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Social Media Marketers

Hire a Dedicated Social Media Marketer

Hire a dedicated social media marketer for continuity across publishing schedules and active campaigns.
  • Vetted to create channel-specific content within your publishing calendar
  • Follows your brand guidelines, approvals, publishing tools, and workflow
  • Matched to support your organic, paid, or hybrid social campaign work
  • One marketer manages your channels. No shared queues or repeat briefs.
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Remote social media marketer in the Philippines ready for hire through 1840 & Company.
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Why Hire Dedicated Remote Social Media Marketers

Companies usually move to a dedicated social media marketer when publishing, response, and campaign work need consistent ownership.

Stop Freelancer Ghosting

Publishing gaps appear when freelancers leave mid-calendar or between campaigns. A dedicated marketer stays with the account and retains campaign context.

Avoid Time Zone Blind Spots

Working-hour overlap is set before candidates are shortlisted. The marketer can join approvals, campaign changes, and community escalations as they happen.

Own the Performance Loop

Reporting weakens when campaign planning and posting sit with different people. One marketer tracks engagement and platform performance across each cycle.

Multiply Content Across Channels

Usable content can remain unpublished across social channels. A dedicated marketer adapts each asset to the platform, format, and publishing schedule.
WHEN TO OUTSOURCE

When Do You Need a Full-Time Social Media Marketer?

Global workforce across 150 countries with finance, tech, sales, and support teams
Certain patterns appear consistently across our social media marketer placements. When one or more of these situations becomes familiar, the workload often calls for a full-time owner rather than shared responsibility.

Publishing Keeps Falling Behind

Social media often becomes the task everyone owns but no one manages. Publishing slows when approvals, campaign work, and day-to-day priorities compete for the same time.

Every New Channel Adds More Work

Each platform introduces another publishing schedule, content format, reporting cycle, and audience to manage. The workload grows quickly once several channels need regular attention.

Community Response Starts Slowing

Comments, direct messages, and customer questions become harder to keep up with as audience activity grows. Delayed responses can affect customer experience as much as campaign performance.

Existing Content Isn't Reaching Social

Blogs, videos, webinars, product launches, and customer stories are already being produced. The challenge shifts from creating content to distributing it consistently across social channels.

Paid and Organic Campaigns Are Overlapping

Running paid and organic campaigns together increases planning, approvals, creative coordination, and reporting. One owner helps keep campaign delivery and publishing aligned.

Leadership or Agencies Own Too Much

Founders, marketing managers, or agencies often own social media by default. We often see teams hire a full-time social media marketer when daily execution needs to stay in-house.

social media hiring guide

What Kind of Social Media Marketer Do You Need?

From our experience staffing remote marketing teams, the “social media marketer” title often spans several distinct functions. The following sections outline what each role owns, when it is needed, and which platforms and tools define its scope.

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Social Media Coordinator

We have found through our placements that coordinators perform best when the strategy is already defined. They keep content moving through approvals and publishing without taking on channel planning.

Owns day-to-day execution: Calendar updates, asset handoffs, scheduling, and publishing

Use this level when: Your team needs someone to maintain the calendar and publishing workflow

Role limit: Social media coordinators should not set channel strategy or manage paid social campaigns.

Publishing tools: Buffer, Later, Meta Business Suite

Primary channels: LinkedIn, Instagram, Facebook, and TikTok

Coordinator tools: Canva and Trello.

Our work with remote marketing teams shows this role works best when content direction is already set. The marketer turns campaign themes into channel-specific posts and maintains consistent publishing.

Content responsibilities: Social copy, creative briefs, repurposing, and publishing support

Where this role adds capacity: Producing more content across active social channels

Scope boundary: This role should not own channel strategy or paid media performance

Production tools: Canva, Adobe Creative Cloud, CapCut, Descript, Figma, and Notion

We often see daily response ownership become essential as interaction volume grows. The community manager handles public comments and private messages while tracking sentiment and escalation risks.

Audience coverage: Comment moderation, direct messages, social listening, and escalation

When this role becomes necessary: Response volume is growing or community activity affects customer experience

Role boundaries: A community manager should not set channel strategy or manage paid campaigns

Community channels: Instagram, Facebook, TikTok, X, Reddit, and YouTube where appropriate

Monitoring tools: Sprout Social, Agorapulse, Brandwatch, Talkwalker, Sprinklr, and Meltwater

We see ownership shift from publishing tasks to coordination and decision-making as channel activity expands. Social media managers set priorities across channels, contributors, approvals, and reporting.

