10 Marketing Job Boards Worth Using in 2026
The biggest mistake in choosing a marketing job board is assuming the largest one is automatically the best one. That advice ignores hiring fit, role seniority, work model, and how much screening you're willing to absorb after the post goes live. A PMM search, a content hire, a startup growth role, a remote opening, and an agency brief all pull from different candidate pools, and the board you choose should match that reality.
The better framework is simple. Judge each board by audience fit, candidate signal, pricing transparency, workflow friction, geographic reach, SEO and backlink value, and whether it helps you post in a way candidates can effectively act on. In a market where employers still rely heavily on job boards and workers use both general and niche boards, distribution matters, but it's only one part of the hiring workflow, not a substitute for a tight brief and structured screening iHire.
That's especially true now that job seekers are frustrated by stale listings and mixed work-model signals. Freshness, relevance, and clarity are no longer nice-to-haves. They're the difference between qualified applicants and a pile of noise Global Jobseeker Survey.
Table of Contents
- 1. growthroles
- 2. AMA Marketing Job Board
- 3. MarketingJobs.com
- 4. MarketingHire
- 5. Adweek Jobs
- 6. Mediabistro Job Board
- 7. Product Marketing Alliance Jobs
- 8. Superpath Jobs
- 9. Wellfound
- 10. We Work Remotely
- 11. Built In
- Marketing Job Boards, 11-Site Comparison
- Build a Channel Mix Around the Role
1. growthroles
GrowthRoles is the clearest fit if you want a marketing-only job board that behaves more like a curated search tool than a generic classifieds feed. It aggregates live postings across marketing functions, then organizes them by role category, seniority, location, and remote-only status. That matters because broad boards often bury marketing roles under unrelated traffic, which forces candidates to do the filtering your posting should've done for them.
Why it stands out for hiring teams
The main advantage is taxonomy quality. GrowthRoles separates General Marketing, Product Marketing, Growth Marketing, Brand Marketing, SEO, Content, Social, Email, Communications, Events, Design, and related buckets, so a recruiter hiring for lifecycle or positioning isn't asking applicants to self-sort from scratch. It also surfaces salary visibility when employers include it, and shows modeled estimates when they don't, which is useful because opaque compensation still creates friction for serious candidates.
Practical rule: if the role is specialized, write the title for the candidate you want, not the internal org chart. A clear label like Product Marketing Manager or Lifecycle Marketing Lead will beat a vague “Marketing Manager” posting when the responsibilities are actually narrow.
Where it fits best
Use GrowthRoles when you need recurring hiring across marketing subfunctions, want a direct-apply model that sends candidates to the employer site, and care about market context as much as the vacancy itself. Its company pages, pay benchmarks, skill-demand snapshots, and nightly refresh cycle help employers and candidates compare roles without bouncing between five other tabs. It's also useful if you want one source that supports remote, country-specific, and global discovery without losing the marketing-only filter.
The trade-off is simple. The more specialized your posting, the more value you get from a focused board. The more general your role, the more you should combine it with broader distribution and employer-brand assets.
2. AMA Marketing Job Board
The American Marketing Association job board is a strong option when you want marketing-specific distribution with the credibility of a long-standing professional association. Its biggest advantage isn't raw volume, it's targeting. You're reaching marketers who already identify with the profession, which tends to improve signal quality for brand, digital, demand gen, analytics, and product marketing roles.
The board also benefits from the AMA's chapter network, which can extend reach into local markets. That's valuable for employers hiring regionally, or for roles where community ties matter as much as keyword matching. If you're looking for candidates who pay attention to professional development, association channels usually do better than generic listings because the audience is already engaged with the discipline.
What employers should expect
The main trade-off is workflow. Pricing and package details can require account creation or sales contact, and the AMA ecosystem separates practitioner and academic boards, which can confuse first-time posters. That means it's better for teams that value brand trust and audience fit over instant checkout simplicity.
