How to hire a media planner

How to hire a media planner, step by step

Here's a step-by-step media planner 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 planner job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new media planner
• Step 8: Go through the hiring process checklist

What does a media planner do?

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1. Identify your hiring needs

   First, determine the employments status of the media planner you need to hire. Certain media planner 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

   You should also consider the ideal background you'd like them a media planner to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a media planner that fits the bill.

   This list presents media planner salaries for various positions.

   Type of Media Planner	Description	Hourly rate
   Media Planner	Public relations specialists create and maintain a favorable public image for the organization they represent. They design media releases to shape public perception of their organization and to increase awareness of its work and goals.	$23-33
   Communications Coordinator	A communications coordinator is responsible for overseeing the communications department's operations, developing the brand image, and monitoring press releases, company articles, and other related marketing materials for business promotion and visibility. Communications coordinators actively interact with existing and potential clients, negotiate contracts, and build profitable partnerships... Show more	$16-30
   Campaign Coordinator	A campaign coordinator is responsible for managing media campaigns and press communications for marketing efforts on business or other industry needs. Campaign coordinators perform administrative and clerical duties under the supervision of a campaign manager and develop event activities according to the campaign theme and requirements... Show more	$13-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Media Planning
   • PowerPoint
   • Campaign Performance
   • MRI
   • Digital Marketing
   • Nielsen
   • POVs
   • Media Research
   • TV
   • Client Facing
   • Math
   • Facebook
   • KPIs
   • Target Audience

   Check all skills

   Responsibilities:

   • Partner with programmatic buying team to manage DSP campaign and ensure tactics maintain maximum efficiency.
   • Lead monthly meetings with each AE to discuss key accounts and strategize for revenue growth.
   • Manage multiple inboxes handling numerous RFP inquiries from top tier clients while training new employees on processes.
   • Manage multiple million dollar budgets, budget analysis and reconciliations.
   • Manage MRI research system generating specific demographic information for media recommendations.
   • Experience with Comscore, Nielsen, Kantar & Mediamind.

   More media planner duties

3. Make a budget

   Including a salary range in the media planner job description is a good way to get more applicants. A media planner salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a media planner in Montana may be lower than in Washington, and an entry-level engineer typically earns less than a senior-level media planner. Additionally, a media planner with lots of experience in the field may command a higher salary as a result.

   Average media planner salary

   $58,044yearly

   $27.91 hourly rate

   ---

   Entry-level media planner salary

   $48,000 yearly salary

   Updated January 20, 2026

   Average media planner salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$66,398	$32
   2	Oregon	$66,150	$32
   3	Maryland	$65,112	$31
   4	New Jersey	$64,672	$31
   5	Minnesota	$63,956	$31
   6	California	$63,463	$31
   7	Colorado	$62,878	$30
   8	Virginia	$61,846	$30
   9	Texas	$60,863	$29
   10	New York	$58,361	$28
   11	Massachusetts	$57,573	$28
   12	Ohio	$56,004	$27
   13	Florida	$55,805	$27
   14	Pennsylvania	$54,413	$26
   15	Illinois	$54,246	$26
   16	North Carolina	$53,391	$26
   17	Nevada	$51,873	$25
   18	Alabama	$51,315	$25
   19	Missouri	$50,997	$25
   20	Georgia	$50,055	$24

   Average media planner salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	RPA	$86,033	$41.36
   2	TBWA Worldwide	$82,529	$39.68
   3	Fahlgren Mortine	$81,283	$39.08
   4	Wpp Us Holdings Inc	$79,308	$38.13	19
   5	Merkle	$77,285	$37.16
   6	Campbell-Ewald	$77,004	$37.02
   7	Crispin Porter + Bogusky	$73,681	$35.42
   8	Macy's	$70,777	$34.03	11
   9	Saatchi & Saatchi Advertising Worldwide Inc	$70,023	$33.66
   10	Arnold Worldwide	$70,002	$33.65
   11	Essence Global	$68,583	$32.97
   12	Quotient Technology	$66,027	$31.74
   13	Gillette	$65,061	$31.28
   14	Wunderman Thompson	$64,255	$30.89
   15	Expedia Group	$64,006	$30.77	1
   16	Thomson Reuters	$63,561	$30.56	1
   17	Wieden+Kennedy	$63,253	$30.41	1
   18	Caesars Entertainment	$62,924	$30.25	7
   19	Gray Television	$62,114	$29.86	149
   20	Razorfish	$61,586	$29.61

4. Writing a media planner job description

   A good media planner job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a media planner job description:

   Media planner job description example

   The Senior Media Planner is responsible for both digital and non-digital channels outside of Paid Search (PPC) and are the central point of contact for the internal and external clients/partners for assigned accounts. They are chiefly responsible for the development of the media schedule and reporting changes to the account team as well as fielding requests and consulting. They are responsible for the tactical oversight of the plan and, along with the Media Supervisor, developing and adjusting the strategy for the plan. Planners may manage Media Assistant's work to coordinate with production, billing departments as well as supplier partners to implement the schedule.
   
