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How to hire a senior media buyer

Senior media buyer hiring summary. Here are some key points about hiring senior media buyers in the United States:

  • HR departments typically spend 15% of their expenses on recruitment.
  • It usually takes about 12 weeks for a new employee to reach full productivity levels.
  • It typically takes 36-42 days to fill a job opening.
  • The median cost to hire a senior media buyer is $1,633.
  • Small businesses spend an average of $1,105 per senior media buyer on training each year, while large companies spend $658.
  • There are currently 7,443 senior media buyers in the US and 21,835 job openings.
  • New York, NY, has the highest demand for senior media buyers, with 4 job openings.
  • New York, NY has the highest concentration of senior media buyers.

How to hire a senior media buyer, step by step

To hire a senior media buyer, you need to identify the specific skills and experience you want in a candidate, allocate a budget for the position, and advertise the job opening to attract potential candidates. To hire a senior media buyer, you should follow these steps:

Here's a step-by-step senior media buyer hiring guide:

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

    First, determine the employments status of the senior media buyer you need to hire. Certain senior media buyer 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?

    A senior media buyer's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior media buyers 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.

    The following list breaks down different types of senior media buyers and their corresponding salaries.

    Type of Senior Media BuyerDescriptionHourly rate
    Senior Media BuyerBuyers and purchasing agents buy products and services for organizations to use or resell. They evaluate suppliers, negotiate contracts, and review the quality of products.$24-61
    Purchasing AgentA purchasing agent's general task is keeping purchase records and making sure that there won't be any discrepancies with the handling of orders. The purchasing agent should be responsible for the order processing and payment collection... Show more$17-34
    Contracts AdministratorContract administrators create and manage legal contracts from which the company participates. They ensure that all entities to the contract will accomplish their obligations, as indicated in the contract... Show more$16-37
  2. Create an ideal candidate profile

    Common skills:
    • Digital Marketing
    • Campaign Performance
    • Media Buying
    • ROI
    • Media Planning
    • Search Engine Marketing
    • Direct Response
    • Facebook
    • Cpm
    • CPA
    • Media Sales
    • CPC
    • Google Adwords
    • Media Research
    Check all skills
    Responsibilities:
    • Manage current media and allocate keyword buys to meet ROI targets while remaining within client's budget expectations.
    • Manage the implementation of essential MRO procurement initiatives to increase quality of technology while minimizing cost and timing.
    • Negotiate and manage purchase orders for mechanical, electrical and electronic commodities, as well as items fabricate per engineering specifications.
    • Analyze return on investment of media schedules on a quarterly basis using market specific Nielsen ratings.
    • Coordinate and deliver all aspects of social media for Briggs & Caldwell, including Facebook strategies and analysis.
    • Prioritize client s media dollars in relation to media outcome to ensure maximum return on investment (ROI).
  3. Make a budget

    Including a salary range in your senior media buyer job description is one of the best ways to attract top talent. A senior media buyer can vary based on:

    • Location. For example, senior media buyers' average salary in hawaii is 43% less than in washington.
    • Seniority. Entry-level senior media buyers 61% less than senior-level senior media buyers.
    • Certifications. A senior media buyer with certifications usually earns a higher salary.
    • Company. Working for an established firm or a new start-up company can make a big difference in a senior media buyer's salary.

    Average senior media buyer salary

    $81,054yearly

    $38.97 hourly rate

    Entry-level senior media buyer salary
    $50,000 yearly salary
    Updated December 30, 2025
  4. Writing a senior media buyer job description

    A senior media buyer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a senior media buyer job description:

    Senior media buyer job description example

    Job DescriptionSalary:

    Tombras, a 475+ person, full-service, national advertising agency with a digital mindset, is seeking a Sr. Media Buyer - Traditional/Broadcast.


    Where you’ll be working: Knoxville, Atlanta or remote. Relocation may be provided if relocating to Knoxville.


    The Sr. Media Buyer is responsible for executing all day-to-day traditional media buying and campaign management associated with assigned accounts. The Traditional Media Buyer primarily provides media planning and buying recommendations and works to ensure the buy is completed according to plan. They also serve as a resource that helps with problem-solving, both internally and externally, while maintaining successful vendor, client and cross-department relationships


    What you'll be doing:


