Director, Content Marketing
Robert Half · San Ramon, CA · 3 wk ago
RemoteRemoteMarketing$176k–$230k/yrFull-time
We need to output HTML fragment with sections: About the role? Actually "Who We Are" is intro. We need headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use for each section heading. Only include sections that have real specific content. We have content: Who We Are (intro) maybe "About the role"? The posting includes description of role: "The Director, Content Marketing builds...". That could be About the role. Responsibilities: "What You'll Do" sections. Requirements/Qualifications/Skills: "What You'll Need" includes required and preferred. Could split into Requirements (required) and Qualifications (preferred) or Skills. But we need to follow instruction: Use headings for those categories if content exists. We can combine required and preferred into Requirements? Might be better: Requirements (required), Qualifications (preferred), Skills (maybe from required). But we need to avoid filler. Let's extract.
Content:
Who We Are: Robert Half... hiring for Director, Content Marketing... description of role.
What You'll Do: bullet points (actually paragraphs with bold headings). We'll convert to
for each section heading. Only include sections that have real specific content. We have content: Who We Are (intro) maybe "About the role"? The posting includes description of role: "The Director, Content Marketing builds...". That could be About the role. Responsibilities: "What You'll Do" sections. Requirements/Qualifications/Skills: "What You'll Need" includes required and preferred. Could split into Requirements (required) and Qualifications (preferred) or Skills. But we need to follow instruction: Use headings for those categories if content exists. We can combine required and preferred into Requirements? Might be better: Requirements (required), Qualifications (preferred), Skills (maybe from required). But we need to avoid filler. Let's extract.
Content:
Who We Are: Robert Half... hiring for Director, Content Marketing... description of role.
What You'll Do: bullet points (actually paragraphs with bold headings). We'll convert to - for each duty.
What You'll Need: BA... 10+ years... Proven success... Deep expertise... Experience leading... Demonstrated ability... Exceptional marketing writing... Preferred Experience... Familiarity... Experience partnering... Background...
Success Metrics: bullet list.
Pay: salary range $176,000 - $230,000, discretionary annual bonus.
Benefits: list of benefits.
Schedule: not mentioned. No schedule info. So we should not include Schedule heading.
Also we need to include Pay section only if posting states them: yes.
We need to include Benefits section: yes.
We need to include About the role: maybe combine Who We Are and role description. Could be "About the role". We'll put that as
About the role
then with description.
Responsibilities:
Responsibilities
then - each duty.
Requirements: maybe required qualifications: BA, 10+ years, proven success, deep expertise, experience leading, demonstrated ability, exceptional marketing writing.
Qualifications: preferred: building from ground up, familiarity with AI-assisted tools, experience partnering with technical teams, background in high-growth.
Skills: maybe we could combine but we have both required and preferred; we could treat required as Requirements, preferred as Qualifications, and maybe Skills not needed. But we need to include Skills heading only if we have specific skill content. Could extract skills: SEO-driven content marketing strategy, search intent, AEO principles, multi-channel content marketing programs, scalable operations, team leadership, marketing writing/editing/storytelling, AI-assisted workflows, technical SEO, web, analytics, performance marketing, marketing technology. That's a lot. Could put under Skills.
But we must avoid duplication. Let's decide: We'll have sections: About the role, Responsibilities, Requirements (required), Qualifications (preferred), Skills (maybe derived from both), Benefits, Pay.
Check if any content missing for Skills: we can list skills from both required and preferred that are skill-based.
We must preserve all substantive information; not invent or summarize away detail. So we need to include all points from the posting. If we create Skills section, we must ensure we don't omit any details that belong elsewhere. We'll need to allocate each bullet to appropriate section without losing info.
Let's parse the posting into bullet points.
Who We Are / About the role:
- Robert Half, one of FORTUNE’s World’s Most Admired Companies and a Fortune 100 Best Companies to Work For is hiring for a Director, Content Marketing to join the Marketing department.
- The Director, Content Marketing builds and leads a modern content marketing function that drives measurable business impact across brand, demand generation, and customer engagement.