For employers, the best use case is a role where marketing-specific credibility matters more than broad exposure. For candidates, it's a better signal source than a mass board because the categories are already aligned to the profession, not just to generic “business” traffic.
If you're comparing channels, think of the AMA board as a targeted distribution layer, not a standalone acquisition engine. It works best when the job description is tight, the employer brand is credible, and the role is marketing-led rather than “marketing-adjacent.”
3. MarketingJobs.com
MarketingJobs.com is useful when you want a straightforward, marketing-only posting channel with transparent self-serve pricing. That's not a minor benefit. A lot of niche boards hide the cost behind sales calls, which slows down lean teams and makes it hard to compare options. Here, the value proposition is clearer, and that makes planning easier when you're hiring across multiple roles.
The board supports 30-day standard posts, multi-post bundles, and optional Job Flash email promotions. For employers who need to fill several related roles, bundles can be a better fit than buying separate postings one at a time. It also includes employer profile and featured placement options, which can help if the same company is hiring repeatedly and wants to build some recognition instead of starting from zero every time.
When it makes sense
This board works best for direct marketing hires where you want a relevant audience without paying for a giant general board. It's especially practical when you need a simple posting process and don't want to negotiate every add-on. The catch is that promotional extras can push up the final cost, so the cheap-looking base package isn't always the full story.
That's why posting workflow matters here. If you're already building a lightweight hiring funnel, a board like MarketingJobs.com pairs well with a no-code board builder or internal hiring microsite. If you're comparing infrastructure approaches, the project notes on Job Boardly's no-code job board builder are a useful reference point for thinking about how much control you want over the candidate experience.
For employers, the best use case is a role with a clear title, a sane hiring timeline, and a need for marketing-specific reach without a complex media package. For candidates, it's easier to scan than a general job board because the signal is cleaner from the start.
4. MarketingHire
MarketingHire is a niche U.S. board for marketing and advertising roles, and that agency-plus-in-house mix is what gives it value. If your hiring manager is trying to source from both worlds, the audience alignment is often better than on a board built for only one side of the market. That makes it a practical option for teams who care about experience transfer, not just job title matching.
Its structure is straightforward. You get 30-day posts, optional network distribution, resume database access, and employer branding options. The network piece is the main reason to consider it. When a single board can push a listing across a broader niche distribution layer, it can outperform a lone posting that sits in a quiet corner of the web.
Useful filter: use network distribution only when the role is hard to source or the timing matters. For easy-to-fill roles, broad distribution can create more screening work than value.
Best-fit scenarios
MarketingHire is strongest when you need U.S.-based marketing talent and want a candidate pool that already expects to see agency, media, and brand-side roles. That makes it a decent match for account-led marketing, campaign management, and some creative-adjacent positions. It's less compelling if you're hiring globally or need highly specialized growth operators who live in startup ecosystems.
The trade-off is package complexity. Network pricing can run higher than a single board post, and the interface or package naming may feel different from newer platforms. If your team likes simple procurement, you'll feel that friction. If your team values reach and doesn't mind a bit of operational overhead, it can still be worth it.
Use it when you want more than a database entry. Use it when your posting needs distribution, not just storage.
5. Adweek Jobs
Adweek Jobs is the strongest fit when employer branding matters as much as candidate sourcing. Adweek's audience skews toward advertising, marketing, media, and brand leadership, so it's a better match for agencies, consumer brands, and teams that want the job ad to sit near editorial credibility. That context can raise response quality because applicants are already consuming the publication's market coverage.
The board offers targeted audience access, featured postings, branding placements, and candidate resources. The candidate side matters here because job seekers often use boards as research tools as well as application channels, and editorial adjacency can make a role feel more credible. That's useful for senior roles, creative leadership, and brand-side openings where the employer story matters.
Where Adweek Jobs is weak
The downside is transparency. Pricing often appears during checkout or through sales, which makes early comparison harder. It also leans more advertising and creative than some B2B or growth-marketing niches, so it's not the first choice if you need a performance marketer with deep SaaS experience.
