Key Responsibilities and Required Skills for Job Posting Manager Assistant

🎯 Role Definition

The Job Posting Manager Assistant is a tactical member of the recruiting or talent acquisition team responsible for the end-to-end lifecycle of job postings: drafting SEO-optimized job descriptions, administering postings in the ATS and external job boards, tracking posting performance, ensuring compliance and inclusion in copy, and coordinating with hiring managers and recruiting coordinators to maintain candidate flow and employer brand consistency. This role supports scaling recruitment marketing efforts and improves quality-of-hire through continuous posting optimization and data-driven recommendations.

📈 Career Progression

Typical Career Path

Entry Point From:

Recruiting Coordinator
Talent Acquisition Administrator
HR Assistant with recruiting exposure

Advancement To:

Job Posting Manager / Recruitment Marketing Specialist
Senior Recruiting Coordinator
Talent Acquisition Operations Analyst

Lateral Moves:

Employer Brand Coordinator
Sourcing Specialist
HRIS / ATS Specialist

Core Responsibilities

Primary Functions

Draft, edit, and optimize 30+ SEO-focused job descriptions per month to improve visibility on search engines and job boards (including Google for Jobs), ensuring keywords, structure and metadata align with employer branding and role requirements.
Publish and manage job postings across the corporate ATS and external channels (LinkedIn, Indeed, Glassdoor, niche job boards), maintaining accurate requisition statuses, posting dates, and expiration rules to maximize candidate flow.
Configure and maintain job templates, job families, and standardized job description libraries in the ATS to accelerate requisition creation and maintain consistency across departments.
Perform keyword research and apply recruitment SEO best practices (title optimization, skills keywords, location signals, and concise job summaries) to increase organic traffic and improve match quality.
Coordinate with hiring managers and recruiters to translate job briefs into clear, legally compliant job descriptions that reflect required skills, responsibilities, and career progression opportunities.
Maintain posting calendars and prioritize postings by role urgency, volume hiring needs, and diversity hiring goals to align with weekly requisition targets and hiring roadmaps.
Monitor posting performance KPIs (views, apply rate, source-of-hire, cost-per-applicant) using ATS and job board analytics; prepare weekly and monthly performance reports and actionable recommendations for optimization.
Implement A/B tests on job titles, summaries and call-to-action elements to determine highest-converting posting formats and improve apply rates.
Manage job distribution feeds, XML integrations and paid job campaigns, coordinating with recruitment marketing or external vendors to optimize spend and channel mix.
Ensure all job content adheres to legal and compliance requirements (EEO statements, reasonable accommodation copy, accessibility guidelines) and partner with legal/HRBP when necessary.
Maintain job posting metadata and tracking parameters (UTM codes) for cross-channel analytics and to support attribution of candidate sources in the ATS and marketing tools.
Update and maintain career site content and job board landing pages in partnership with web/marketing teams to reflect current openings and improve candidate UX and conversion.
Troubleshoot posting issues in the ATS and liaise with vendor support for rapid resolution of posting failures, parsing errors or integrations outages.
Support diversity, equity and inclusion (DEI) initiatives by auditing job descriptions for biased language, recommending inclusive phrasing, and promoting diverse candidate outreach in posting strategies.
Train and support recruiters and hiring managers on job posting best practices, how to request and approve posts, and how to use ATS job creation tools effectively.
Manage candidate communications related to job postings (auto-replies, status updates, job alerts) to ensure timely, consistent messaging and a positive candidate experience.
Maintain accurate requisition documentation and posting audit logs to support recruitment audits, compliance reviews and workforce planning.
Curate and maintain a bank of role-specific FAQs, interview guides and job preview content to include in postings or career pages to set clear candidate expectations and reduce time-to-hire.
Analyze historical posting performance and time-to-fill by role and location to inform proactive re-posting strategies and seasonal hiring plans.
Collaborate with sourcing teams to align passive outreach messaging with active job posting copy so that employer brand and role value prop are consistent across channels.
Liaise with compensation and HR business partners to ensure job level, salary range and benefits information included in postings are accurate and up-to-date.
Manage paid job advertising budget for sponsored posts, boosting strategies and targeted job ads, tracking ROI and reallocating spend based on performance data.
Create and maintain escalation procedures for high-volume or priority hiring events, coordinating cross-functional resources to ensure postings are distributed rapidly and effectively.
Monitor competitor job postings and market trends to adjust posting strategies and highlight unique employer value propositions that improve candidate attraction.
Support implementation of automation and workflow enhancements (posting templates, approval routing) to reduce manual steps for recruiters and accelerate posting time-to-live.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis.
Contribute to the organization's data strategy and roadmap.
Collaborate with business units to translate data needs into engineering requirements.
Participate in sprint planning and agile ceremonies within the data engineering team.
Assist in building dashboards and visualizations that track job posting funnel metrics and source performance for stakeholders.
Periodically audit ATS taxonomy (locations, departments, job codes) to ensure clean data and consistent reporting.
Coordinate with learning and development to capture career path language for inclusion in senior-level postings.
Help maintain candidate pipelining campaigns tied to recurring job openings or high-turnover roles.