- This leader owns the end-to-end content marketing strategy, operating model, governance, and content marketing performance across digital channels, with a particular focus on high-quality, search- and AEO-optimized content marketing assets.
- This role is squarely focused on content marketing strategy and execution, working in close partnership with digital marketing and technology teams that own technical implementation.
- The Director leads a scalable, high-performing content marketing engine that fuels pipeline, strengthens brand authority, supports audience growth, and drives competitive differentiation while maintaining clear swim lanes with Communications, which leads thought leadership, editorial strategy, executive visibility, earned authority, and reputation-building content.
That's About the role.
Responsibilities (What You'll Do) broken into three sub-sections but we can flatten.
List each duty:
From "Content Marketing Strategy, Audience Alignment & Planning":
- Develop and own a full-funnel content marketing strategy aligned to client acquisition, talent acquisition, integrated marketing priorities, and Robert Half’s audience growth objectives.
- Translate audience intelligence, business insights, marketplace trends, and industry knowledge into actionable content marketing strategies for hiring managers, business leaders, HR and procurement stakeholders, and job seekers across key verticals.
- With consultation from channel leads, define channel-specific content marketing strategies for SEO, AEO, email, paid media, and conversion pages that align to demand generation priorities.
- Build and manage a prioritized content marketing roadmap focused on high-intent search opportunities, conversion-focused landing pages, and campaign-integrated content marketing assets.
- Establish content marketing standards that improve consistency, quality, performance, and differentiation across practice groups and specializations.
- What success looks like: Content marketing is clearly segmented by audience and funnel stage, tightly aligned to GTM priorities, and focused on high-conversion opportunities.
From "Content Marketing Creation, Optimization & Performance Execution":
- Drive quality, consistency, and performance of marketing content across digital channels and audience journeys.
- Partner with channel strategy leads to develop content marketing assets across SEO and AEO-driven pages, conversion-focused landing pages, email marketing, lifecycle programs, and paid media.
- Ensure content marketing assets are built around search intent, user needs, answer quality, and conversion goals.
- Partner with channel leads on testing frameworks and optimization roadmaps, including conversion rate improvements, message clarity, differentiation, and SEO/AEO refreshes.
- Implement scalable AI-assisted content marketing workflows that improve speed while maintaining quality, accuracy, compliance, and brand standards.
- Standardize content marketing quality across high-volume job and solution pages in partnership with Web teams.
- What success looks like: Content marketing consistently converts, driving qualified leads, applications, inquiries, and pipeline.
From "Content Marketing Performance, Funnel Impact & Growth Optimization":
- Define and manage content marketing KPIs aligned to Robert Half’s business model, including client leads and inquiries, job applications, candidate engagement, conversion rates, organic visibility, and AI-driven visibility.
- Partner with Analytics and channel leaders to build a clear attribution model that connects content marketing performance to leads, applications, and business impact.
- Identify conversion bottlenecks across the funnel and prioritize optimization opportunities for high-impact pages and campaigns.
- Drive a culture of testing and continuous improvement, including A/B testing messaging and CTAs, landing page optimization, and email journey iteration.
- Scale repeatable content marketing playbooks for high-performing segments, roles, industries, solutions, and audience needs.
- Shift from content volume to content marketing effectiveness and conversion efficiency.
- What success looks like: Content marketing is directly tied to pipeline growth, and performance insights continuously improve results.
From "Team Leadership, Cross-Functional Collaboration & Content Marketing Operations":
- Build and lead a centralized, high-performing content marketing team supporting multiple audiences.
- Establish scalable content marketing operations, including intake, prioritization, workflows, governance, quality standards, and performance routines.
- Provide clear role clarity across Content Marketing team member responsibilities.
- Partner closely with Digital Marketing, Marketing Technology, Web, Integrated Marketing, Field Marketing, Analytics, Brand, and Communications to ensure complementary capabilities and clear ownership boundaries.
- Manage agencies and external partners as extensions of the team, as needed.
- Bring consistency, quality, and scale to a distributed content marketing ecosystem.
- Fosters a culture of continuous learning, feedback, and accountability.
- Promotes employee engagement, recognition, and well-being to drive team effectiveness and retention.