That doesn't make it weak, it makes it specific. If the role needs a strong brand narrative, visible culture, or creative credibility, Adweek can help the posting feel like part of the employer story instead of just another vacancy. If you need a technical growth marketer, it may not be focused enough.
Use Adweek when the audience you want already reads Adweek or works in adjacent brand and agency environments. It's a context play, not a volume play.
6. Mediabistro Job Board
Mediabistro is one of the better boards for content marketing, social media, communications, and creative-adjacent roles. If you're hiring writers, editors, content strategists, or social leads, the audience fit is strong because Mediabistro's brand has long been tied to media and content careers. That makes it a smart alternative to generic marketing boards that overload you with unrelated applicants.
The value here is role relevance. Candidates browsing Mediabistro are more likely to have the right editorial instincts, content workflows, or communications background. That can save you time on screening because the pool is already tilted toward people who understand tone, publishing cadence, and content production.
The trade-offs
The board is broader than marketing alone, which helps with reach but can dilute precision. Some applicants will be adjacent rather than exact fits, and that's normal for a media-heavy platform. Pricing is also less transparent than a clean self-serve marketplace, so you may need to create an account or talk to sales before you know what the package really costs.
For hiring teams, this board works best when the role blends content, brand, and communications. It's weaker for performance, paid media, or growth roles because those candidates usually look elsewhere. For candidates, it can be a better source of editorial-style roles than a board that treats “marketing” as one broad bucket.
If your opening lives at the intersection of content and brand, Mediabistro is one of the more efficient places to post.
7. Product Marketing Alliance Jobs
Product Marketing Alliance Jobs is the most precise option on this list if you're hiring a Product Marketing Manager or a related PMM role. That specificity is the whole point. Instead of trying to attract general marketing traffic, you're reaching a community that already self-identifies with product marketing, certifications, and PMM events. That usually improves candidate fit before the first screening call.
The board supports targeted PMM listings, highlighted and pinned posts, newsletter features, and optional outsourced recruitment support. That gives employers different visibility levels depending on how urgent the search is. If the role is strategic or hard to fill, community distribution can be more effective than a generic listing that gets lost among unrelated jobs.
Practical rule: PMM hiring rewards specificity. Title the role around the actual remit, product launches, messaging, enablement, or category strategy, so the board's PMM audience can self-select quickly.
When to use it
Use Product Marketing Alliance when you need community-validated PMM reach and want to reduce irrelevant applicants. That's especially useful for mid-to-senior product marketing hires, where the difference between “marketing” and “product marketing” is significant and candidates care about it. It's less useful for broader functions like growth, demand gen, or content.
The cost trade-off is that boosts and premium placement can add up. You're paying for specificity and distribution, so the value comes from fit, not from a bargain price. That's fine if the search is difficult or the role is business-critical.
If your hiring brief is PMM-specific, this is one of the cleanest channels available.
8. Superpath Jobs
Superpath Jobs is the most relevant board here for content marketing teams, especially when the role spans content strategy, writing, editorial, and SEO. The reason it works is simple. The community already thinks about content as a craft and a career path, so the audience is better aligned than on a broad marketing board where content roles get mixed with unrelated openings.
The platform includes full-time and freelance opportunities, plus visibility enhancements like video listings. That combination matters for teams hiring flexible content talent, because many strong candidates in this space look at both contract and salaried work. It also makes the board useful for agencies and in-house teams that need editorial speed without losing strategic depth.
A useful companion for candidates and recruiters is the AI resume builder and ATS checker, especially when you're trying to improve submission quality before applications hit your inbox.
Why it helps screening
The biggest advantage is applicant fit. Candidates coming through a content-specific community usually understand editorial calendars, content distribution, and the realities of producing work that ranks and converts. That can reduce the number of applicants who only know how to write copy but not how to operate in a content marketing system.
The downside is obvious. It's not the right place for performance, lifecycle, or growth roles. Pricing details for every post type also aren't always centralized on one page, which makes comparison less frictionless than a true self-serve marketplace.
