing roles, in a page for its specialty, and goes out in the daily alerts of candidates who set that specialty as a filter. A Featured listing on RemoteMarketer is pinned above other roles of its specialty and on the homepage list, and applications go to your own link or email with no fee per hire. See how it works on the post a marketing job page or read about the marketing job board.

1. Write a clear post first. Our marketing job advertisement template covers what remote marketers look for: real title, location rules, salary range and hiring steps.

2. Post on one marketing board and one remote first board for the same 30 days. That is about $600 for the two, and you can see which one sends better applicants.

3. Put the role on your own careers page the same day, so every referral lands somewhere that converts.

4. After two weeks, stop paying for the channel that sent fewer qualified applicants and extend the other.

5. Close the listing the day the role is filled. On a monthly plan you stop paying when you cancel, and the listing stays live until the paid period ends.

• Publish a salary range. Candidates filter by it, and in some states the law requires it.
• State exactly where people can live and be employed, and the time zone overlap you need.
• Say how many interview steps there are and whether a work sample is paid.
• Name the one outcome the person will own in six months.
• Link straight to the application, not to a page that asks candidates to create an account first.

Screening is the next cost after posting. If you expect hundreds of applications, an AI recruiter that screens and ranks candidates can cut the first pass, but a short work sample usually tells you more for a marketing role.

A marketing only board plus a remote first board is the best pair for a remote marketing role. The first brings relevant candidates, the second brings reach. Add your own careers page so every referral has somewhere to land, and drop the weaker channel after two weeks.