Management scope: Channel strategy, workflow design, reporting standards, and campaign coordination

When this level is needed: Several channels or stakeholders require one accountable owner

Role limitations: Managers should not be expected to produce every asset or manage every paid campaign directly

Channel oversight: LinkedIn, Instagram, Facebook, TikTok, YouTube, X, and Pinterest

Channel tools: Hootsuite, Sprout Social, Metricool, and Looker Studio

Workflow tools: Asana, Monday.com, ClickUp, and Slack

We typically see social media strategy become the priority before teams add more publishing capacity. Strategists define channel direction, audience priorities, content themes, and performance measures.

Strategic ownership: Audience strategy, channel planning, campaign frameworks, and measurement

When this role is required: Your team needs direction before expanding content production or channel activity

Coverage limit: A social media strategist should not be expected to manage day-to-day publishing or community engagement

Execution boundary: Strategists define direction but do not manage day-to-day publishing or community engagement.

Planning scope: LinkedIn, Instagram, TikTok, YouTube, X, Pinterest, and Reddit where relevant

Strategy tools: Native platform analytics, Google Analytics 4, Looker Studio, Brandwatch, and Sprinklr

Paid social specialists manage campaign structure, audience targeting, creative testing, and budget pacing. Companies usually assign paid social to a separate owner as media spend and acquisition targets increase.

Campaign responsibility: Paid campaigns, audience targeting, creative tests, and budget control

When this role is needed: Your team needs direct ownership of paid social performance

Role distinction: Paid social specialists focus on advertising performance rather than organic publishing or community management.

Advertising platforms: Meta, LinkedIn, TikTok, YouTube, Pinterest, and X

Advertising tools: Meta Ads Manager, LinkedIn Campaign Manager, Google Analytics 4, and Looker Studio

Creator partnership roles become more defined when brands run repeat campaigns with external talent. The specialist manages creator selection, briefs, approvals, usage rights, and delivery.

Partnership ownership: Creator sourcing, outreach, negotiations, briefs, and content approvals

This role makes sense when: Creator activity is an established brand or growth channel

Creator channels: Instagram, TikTok, YouTube, and Pinterest

Functional scope: Community management and paid media usually sit outside this role.

Partnership tools: CreatorIQ, Aspire, GRIN, Modash, spreadsheets, and Slack

Plan the Social Media Role and Account Permissions

Your team defines the access level, response authority, approval thresholds, regulated claims, and escalation requirements before sourcing begins. These details shape the role and candidate profile.

Organic vs. Paid Social

Organic and paid social require different skills and tools. Teams often separate paid campaign ownership as media spend and reporting needs grow.
  • Organic social covers content, publishing, and community activity
  • Paid social covers targeting, testing, budgets, and optimization
  • One person may support both when campaign volume is limited
  • Separate ownership is common when media spend increases
  • Define reporting responsibility before recruitment begins

Protect Social Accounts

Social media marketers may need access to publishing, messaging, and advertising accounts. Set permissions before work begins.
  • Use role-based permissions and a password manager for every account
  • Require multi-factor authentication for all users with platform access
  • Manage and remove Meta Business Manager access by role
  • Define response guidelines, approval thresholds, and escalation steps
  • Document rules for regulated claims and social media crisis response
MODEL COMPARISON

Freelancers vs. Agencies vs. Dedicated Social Media Marketers

Companies comparing social media staffing often consider freelancers, agencies, and dedicated hires. The main difference is who owns the channels and how closely the role works inside the marketing team.

Freelance Social Media Marketers

Traditional Staffing Agencies

Engagement Structure

Full-time, dedicated role

Hourly, per word, or project-based

Permanent hire or temp placement

Role Ownership

Client-managed, embedded in your team

Independent contractor

Client-managed after placement

Vetting & Screening

Multi-stage vetting + English validation

Self-reported profiles

Resume screening + interviews

Industry & Platform Fit

Matched by brand, platforms, campaigns, and tools

Varies by individual

General experience matching

Commitment & Stability

One marketer retains campaign context

Often juggling multiple clients

Depends on employee retention

Upfront Fees

None

None

15–30% placement fee typical

Replacement Support

No-cost replacement guarantee

You must rehire yourself

Often additional fees apply

Cost Efficiency

Up to 84% lower than U.S. hiring

Variable hourly rates

High salary + agency fees

Global Talent Access

Nearshore and offshore hiring

Global, unstructured

Primarily local markets

Scalability

Build one role or a social media team

Difficult to standardize

Slower hiring cycles

LOCATIONS

Best Countries for Hiring Social Media Marketers

The regions below show where specific platform, language, campaign, and time-zone needs are commonly supported. We assess those requirements alongside reporting scope before selecting a sourcing market.