- What success looks like: A well-orchestrated content marketing engine scales efficiently across teams, markets, audiences, and channels.
That's responsibilities.
Requirements (What You'll Need) required:
- BA in Marketing, Communications, English, Journalism, Business, or related field.
- 10+ years of experience in content marketing, digital marketing, or related leadership roles.
- Proven success in B2B and B2C content marketing with measurable impact on pipeline, conversion, engagement, and revenue.
- Deep expertise in SEO-driven content marketing strategy, search intent, content performance, and AEO principles.
- Experience leading multi-channel content marketing programs and building scalable content marketing operations.
- Demonstrated ability to build, lead, and develop content marketing teams.
- Exceptional marketing writing, editing, and storytelling capabilities.
Qualifications (Preferred):
- Experience building a content marketing function from the ground up.
- Familiarity with AI-assisted content marketing tools and workflows.
- Experience partnering closely with technical SEO, web, analytics, performance marketing, and marketing technology teams.
- Background in high-growth, performance-driven marketing environments.
Success Metrics (maybe could be under Requirements? but we could treat as part of Requirements? However they are metrics of success, not required qualifications. Could be placed under "What success looks like" but we already have those in responsibilities. The Success Metrics list after responsibilities:
- Growth in organic and AI-driven AEO content marketing visibility.
- Increased content marketing contribution to pipeline and revenue.
- Improved conversion and engagement metrics across channels.
- Successful build-out of a scalable, high-performing content marketing team.
- Adoption of AI-assisted workflows with strong quality outcomes.
These are outcomes; could be placed under "What success looks like" but we already have those in responsibilities. Might be redundant. However we need to preserve all substantive information; we could include them under a section "Success Metrics" but we don't have a heading for that in allowed list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to fit Success Metrics somewhere, maybe under Responsibilities (as part of what success looks like) or under Requirements? Probably under Responsibilities as they describe success outcomes. We can incorporate them into responsibilities bullet points under each sub-section? But we already have "What success looks like" bullets inside each responsibility subsection. The Success Metrics list is separate but similar. We could merge them into responsibilities as additional bullet points under a generic "Success Metrics" but we don't have that heading. Could add them under Responsibilities as extra bullet points.
Thus we will include them under Responsibilities as additional bullet points (maybe after the team leadership section). Ensure we don't duplicate.
Now Benefits: list:
- group health insurance benefits (medical, vision, dental)
- FSA and HSA healthcare accounts
- life and accident insurance
- adoption and fertility assistance
- paid parental leave of up to 6 weeks
- short/long term disability
- paid time off for vacation, personal needs, and sick time
- Choice Time Off (CTO) varies based on years of service and is pro-rated based on hours worked per week; a new hire earns up to 17 days of CTO per calendar year.
- up to 11 paid holidays per calendar year.
- opportunity to contribute to company 401(k) savings and investment plan or deferred compensation plan (if eligible), with an employer match of 100% on the first 3% of contributions for eligible employees.
- Learn more at https://roberthalfbenefits.com.
We need to preserve all.
Pay: The typical annual salary range for this position is shown below and is negotiable depending upon experience and location. The position is eligible for a discretionary annual bonus. $176,000.00 - $230,000.00
We'll output as
with that info.
Schedule: not present, so omit.
Skills: we need to decide if we include
About the role
thenwith description. Responsibilities:
Responsibilities
then- each duty.
Requirements: maybe required qualifications: BA, 10+ years, proven success, deep expertise, experience leading, demonstrated ability, exceptional marketing writing.
Qualifications: preferred: building from ground up, familiarity with AI-assisted tools, experience partnering with technical teams, background in high-growth.
Skills: maybe we could combine but we have both required and preferred; we could treat required as Requirements, preferred as Qualifications, and maybe Skills not needed. But we need to include Skills heading only if we have specific skill content. Could extract skills: SEO-driven content marketing strategy, search intent, AEO principles, multi-channel content marketing programs, scalable operations, team leadership, marketing writing/editing/storytelling, AI-assisted workflows, technical SEO, web, analytics, performance marketing, marketing technology. That's a lot. Could put under Skills.