Required Skills & Competencies

Hard Skills (Technical)

Applicant Tracking Systems (ATS) administration: experience with Workday, iCIMS, Greenhouse, Lever or SmartRecruiters for posting, requisition management and reporting.
Job board platforms & distribution networks: hands-on experience publishing to LinkedIn Recruiter/Jobs, Indeed, Glassdoor, ZipRecruiter and niche industry boards.
Recruitment SEO and copywriting: keyword research, job title optimization, and crafting clear role summaries that improve search visibility and apply rates.
Data analysis & reporting: proficiency with Excel (pivot tables, VLOOKUP/XLOOKUP), Google Sheets, and basic experience with BI tools (Tableau, Power BI, Looker) to monitor posting KPIs.
ATS integrations & feed management: understanding of XML/CSV feeds, job distribution APIs and UTM tagging for source attribution.
Paid job advertising: setting up and optimizing sponsored job campaigns, budget monitoring, and ROI analysis.
Compliance & EEO knowledge: familiarity with equal employment opportunity statements, disability accommodation language and regional posting requirements.
Content management & CMS skills: experience updating career sites and job landing pages using CMS tools (Contentful, WordPress, or internal platforms).
A/B testing and experimentation: designing and analyzing experiments to improve job posting performance and conversion.
Basic HTML/CSS for formatting job detail pages and resolving common rendering issues across job board parsers.

Soft Skills

Strong written communication and editing skills with an emphasis on clarity, inclusivity and employer brand voice.
Attention to detail and strong organizational skills to manage high-volume posting calendars and complex requisition lifecycles.
Stakeholder management: ability to collaborate with recruiters, hiring managers, HRBPs and marketing teams to align priorities.
Data-driven mindset with curiosity to surface insights and iterate on posting strategies.
Prioritization and time management skills to handle urgent reposts, high-volume roles and simultaneous campaigns.
Problem-solving and troubleshooting orientation when dealing with ATS issues, parsing errors or vendor escalations.
Adaptability to evolving recruitment technologies, market trends and shifting hiring priorities.
Collaboration and teamwork skills, especially when coordinating cross-functional posting and sourcing campaigns.
Customer service mindset toward candidates and internal hiring teams to maintain a positive hiring experience.
Confidentiality and discretion when handling sensitive compensation and candidate information.

Education & Experience

Educational Background

Minimum Education:

Associate degree or equivalent experience in Human Resources, Communications, Marketing, Information Systems, or a related field.

Preferred Education:

Bachelor’s degree in Human Resources, Marketing, Communications, Business Administration, Information Systems or related discipline.

Relevant Fields of Study:

Human Resources Management
Marketing or Communications
Information Systems / Computer Science
Business Administration
Data Analytics

Experience Requirements

Typical Experience Range: 1–4 years of experience in recruiting operations, recruitment marketing, ATS administration, or talent acquisition coordination.

Preferred:

2+ years working directly with an ATS and job board platforms; demonstrated experience optimizing job postings for SEO and conversion.
Experience in high-volume or campus hiring environments, or exposure to cross-functional recruitment marketing campaigns.
Familiarity with diversity hiring best practices and employer branding initiatives.