Asia

Daily publishing, community coverage, paid campaigns, and reporting are common reasons companies hire social media marketers in Asia. The region supports both execution-led roles and performance-focused work.

Philippines - Community Management and Execution

Across our social media placements in the Philippines, we often source for daily publishing and community coverage. The work usually includes comment moderation, message handling, and calendar execution across active channels.

India - Paid Social and Analytics

Our paid social searches in India often focus on campaign setup, testing, reporting, and budget pacing. The market is commonly considered when the role requires platform depth and direct ownership of performance data.

Average Offshore Social Media Marketer Salary

$800 – $1,100 per month

For teams working closely with North American stakeholders, social media marketers in Latin America can provide useful time-zone overlap. Bilingual campaigns and customer-facing social work are also common requirements.

Colombia - Customer Care and Brand Loyalty

Colombia often enters the search when social channels carry customer questions, complaints, or sales enquiries. The time-zone overlap also supports live moderation and campaign work with U.S. teams.

Mexico - U.S. Audience and Cultural Alignment

For brands serving U.S. and Spanish-speaking audiences, Mexico can support bilingual content and nearshore collaboration. This is especially relevant for ecommerce, retail, and cross-border campaigns.

Argentina - Brand Content and Creative Campaigns

Argentina is commonly considered when the role leans toward campaign concepts, brand voice, and visual storytelling. It can also support close coordination with designers, video editors, and creative leads.

Typical LATAM Social Media Marketer Cost

$1,400 – $1,800 per month

Technical subject matter often shapes searches for social media marketers in Eastern Europe. The region is also considered for EMEA campaign coverage, multilingual publishing, and structured reporting.

Poland - B2B and Technical Social Media

Poland can be a practical option for SaaS, technology, and professional services companies. The market is often considered when the role requires technical subject matter, structured reporting, and EMEA campaign coverage.

Romania - Multilingual Campaign Coordination

Romania is relevant when social programs span several European markets. The role may involve multilingual publishing, regional campaign coordination, and regular work with distributed stakeholders.

Average Remote Social Media Marketer Cost

$1,600 – $1,900 per month

Companies hiring social media marketers in Africa often need support across English, French, or Arabic-speaking audiences. Community management, brand communications, and regional campaign work are common use cases.

South Africa - Copywriting and Brand Strategy

South Africa is often considered for English-language content, B2B social media, and brand communications. The working day also supports collaboration with UK and European teams.

Nigeria - Community Growth and Fast Content

Nigeria can support roles built around active community engagement and frequent content production. The market is often considered for startup, consumer, and creator-led campaigns that move quickly.

Morocco - Multilingual Audience Engagement

Morocco can support social media programs across French, Arabic, and English-speaking audiences. This is relevant for travel, ecommerce, luxury, and campaigns spanning Europe, North Africa, and the Middle East.

Typical Social Media Marketer Salary

$800 – $1,800 per month

social media metrics

Which Social Media Metrics Matter for This Role?

Across social media hires, four measures give the clearest view of role performance. They cover publishing reliability, engagement, community response, and business contribution.

Publishing Stays on Schedule

Review posting frequency, approval delays, and missed dates. These measures show whether content and campaigns are moving through the workflow as planned.

Content Earns a Response

Look at saves, shares, comments, and video completion. These metrics show which topics and formats hold attention across each social platform.

Community Activity Is Managed

Track response times for comments and direct messages. This shows whether questions, complaints, and sales enquiries are handled within the agreed timeframe.

Social Supports Marketing Goals

Review traffic, leads, and conversions linked to social activity. These measures show how publishing and campaigns contribute beyond reach and follower growth.
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SALARY BENCHMARKS

Social Media Marketer Salary Comparison

The comparison below outlines cost differences between hiring a local social media marketer and a remote social media marketer through 1840.

$6,500/month

Average US Salary

$1,000/month*

Average India Salary

84%

Potential savings

$1,500/month*

Average LATAM Salary

76%

Potential savings

VS

Local vs. Remote Social Media Marketer Hiring Costs

Local US Hire India LATAM
Annual Base Salary $78,000 $12,000 $18,000
Payroll Taxes (7.65%-10%) $7,800 $0 $0
Benefits (20%-30%) $15,600 $0 $0
PTO (5%-10%) $3,900 $0 $0
Total Cost $101,400 $12,000 (excluding service fees) $18,000 (excluding service fees)
Savings - $89,400 $83,400

* Salaries shown are based on publicly available data (Indeed, Glassdoor, etc.), showing average rates by role and location. Offshore rates do not include outsourcing provider fees. Please schedule a consultation to receive detailed information tailored to your needs.