But we must avoid duplication. Let's decide: We'll have sections: About the role, Responsibilities, Requirements (required), Qualifications (preferred), Skills (maybe derived from both), Benefits, Pay.
Check if any content missing for Skills: we can list skills from both required and preferred that are skill-based.
We must preserve all substantive information; not invent or summarize away detail. So we need to include all points from the posting. If we create Skills section, we must ensure we don't omit any details that belong elsewhere. We'll need to allocate each bullet to appropriate section without losing info.
Let's parse the posting into bullet points.
Who We Are / About the role:
- Robert Half, one of FORTUNE’s World’s Most Admired Companies and a Fortune 100 Best Companies to Work For is hiring for a Director, Content Marketing to join the Marketing department.
- The Director, Content Marketing builds and leads a modern content marketing function that drives measurable business impact across brand, demand generation, and customer engagement.
- This leader owns the end-to-end content marketing strategy, operating model, governance, and content marketing performance across digital channels, with a particular focus on high-quality, search- and AEO-optimized content marketing assets.
- This role is squarely focused on content marketing strategy and execution, working in close partnership with digital marketing and technology teams that own technical implementation.
- The Director leads a scalable, high-performing content marketing engine that fuels pipeline, strengthens brand authority, supports audience growth, and drives competitive differentiation while maintaining clear swim lanes with Communications, which leads thought leadership, editorial strategy, executive visibility, earned authority, and reputation-building content.
That's About the role.
Responsibilities (What You'll Do) broken into three sub-sections but we can flatten.
List each duty:
From "Content Marketing Strategy, Audience Alignment & Planning":
- Develop and own a full-funnel content marketing strategy aligned to client acquisition, talent acquisition, integrated marketing priorities, and Robert Half’s audience growth objectives.
- Translate audience intelligence, business insights, marketplace trends, and industry knowledge into actionable content marketing strategies for hiring managers, business leaders, HR and procurement stakeholders, and job seekers across key verticals.
- With consultation from channel leads, define channel-specific content marketing strategies for SEO, AEO, email, paid media, and conversion pages that align to demand generation priorities.
- Build and manage a prioritized content marketing roadmap focused on high-intent search opportunities, conversion-focused landing pages, and campaign-integrated content marketing assets.
- Establish content marketing standards that improve consistency, quality, performance, and differentiation across practice groups and specializations.
- What success looks like: Content marketing is clearly segmented by audience and funnel stage, tightly aligned to GTM priorities, and focused on high-conversion opportunities.
From "Content Marketing Creation, Optimization & Performance Execution":
- Drive quality, consistency, and performance of marketing content across digital channels and audience journeys.
- Partner with channel strategy leads to develop content marketing assets across SEO and AEO-driven pages, conversion-focused landing pages, email marketing, lifecycle programs, and paid media.
- Ensure content marketing assets are built around search intent, user needs, answer quality, and conversion goals.
- Partner with channel leads on testing frameworks and optimization roadmaps, including conversion rate improvements, message clarity, differentiation, and SEO/AEO refreshes.
- Implement scalable AI-assisted content marketing workflows that improve speed while maintaining quality, accuracy, compliance, and brand standards.
- Standardize content marketing quality across high-volume job and solution pages in partnership with Web teams.
- What success looks like: Content marketing consistently converts, driving qualified leads, applications, inquiries, and pipeline.
From "Content Marketing Performance, Funnel Impact & Growth Optimization":
- Define and manage content marketing KPIs aligned to Robert Half’s business model, including client leads and inquiries, job applications, candidate engagement, conversion rates, organic visibility, and AI-driven visibility.
- Partner with Analytics and channel leaders to build a clear attribution model that connects content marketing performance to leads, applications, and business impact.
- Identify conversion bottlenecks across the funnel and prioritize optimization opportunities for high-impact pages and campaigns.
- Drive a culture of testing and continuous improvement, including A/B testing messaging and CTAs, landing page optimization, and email journey iteration.
- Scale repeatable content marketing playbooks for high-performing segments, roles, industries, solutions, and audience needs.
- Shift from content volume to content marketing effectiveness and conversion efficiency.
- What success looks like: Content marketing is directly tied to pipeline growth, and performance insights continuously improve results.
