How to hire a media executive

How to hire a media executive, step by step

Here's a step-by-step media executive hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a media executive job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new media executive
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the media executive you need to hire. Certain media executive roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A media executive's background is also an important factor in determining whether they'll be a good fit for the position. For example, media executives from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of media executives.

   Type of Media Executive	Description	Hourly rate
   Media Executive	Advertising, promotions, and marketing managers plan programs to generate interest in products or services. They work with art directors, sales agents, and financial staff members.	$15-84
   Partner	A business partner is responsible for providing strategies and recommendations on how the business will operate, increasing its revenues while sharing profits. Business partners must have extensive knowledge of how the current market industry works to identify the best decisions for the business... Show more	$14-87
   Product Manager	A product manager is responsible for ensuring product development, providing the best marketing strategies, and effectively handling the sales and marketing team. Product managers' duties include monitoring the market trends and conditions, identifying business opportunities and plan initiatives, and collaborating the product launch process with the appropriate departments... Show more	$38-73

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Facebook
   • Instagram
   • Twitter
   • YouTube
   • Press Releases
   • Media Planning
   • SEO
   • ROI
   • UK
   • SEM
   • Linkedin
   • Target Audience
   • Market Research
   • Pinterest

   Check all skills

   Responsibilities:

   • Manage company website including photography of all images, update images and information as necessary.
   • Boost ads for certain target audiences on Facebook.
   • Prepare and deliver effective monthly reports to prove ROI.
   • Optimize user experience to increase registration and purchase by analyzing key performance indicators and A/B testing results to refine acquisition funnel.
   • Organize and run several events in the community to communicate company information.

3. Make a budget

   Including a salary range in your media executive job description is a great way to entice the best and brightest candidates. A media executive salary can vary based on several factors:

   • Location. For example, media executives' average salary in hawaii is 54% less than in massachusetts.
   • Seniority. Entry-level media executives earn 81% less than senior-level media executives.
   • Certifications. A media executive with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a media executive's salary.

   Average media executive salary

   $76,792yearly

   $36.92 hourly rate

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   Entry-level media executive salary

   $33,000 yearly salary

   Updated January 12, 2026

4. Writing a media executive job description

   A job description for a media executive role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a media executive job description:

   Media executive job description example

   Prevent Child Abuse Georgia (PCA Georgia) is housed in the Mark Chaffin Center for Healthy Development, School of Public Health and is seeking a Sponsor Funded Director of Communications & Media (GSU Title: Director, External Affairs and Marketing) who will be responsible for increasing PCA Georgia's reach and influence across all sectors of Georgians. Reporting to the Executive Director, the Director of Communications & Media improves public understanding, knowledge, acceptance of primary prevention tactics which ultimately influences a movement where Georgia families feel supported, connected, and children are nurtured within their families and communities. The successful candidate will be responsible for using a variety of communication channels to promote PCA Georgia's priorities and support the creation and implementation of a strategic communications plan. Candidate will be a strong writer, capable of conveying the impact of PCA Georgia's work in compelling narratives for all audiences, and consistent with PCA Georgia's brand.
   Duties include but are not limited to:
   
   Editor:
   Oversee development and design of internal and external publications Assist with proofing and editing of materials and documents as needed Ensure quality control of all publications and communications
   Content Creation and Execution:
   Develop written content for print, email, social media, and web to help stakeholders and community members understand complex issues and promote PCA Georgia's work and impact from primary and secondary child abuse prevention strategies Draft compelling narratives on the importance and relevance of PCA Georgia's work Spearhead digital development to maintain robust online presence via social media, email marketing, and other online campaigns Manage the agencies digital assets and tools, public relations, marketing communications, media relations, social media, special events activities in support of the agency's overall strategic plan. Create proposals for corporate sponsorship of events, write annual appeals, and other marketing/fundraising materials
   Media Relations:
   Develop media relations across the state and facilitate coverage of PCA Georgia's work Lead and manage media outreach and content to strengthen and build brand and visibility that highlights PCA Georgia's thought leadership and expertise as prevention experts Initiate and nurture strong relationships with writers, editors, bloggers, influencers, and other media reps to get organization featured in high-profile print, broadcast, and digital publications Act as communication liaison to key internal and external audiences Manage April's Child Abuse Prevention month's public awareness and impact campaign
   Marketing Strategy Leadership:
   Help define and articulate the vision for PCA Georgia Develop and lead an integrated branding, marketing, advertising, and communications strategy utilizing a full suite of digital marketing tools to achieve the goals and vision of child and family well-being social norms Serve as primary hub for PCA Georgia to ensure internal and external marketing activities align agency's branding and marketing strategy Develop measurable tracking methods for public relations, marketing and advertising campaigns. Track successes and internally publicize results Manage communications-related vendors
   
   Disclaimer:
   
   This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties.
   
   As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion the employee's direct supervisor.
   
   Qualifications:
   
   Minimum Hiring Standards (MHS) Bachelor's degree and six years of related supervisory/managerial experience; or a combination of education and related experience.
   
   Preferred Hiring Qualifications:
   
   A minimum of 5 years reporting/newsroom, public relations or similar experience Communications portfolio (digital and print) required Ability to understand the target audience for each message and effectively communicate to that audience while maintaining PCA Georgia's style, tone and brand Proficiency in Microsoft Office Suite, Adobe Creative Cloud (especially Photoshop, InDesign, Illustrator), Wordpress, and email marketing applications Strong command of AP grammar, style, copy-editing, and copywriting skills and the ability to produce content that is clean, accurate and "publications ready" Proven expertise using social media such as Twitter, Facebook, Instagram to enhance reporting and promote stories Demonstrated experience supervising people and projects Ability to lead multiple tasks at once, work independently, and as a team to achieve common goals Ability to exercise cultural and political sensitivity
   
   Additional Preferred Qualifications:
   
   Basic knowledge of roles played by local, state, and federal government Effective interpersonal skills and ability to work effectively with a wide range of constituencies Flexibility, high energy, and a strong team player Willingness to change tasks on short notice and pitch in on team projects when needed Proficiency working with data and able to generate polished graphics from spreadsheets is a plus
   
   Special Instructions:
   
   All applicants must submit an application and resume.Cover letters are strongly recommended.All final candidates will be asked to provide a list of three reference.
   
   Georgia State University is an Equal Opportunity Employer and does not discriminate against applicants due to race, ethnicity, gender, veteran status, or on the basis of disability or any other federal, state or local protected class.

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5. Post your job

   To find media executives for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any media executives they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level media executives with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your media executive job on Zippia to find and recruit media executive candidates who meet your exact specifications.
   • Use field-specific websites such as swipe files, exit five, marketinghire, american marketing association.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit media executives, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new media executive

   Once you have selected a candidate for the media executive position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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