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How It Works

Hire a Social Media Marketer Within 2 Weeks

Request A Quote

Define Your Social Media Role

Our social media searches start with a scoping session. We document the platform mix, publishing cadence, campaign scope, reporting duties, approval steps, access requirements, and working hours before sourcing begins.

Interview Shortlisted Candidates

We present a shortlist within five business days. Each candidate is screened for platform experience, campaign scope, tools, communication, and English. You interview the candidates and select the person who meets the role requirements.

Complete Selection and Onboarding

After you select a candidate, 1840 handles the contract, payroll, and compliance. Most clients complete hiring in under two weeks. Your social media marketer joins your team and begins supporting your publishing and campaign workflow.

How a Remote Social Media Marketer Integrates With Your Team

A dedicated social media marketer works from inside your marketing function, not around it. The table below outlines what’s handled on the hiring side and how the role integrates day to day.

Hiring & Compliance

  • Candidates are screened for platform experience, communication, and English.
  • Shortlists reflect your industry, platform mix, and campaign scope.
  • You interview each candidate and make the final selection.
  • No sourcing fees apply. Billing starts when the marketer begins.
  • We handle contracts, payroll administration, and staffing compliance
  • Replacement support is provided at no additional cost.
  • Add one marketer or expand the team as requirements grow.

Brand & Workflow Integration

  • One marketer works on your brand guidelines and platform history.
  • Work follows your content calendar and approval process.
  • Working hours reflect publishing and community response needs.
  • The marketer reports to your marketing lead, not an account manager.
  • Platform access uses role-based permissions and MFA.
  • Campaign context carries forward between publishing cycles.
  • The marketer works with design, paid media, sales, and support.

Top-rated by Clutch

We’re proud to be named by Clutch as a trusted leader in outsourcing.

Clutch Top BPO Award
Clutch Top Inbound Appointment Setting Company Award
Clutch Award for Top Call Centers

FAQs About Hiring Social Media Marketers

A social media marketer can be a coordinator scheduling content, a manager overseeing several channels, or a specialist running paid campaigns. Publishing delays may point to a coordinator. A lack of channel direction may point to a manager. Paid campaign ownership may require a paid social specialist. Our team works through this with you directly. We review your current channels, publishing volume, and reporting gaps before writing the role profile. Candidates are then shortlisted against that profile, not the job title.

There is no fixed post count that applies to every team. Output changes with video requirements, approval cycles, platform mix, and the amount of existing content available to repurpose. A realistic calendar starts with the production steps, not a target number of posts. We confirm the expected volume during scoping, then source candidates who can support that publishing schedule and production workload.

Yes. Written and spoken English are evaluated before a candidate reaches the interview stage. Platform experience, tone adaptation, and past content work are reviewed at the same time. This keeps interviews focused on team alignment and content judgment rather than basic qualifications. Brand understanding begins during scoping. We document your audience, platforms, content types, tone, and approval process before shortlisting starts.

Working hours are defined during the scoping session before sourcing begins. We identify when the marketer needs to publish content, join approvals, respond to comments, support campaigns, and attend team meetings. Those requirements determine whether full or partial time-zone overlap is needed.

An agency covers more disciplines under one roof, but ownership sits with the agency, not your team. A dedicated marketer reports to your marketing lead, follows your calendar directly, and carries campaign context forward between cycles. Agencies still make sense for larger, multidisciplinary campaign work.

1840 typically presents vetted candidates within five business days. Most clients complete the hiring process in under two weeks. Timelines may extend due to role scope, role scope, seniority, interview availability, and candidate notice periods.

1840 provides a replacement at no additional cost. The existing role scope guides the new search, including platform experience, tools, campaign responsibilities, and working hours. Our team returns to the global talent pipeline and presents candidates against the same requirements.

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TESTIMONIALS

What Our Clients Are Saying

1840 & Company provided us with more transparency into our sales calls at a time when we really needed it. They provided QA tools, improved our value proposition, and sales coaching which greatly improved our customer interactions and sales process.

Casey H

Manger Of Training, Homelight

Although we had several partners with more tenure, it was 1840 & Company that used their analysis team to open up our opportunities with NPS score, resulting in 50%+ improvements.

Danielle R

VP of Client Services, Pentius

The team completes tasks on time and goes above and beyond. I’ve been pleased with everything so far.

Mike M

Owner, Carve Financial

We selected 1840 based on our needs and their ability to source and onboard offshore talent. We were impressed with their clear and concise communication.