From "Team Leadership, Cross-Functional Collaboration & Content Marketing Operations":
- Build and lead a centralized, high-performing content marketing team supporting multiple audiences.
- Establish scalable content marketing operations, including intake, prioritization, workflows, governance, quality standards, and performance routines.
- Provide clear role clarity across Content Marketing team member responsibilities.
- Partner closely with Digital Marketing, Marketing Technology, Web, Integrated Marketing, Field Marketing, Analytics, Brand, and Communications to ensure complementary capabilities and clear ownership boundaries.
- Manage agencies and external partners as extensions of the team, as needed.
- Bring consistency, quality, and scale to a distributed content marketing ecosystem.
- Fosters a culture of continuous learning, feedback, and accountability.
- Promotes employee engagement, recognition, and well-being to drive team effectiveness and retention.
- What success looks like: A well-orchestrated content marketing engine scales efficiently across teams, markets, audiences, and channels.
That's responsibilities.
Requirements (What You'll Need) required:
- BA in Marketing, Communications, English, Journalism, Business, or related field.
- 10+ years of experience in content marketing, digital marketing, or related leadership roles.
- Proven success in B2B and B2C content marketing with measurable impact on pipeline, conversion, engagement, and revenue.
- Deep expertise in SEO-driven content marketing strategy, search intent, content performance, and AEO principles.
- Experience leading multi-channel content marketing programs and building scalable content marketing operations.
- Demonstrated ability to build, lead, and develop content marketing teams.
- Exceptional marketing writing, editing, and storytelling capabilities.
Qualifications (Preferred):
- Experience building a content marketing function from the ground up.
- Familiarity with AI-assisted content marketing tools and workflows.
- Experience partnering closely with technical SEO, web, analytics, performance marketing, and marketing technology teams.
- Background in high-growth, performance-driven marketing environments.
Success Metrics (maybe could be under Requirements? but we could treat as part of Requirements? However they are metrics of success, not required qualifications. Could be placed under "What success looks like" but we already have those in responsibilities. The Success Metrics list after responsibilities:
- Growth in organic and AI-driven AEO content marketing visibility.
- Increased content marketing contribution to pipeline and revenue.
- Improved conversion and engagement metrics across channels.
- Successful build-out of a scalable, high-performing content marketing team.
- Adoption of AI-assisted workflows with strong quality outcomes.
These are outcomes; could be placed under "What success looks like" but we already have those in responsibilities. Might be redundant. However we need to preserve all substantive information; we could include them under a section "Success Metrics" but we don't have a heading for that in allowed list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to fit Success Metrics somewhere, maybe under Responsibilities (as part of what success looks like) or under Requirements? Probably under Responsibilities as they describe success outcomes. We can incorporate them into responsibilities bullet points under each sub-section? But we already have "What success looks like" bullets inside each responsibility subsection. The Success Metrics list is separate but similar. We could merge them into responsibilities as additional bullet points under a generic "Success Metrics" but we don't have that heading. Could add them under Responsibilities as extra bullet points.
Thus we will include them under Responsibilities as additional bullet points (maybe after the team leadership section). Ensure we don't duplicate.
Now Benefits: list:
- group health insurance benefits (medical, vision, dental)
- FSA and HSA healthcare accounts
- life and accident insurance
- adoption and fertility assistance
- paid parental leave of up to 6 weeks
- short/long term disability
- paid time off for vacation, personal needs, and sick time
- Choice Time Off (CTO) varies based on years of service and is pro-rated based on hours worked per week; a new hire earns up to 17 days of CTO per calendar year.
- up to 11 paid holidays per calendar year.
- opportunity to contribute to company 401(k) savings and investment plan or deferred compensation plan (if eligible), with an employer match of 100% on the first 3% of contributions for eligible employees.
- Learn more at https://roberthalfbenefits.com.
We need to preserve all.
Pay: The typical annual salary range for this position is shown below and is negotiable depending upon experience and location. The position is eligible for a discretionary annual bonus. $176,000.00 - $230,000.00
We'll output as
with that info. Schedule: not present, so omit. Skills: we need to decide if we include