   The primary difference between a Media Planner and Sr. Media Planner is experience, a higher level of independent function, and consistent handling of both digital and non-digital elements with equal ability.
   
   Functions and ResponsibilitiesCollect initial parameters Perform plan research (work with Media Coordinators to obtain audience behavior information,competitive activity) Coordinate with Media Supervisor to develop primary media objectives, strategies and frequency goals Investigate and select vehicles, create schedule to achieve goals Identify synergies between digital and non-digital non-personal selling advertising tactics and develop integrated plans Oversee and coordinate all schedule management functions. The Senior Planner may share in implementation duties should department bandwidth issues create need. Otherwise, Planners will delegate to and manage implementation tasks performed by the Media CoordinatorManage monthly client flowchart and budget summary updates for all digital media buys Key media liaison with account team and client Leader of all account team and client meetings, unless designated to Media SupervisorProvide media opportunities for schedule improvements, value-added service action steps Develop or review all key schedule reports, including actual vs. goal for budget, reach/frequency, KPIs, etc.Monitor competitive activity, create reports, forecasts and implication statements & oversee data collection and input Attend post-test research and report with findings/actions to be taken Review Metrics Reports and work with Media Supervisor to present results with actionable insights Attend industry events such as conventions, lunch and learns, workshops Share in meeting with supplier community and taking action/writing POVs where necessary Help educate account services on media best practices and new vehicles
   
   Planning skills3 or more years media planning and buying experience preferred Advanced knowledge of the MARS system, SRDS, or equivalent consumer planning systems preferred Working knowledge of primary industry research and resources in audience behaviors and vehicle performance (i.e. Google Analytics).Expertise in writing and presenting media plans to clients Advanced knowledge of the digital and non-digital publishing industry (preferably healthcare) Ability to implement a media plan (maintain schedule, coordinate with client or account team/ billing/production)
   
   Internal Agency SkillsDemonstrates command of the agency process Manages all internal processes efficiently and effectively, i.e. media estimates, job starts, client approvals Work effectively with all departments as a dedicated team player
   
   Personal Skills/AttributesBachelor's degree is preferred and/or equivalent job-related experience Demonstrates commitment/ positive attitude/ accountability Financial and time management skills Working knowledge of Word, Excel, PowerPoint (required) Takes ownership for projects Maintains high standards on all work Understands the importance of time commitments Demonstrates attention to detail Organizes people and processes effectively Avoids details “falling through the cracks”Demonstrates business writing/verbal and analytical skills, ie; able to write/express recommendations and comparative analyses as appropriateA sense of how to interact appropriately and effectively with publishing sales representatives Demonstrates problem solving including use of creative and alternative solutions with supporting logical rationale Interacts appropriately and effectively with client to earn and maintain trust
   
   Since our beginning in 1981, AbelsonTaylor has remained singularly focused on brands that help people live healthier lives. We don't design for sneakers, or beer, or cars. We are 100% focused on and passionate about health and wellness.
   
   At AbelsonTaylor, we are focused on the vital goal of building a diverse and inclusive workforce and creating an environment where different people with unique skill sets and diverse backgrounds can work together toward a common goal. After all, when the products you sell are ideas, strategies and relationships, your most important asset is your people!
   
   And we are Passionate about our People. It says so right in our Values, along with Cherish Creativity, Fearlessly Independent, Always Curious, and Teamwork. All of which support our Vision: Be the most sought after Health and Wellness agency.
   We are committed to providing reasonable accommodation to all applicants who require additional accessibility to this process, please note in your application if you require additional assistance.

   Copy this example

   

5. Post your job

   To find media planners 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 planners they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level media planners 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 planner job on Zippia to find and recruit media planner candidates who meet your exact specifications.
   • Use field-specific websites such as pr news job board, pr council, prsa job center, hoojobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit media planners, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   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 planner

   Once you've found the media planner candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new media planner. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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