Andrew C

VP Finance, Bluestone Lane

They consistently find people that fit the client’s requirements for each position. Moreover, the resources they provide are usually ready to work right away. They’re like a matchmaker for staff; they provide exactly what we’re looking for.

Undisclosed

CEO, Startup Incubator

The team sourced candidates for us from the Philipines to do data verification for our company and now we work with them to do payroll. They moved quickly and provided quality candidates.

Undisclosed

HR Manager, Tech Company

They achieved KPIs, closed B2B sales, and exceeded our sales expectations with monthly growth. The team shows a willingness to adapt and take over additional LOBs and provided efficient management. Great communication and quick, good results.

Undisclosed

Senior Vendor Manager, Ooma

The team sourced candidates for us from the Philipines to do data verification for our company and now we work with them to do payroll. They moved quickly and provided quality candidates.

Undisclosed

HR Manager, Tech Company

1840 & Company provided us with more transparency into our sales calls at a time when we really needed it. They provided QA tools, improved our value proposition, and sales coaching which greatly improved our customer interactions and sales process.

Casey H

Manger Of Training, Homelight

Although we had several partners with more tenure, it was 1840 & Company that used their analysis team to open up our opportunities with NPS score, resulting in 50%+ improvements.

Danielle R

VP of Client Services, Pentius

The team completes tasks on time and goes above and beyond. I’ve been pleased with everything so far.

Mike M

Owner, Carve Financial

We selected 1840 based on our needs and their ability to source and onboard offshore talent. We were impressed with their clear and concise communication.

Andrew C

VP Finance, Bluestone Lane

They consistently find people that fit the client’s requirements for each position. Moreover, the resources they provide are usually ready to work right away. They’re like a matchmaker for staff; they provide exactly what we’re looking for.

Undisclosed

CEO, Startup Incubator

They achieved KPIs, closed B2B sales, and exceeded our sales expectations with monthly growth. The team shows a willingness to adapt and take over additional LOBs and provided efficient management. Great communication and quick, good results.

Undisclosed

Senior Vendor Manager, Ooma

They achieved KPIs, closed B2B sales, and exceeded our sales expectations with monthly growth. The team shows a willingness to adapt and take over additional LOBs and provided efficient management. Great communication and quick, good results.

Undisclosed

Senior Vendor Manager, Ooma

The team sourced candidates for us from the Philipines to do data verification for our company and now we work with them to do payroll. They moved quickly and provided quality candidates.

Undisclosed

HR Manager, Tech Company

They consistently find people that fit the client’s requirements for each position. Moreover, the resources they provide are usually ready to work right away. They’re like a matchmaker for staff; they provide exactly what we’re looking for.

Undisclosed

CEO, Startup Incubator

We selected 1840 based on our needs and their ability to source and onboard offshore talent. We were impressed with their clear and concise communication.

Andrew C

VP Finance, Bluestone Lane

The team completes tasks on time and goes above and beyond. I’ve been pleased with everything so far.

Mike M

Owner, Carve Financial

Although we had several partners with more tenure, it was 1840 & Company that used their analysis team to open up our opportunities with NPS score, resulting in 50%+ improvements.

Danielle R

VP of Client Services, Pentius

1840 & Company provided us with more transparency into our sales calls at a time when we really needed it. They provided QA tools, improved our value proposition, and sales coaching which greatly improved our customer interactions and sales process.

Casey H

Manger Of Training, Homelight

1840 & Company provided us with more transparency into our sales calls at a time when we really needed it. They provided QA tools, improved our value proposition, and sales coaching which greatly improved our customer interactions and sales process.

Casey H

Manger Of Training, Homelight

Although we had several partners with more tenure, it was 1840 & Company that used their analysis team to open up our opportunities with NPS score, resulting in 50%+ improvements.

Danielle R

VP of Client Services, Pentius

The team completes tasks on time and goes above and beyond. I’ve been pleased with everything so far.

Mike M

Owner, Carve Financial

We selected 1840 based on our needs and their ability to source and onboard offshore talent. We were impressed with their clear and concise communication.

Andrew C

VP Finance, Bluestone Lane

They consistently find people that fit the client’s requirements for each position. Moreover, the resources they provide are usually ready to work right away. They’re like a matchmaker for staff; they provide exactly what we’re looking for.

Undisclosed

CEO, Startup Incubator

The team sourced candidates for us from the Philipines to do data verification for our company and now we work with them to do payroll. They moved quickly and provided quality candidates.

Undisclosed

HR Manager, Tech Company