Use Superpath when the hire lives in content operations, editorial leadership, or SEO-driven storytelling. It's one of the best boards for quality over quantity.
9. Wellfound
Wellfound, formerly AngelList Talent, is one of the strongest startup-focused hiring channels for marketers. It's especially good for growth, brand, lifecycle, and demand gen candidates who already want startup environments. That startup skew is the entire value proposition. If you're hiring your first or second marketer, you often want someone who's comfortable with ambiguity and speed, not someone optimized for a large corporate process.
The platform's biggest practical advantage is that it's free to post, with optional paid promotion and recruiting tools like sourcing and pipeline support. That makes it attractive for lean teams that need reach without committing to a heavy upfront spend. It also works well when the role crosses functions, which is common in early-stage companies.
Where it fits and where it doesn't
Use Wellfound if your opening is for a startup-minded marketer who can operate broadly and learn fast. It's a strong source for early growth leads, hybrid brand-plus-product roles, and marketing generalists who expect a scrappy environment. It's less ideal for enterprise hiring because the candidate pool is intentionally startup-oriented.
The workflow advantage is the lean-team feel. Candidate messaging and pipeline tools are built for companies that don't have a full recruiting stack. The trade-off is that advanced features and human-led recruiting cost extra, so the free post is not the whole story if you need more reach.
If your employer brand is startup-first, Wellfound belongs in the mix.
10. We Work Remotely
We Work Remotely is the best-known remote-only option on this list for fully remote marketing roles. The platform's value is not niche marketing specificity, it's remote-first distribution. That matters because candidates looking for remote work are already self-selecting around work model, which can save you a lot of screening time. If you're hiring across time zones, the board's audience alignment is strong.
The Marketing category gives you a clear lane for roles like growth marketing, content, lifecycle, and remote brand work. Pricing is published for a standard listing, which helps when you need a clean comparison. Bundles and add-ons are available if you need extra visibility.
A useful companion read for remote-hiring strategy is how to find remote tech jobs, because the same discovery logic applies when you're trying to reach distributed candidates in competitive markets.
What to expect
You'll get a broad remote audience, not a marketing-only one. That means more screening, especially if the posting is too generic or too senior without enough detail. It also means competition is high, so a plain listing can get buried unless the title, salary, and work model are clear.
This board works best when the role is remote and the employer can articulate the constraints well. If the job is remote but only in certain geographies, say that upfront. If the role requires overlap hours, say that too. Remote candidates punish ambiguity faster than local candidates do.
Use We Work Remotely when remote is a real hiring requirement, not a convenience checkbox.
11. Built In
Built In sits in the tech and startup category, but it deserves a place on a marketing-job-board shortlist because it blends employer branding with job distribution. That's especially helpful for SaaS and product-led companies hiring growth, product, content, community, or lifecycle marketers. The platform gives you a place to tell the employer story alongside the role, which can improve applicant intent.
City hubs and remote filters help target tech talent by market, and the brand-story format is useful when a posting alone isn't enough to differentiate your company. That's important in competitive startup ecosystems, where candidates often compare teams before they compare titles. A well-framed employer profile can do some of that work for you.
Where Built In makes sense
Use Built In when you want your hiring page to do more than list a role. If you're recruiting for a company with a recognizable product narrative, team culture, or mission, the storytelling layer can help. It's less useful if you need a pure marketing-only distribution channel because the broader tech focus will bring in adjacent candidates too.
The pricing model usually favors teams with some hiring volume, so it's not always the best choice for a one-off opening. But if you're growing a marketing function inside a SaaS company, the mix of brand visibility and job distribution can be efficient.
For teams that care about storytelling and search visibility together, Built In is one of the more strategic options.
