Digital Marketing

Executive Job Description

for Recruitment Agencies 

Need someone to manage the digital side of your recruitment marketing? This job description and salary guide outlines what a great Digital Marketing Executive looks like, and whether building a team or outsourcing is the right move for your agency. 

What Does a Digital Marketing Executive Do in a Recruitment Agency? 

A Digital Marketing Executive plays a hands-on role in managing paid campaigns, improving your visibility online, and making sure your marketing spend delivers results. 


In a recruitment setting, this person helps connect your brand with candidates and clients through channels like Google Ads, SEO, and LinkedIn campaigns. Whether it’s driving traffic to job ads, generating leads for consultants, or improving your site’s ranking — they’re the one making it happen behind the scenes. ï»¿

Typical Responsibilities of a Digital Marketing Executive 

Most recruitment agencies have this role reporting into a Marketing Manager, Digital Lead, or even the Ops team depending on size. 



Common day-to-day responsibilities include: 


  • Setting up and managing Google Ads, LinkedIn Ads, and Meta campaigns 
  • Monitoring keyword performance and making SEO updates to improve rankings 
  • Supporting email campaigns and nurturing sequences to drive traffic and conversions 
  • Building and managing campaign dashboards using GA4, Looker Studio, or HubSpot 
  • Collaborating with the marketing and recruitment teams to align on messaging and goals 
  • Tracking lead quality and campaign ROI, adjusting budgets and bids accordingly 
  • Testing copy and creatives to optimise click-through and conversion rates 
  • Keeping on top of platform changes and algorithm updates 
What Makes a Great Digital Marketing Executive in Recruitment? 

To be successful as a Digital Marketing Executive, candidates generally need: 



  • Proven experience managing PPC campaigns and SEO activities 
  • Comfortable using SEMrush, Google Ads, GA4, and tracking tools like Tag Manager 
  • Ability to analyse data, spot patterns, and adjust strategy to hit KPIs 
  • Strong copywriting skills for short-form formats like ad headlines and landing pages 
  • Understanding of the recruitment lifecycle and how digital marketing supports placements and BD 
  • Experience with CMS platforms (like WordPress), CRM tools (HubSpot, Salesforce), and marketing automation platforms 
  • Bonus points for working in or alongside a recruitment agency 
Digital Marketing Executive Salary Guide 
Location Average Salary
UK (London) £29,245
Australia $74,194 plus super
NZ $71,160 NZD
Dubai AED 44,098
US $61,913 USD

*Salaries are based on Indeed data for marketing roles at time of publication 

Career Progression
  • Digital Campaign Manager 
  • SEO or Paid Media Specialist 
  • Digital Marketing Manager 
  • Head of Digital Marketing 
  • Performance Director ï»¿


Recruitment is a niche space. Platforms are always changing. And sometimes, hiring a generalist just doesn’t cut it. 

 

That’s where we come in. 

 

At Prominence, we offer a dedicated digital team that works exclusively with recruitment agencies. From SEO audits to full-funnel paid ad campaigns, we help recruitment businesses attract, convert and grow - without needing to hire and train internally. 



When you work with us, you get: 


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A ready-to-go team with paid media, SEO and reporting specialists

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Strategy, setup and optimisation all in one place - no juggling freelancers 

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People who understand recruiter KPIs and know how to drive client and candidate leads 

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Global experience with local knowledge across the UK, ANZ, UAE and US 

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Long-standing partnerships - many of our clients have been with us for 5+ years 

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Access to leading tools and platforms as a Google Partner and network member



So if you're ready to get serious about your digital marketing for recruitment, let’s chat and see what’s possible.



Q1. Do Digital Marketing Executives need recruitment experience? 

It’s not essential, but it speeds things up. Recruiters move fast - so understanding their KPIs and how candidates behave online makes a big difference. 


Q2. Can this be a freelance or contract role? 

Yes, although digital marketing works best with consistency. If you're looking for long-term optimisation and reliable results, outsourcing to a team that already knows recruitment might be more efficient. 


Q3. Which platforms should they be confident using? 

Google Ads, Meta Ads Manager, LinkedIn Campaign Manager, GA4, Looker Studio, and SEO tools like SEMrush or Ahrefs. Familiarity with recruitment CRMs and job boards is also helpful. ï»¿

Q4. What should we track to measure success? 

Cost per lead, return on ad spend, bounce rate, and form conversions are key. For SEO, look at organic traffic, keyword rankings, and goal completions. 


Q5. Is digital marketing different in recruitment? 

Yes. You’re not just selling a product - you’re balancing candidate attraction, client trust, and brand awareness. Messaging, timing, and targeting need to be spot on. 


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