    • Provide current market conditions and rate expectations, recommend day-part GRP goals by market, CPPs using SQAD, and collect research on target audience using MRI/Scarborough or other available resources, RFP vendors, request media kits, etc.
    • Responsible for the negotiation, purchase, execution and delivery of approved media plans including traditional media such as TV, Cable, Radio, Print, and Outdoor as well as some digital extensions in OTT/CTV and streaming audio in local spot markets.
    • Responsible for requesting avails for all types of media and downloading into Prisma/Ocean Media, projecting ratings, negotiating added value, scheduling, ordering, makegoods, etc.
    • Responsible for Actualizing all buys as follows: Purchased vs Goals, Actual vs Purchased; preferably in Lumina, minimally in an excel spreadsheet.
    • Keep track of all sent orders/revisions/cancellations. Ensure paperwork was received and returned with a signed copy and all electronic orders are confirmed.
    • Provide deadlines for materials and mechanical specs to client, internal team, creative and traffic department.
    • Evaluate Sponsorships/Partnerships as needed and provide a POV.
    • Check media contracts to ensure consistency across internal and external systems.
    • Reconcile all invoices in SBMS as well as resolve any billing discrepancies in NetSuite.
    • Report campaign performance including TV post buys, delivery/pacing, etc.
    • Pull competitive spending reports using Kantar and/or Numerator and compile competitive industry analyses with charts and graphs.
    • Build and maintain excellent Vendor/Publisher relationships.
    • Train and use media planning, research and buying tools like Prisma/Ocean Media, MRI, Scarborough, MarketMate, Media Mix, Lumina, Claritas Mapping Tool, DCM (Ad Server).
    • Follow all established agency and department processes.


    What you bring:


    • 5+ years of agency experience specific to traditional media (TV, radio, print and OOH) planning/buying with a working knowledge of CTV/OTT and streaming audio
    • Expert knowledge of Traditional Media tactics (Print, OOH, Radio, Television, etc.)
    • Bachelor's degree with relevant major and courses preferred
    • Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, etc.), plus Keynote
    • Experience with Google programs (Gmail, Docs, Sheets, Slides, etc.)
    • Experience with Strata and all its tools, such as Eleven, sTraffic, Billing, Reporting, etc.
    • Must have a proficient understanding of media measurements and their application


    Why you’ll want to work at Tombras:


    You’ll be joining one of the top independent agencies in North America. Connecting Data & Creativity for Business Results® is working for our clients and creating a flywheel affect fueling both client and agency growth. You’ll be a part of a highly creative agency that has been recognized by AdAge, Adweek, Communication Arts, Fast Company, Forbes and Fortune. Tombras was recently named a 2022 AdAge A-List Standout Agency.


    Tombras Benefits:


    • Family - It comes first, on every list. Tombras has been family-run since day 1, we strive to facilitate a family-oriented environment rooted in supporting one another.
    • Dog-friendly office(Knoxville)
    • Unlimited PTO
    • Generous parental leave for primary and non-primary caregivers.
    • Medical (PPO or High Deductible option) for employee + dependents
    • 401(k) Participation + 3% employer match
    • Employer-paid Dental & Vision
    • A company culture of promotions from within and an atmosphere allowing for varied and rapid career development.
    • New, Modern building in Downtown Knoxville/Buckhead in Atlanta, option to work remotely
    • Want more reasons to work at Tombras? Check out the latest Tombras News and Our Values.


    Tombras is proud to be an equal opportunity employer dedicated to pursuing and hiring a diverse workforce.


    This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice. Job may require traveling overnight, driving long distances as required and sitting for extended periods of time with occasional walking and standing and occasionally lifting or carrying articles weighing less than 10 pounds.


    Remote employees must be based in the United States.


    Tombras Offices and Locations: New York City, NY Charlotte, NC Atlanta, GA Washington, DC Knoxville, TN Nashville, TN


  5. Post your job

    To find the right senior media buyer for your business, consider trying out a few different recruiting strategies:

    • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
    • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with senior media buyers they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit senior media buyers who meet your education requirements.
    • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.
    Post your job online:
    • Post your senior media buyer job on Zippia to find and recruit senior media buyer candidates who meet your exact specifications.
    • Use field-specific websites.
    • Post a job on free websites.
  6. Interview candidates

    During your first interview to recruit senior media buyers, 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.

    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 senior media buyer

    Once you've selected the best senior media buyer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

    It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

    Once that's done, you can draft an onboarding schedule for the new senior media buyer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

  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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How much does it cost to hire a senior media buyer?

Before you start to hire senior media buyers, it pays to consider both the one-off costs like recruitment, job promotion, and onboarding, as well as the ongoing costs of an employee's salary and benefits. While most companies that hire senior media buyers pay close attention to the initial cost of hiring, ongoing costs are much more significant in the long run.

You can expect to pay around $81,054 per year for a senior media buyer, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for senior media buyers in the US typically range between $24 and $61 an hour.

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