Marketing Job Boards, 11-Site Comparison
| Platform | Core features | 👥 Target audience | ✨ Unique selling points / 🏆 | 💰 Pricing & quality ★ |
|---|---|---|---|---|
| growthroles | Marketing-only aggregated listings; nightly refresh; salary visibility; AI shortlists | Marketing candidates & employers | ✨ Deep marketing taxonomy; live market stats; AI assistant · 🏆 | 💰 Free/transparent · ★★★★ |
| AMA Marketing Job Board | National + local chapter boards; job alerts; resume tools | U.S. marketers, practitioners & academics | ✨ Chapter network distribution; strong brand trust | 💰 Varies by chapter / contact · ★★★ |
| MarketingJobs.com | 30-day posts; Job Flash email promos; employer profiles | Employers seeking straightforward marketing hires | ✨ Clear pricing & bundle options; easy self-serve | 💰 Transparent pricing & bundles · ★★★★ |
| MarketingHire | 30-day posts; resume DB access; employer branding | U.S. agency & in-house marketing hires | ✨ Niche U.S. focus + network distribution | 💰 Higher base for network packages · ★★★ |
| Adweek Jobs | Targeted advertising/marketing audience; branding placements | Agency and brand-side marketers | ✨ Editorial adjacency for employer branding · 🏆 | 💰 Pricing via sales/checkout · ★★★★ |
| Mediabistro Job Board | Content/media categories; flexible packages; branding | Content marketers, writers, PR/comm pros | ✨ Strong editorial reach for content roles | 💰 Often quoted after account setup · ★★★ |
| Product Marketing Alliance Jobs | PMM-only listings; pinned posts; newsletter features | Product Marketing Managers (PMMs) | ✨ Precise PMM community targeting · 🏆 | 💰 Premium boosts available · ★★★★ |
| Superpath Jobs | Content-marketing-focused listings; community distribution | Content strategists, writers, editors | ✨ Community-aligned candidate flow for content roles | 💰 Variable / some pricing private · ★★★ |
| Wellfound (AngelList) | Startup-focused pool; free posts; paid recruiting tools | Startup-minded marketers & growth hires | ✨ Free base posting; strong startup talent signal | 💰 Free base · paid add-ons · ★★★★ |
| We Work Remotely (Marketing) | Remote-first board; marketing category; API & bundles | Fully remote marketing candidates | ✨ Large remote audience; clear base pricing | 💰 Clear base price · boosts optional · ★★★★ |
| Built In (Marketing) | Employer branding + jobs; city hubs; AI content/analytics | Tech/SaaS marketing talent in city hubs | ✨ Combines storytelling with job slots; analytics | 💰 Sales-managed; best value at scale · ★★★★ |
Build a Channel Mix Around the Role
The right move starts with the role, not the platform. Define the specialty first, then the geography and work model, then compare audience relevance against price and screening effort. A PMM should go to a PMM-specific channel first. A content hire belongs on a content community. A fully remote role should prioritize remote-first reach. A startup generalist needs a startup audience, not just more impressions.
After that, decide whether paid boosts solve a real visibility problem. Don't buy extras just because they exist. Buy them when the listing is too buried, the role is urgent, or the board's organic placement won't reach the right candidates fast enough. If a board already gives you strong fit and enough applications, extra spend often just increases noise.
The best hiring teams don't treat boards as interchangeable. They combine one focused board with relevant freelance platforms or professional communities when the search calls for contract talent, referrals, or specialist coverage. That mix usually outperforms a single broad posting because it gives you both distribution and context.
A practical posting setup helps every channel work harder. Write a role-specific title, state the outcomes and scope, clarify location and work model, identify the evidence of results you want, use a short screening prompt, and track qualified applicants by source. If a channel sends traffic but not usable candidates, you'll know quickly enough to cut it.
For startup teams that also need a durable, SEO-focused product or company asset around the launch, Aura++ can complement the recruitment campaign with a structured public page and ongoing discoverability. It doesn't replace hiring channels, and it isn't a job board, but it can support launch visibility while the role is open.
If you're hiring marketing talent this quarter, choose one niche board that matches the role, add one adjacent community or freelance source if needed, and write the posting like a decision document. Then publish it, monitor the source mix, and refine the next role based on qualified applicants, not just clicks.
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