Social Media Manager, Payscale
$86.8-130.2k
Offers Bonus: 10%
More information about location
Compensation software & data
Job no longer available
Compensation software & data
501-1000 employees
Job no longer available
$86.8-130.2k
Offers Bonus: 10%
More information about location
501-1000 employees
Company mission
To help organizations transform pay decisions from an uncertain compromise to a confident commitment.
Role
Who you are
- This is a hands-on role for someone who understands how B2B audiences actually use social — and how to grow influence and an engaged audience without relying on paid spend
- 3–6 years of experience managing organic social media for a B2B brand (SaaS or technology preferred)
- Proven ability to grow followers and engagement organically
- Hands-on experience with LinkedIn, YouTube, and X in a professional or industry context
- Experience working with influencers, creators, or external industry voices
- Strong copywriting skills and a sharp understanding of B2B tone and credibility
- Comfort balancing creativity with performance data
- Experience supporting thought leadership or executive social presence
- Familiarity with social analytics and scheduling tools
- Experience promoting webinars, podcasts, or video series organically
- Understanding of how social supports longer B2B buying cycle
What the job involves
- We’re looking for a Social Media Manager to grow and evolve our B2B social presence, expanding beyond LinkedIn to include other platforms such as YouTube and X, with a strong focus on organic reach, follower growth rate, and driving referral traffic
- This role is responsible for turning our content, thought leadership, and brand POV into consistent, platform-native social experiences that build credibility, spark conversation, and grow our audience over time
- You’ll also own organic influencer partnerships, community management, and employee advocacy, helping extend our reach through trusted voices and active engagement
- Own day-to-day execution of organic social across LinkedIn, YouTube, X, and other relevant platforms
- Expand reach and improve follower growth and engagement rate across platforms
- Optimize posting cadence, formats, and timing based on performance
- Test and scale platform-native formats (short-form video, clips, threads, carousels)
- Partner with the Content team to extend the reach of blogs, webinars, podcasts, videos, and thought leadership
- Repurpose long-form content into concise, high-impact social assets
- Collaborate with Demand Gen to support campaign amplification organically (without owning paid)
- Identify and build relationships with relevant B2B influencers, creators, analysts, and practitioners
- Coordinate organic influencer participation in content, campaigns, and events
- Track influencer impact based on reach, engagement, and audience relevance
- Actively monitor and engage with comments, mentions, DMs, and industry conversations
- Foster meaningful interaction with customers, prospects, partners, and peers
- Escalate insights, feedback, and emerging themes to internal teams
- Help shape an authentic, credible brand presence through consistent engagement
- Partner with thought leaders to create posts aligned with brand voice
- Activate employees with social content around key campaigns, moments, and narratives
- Create and curate share-ready content that empowers employees to authentically amplify company stories
- Develop scalable processes, prioritizing key moments for thought leader and employee activation
- Track and report on organic performance metrics including reach, follower growth, engagement rate, video views, and clicks
- Analyze which topics, formats, and voices resonate most with B2B audiences
- Share insights and recommendations to continuously improve performance
Our take
Although pay isn't always the main motivator when it comes to selecting a new job, compensation matters for a raft of reasons. All things being equal, talent that is underpaid will pass on an uncompetitive offer and become demotivated by lower-than-market pay, and the gender gap in salaries sees women earning up to 20% less than men in the same roles which is both unfair and bad for morale.
Payscale exists to provide a clear view of a company's overall offering while at the same time providing real-time data on the jobs market, allowing HR teams to adjust compensation and price jobs instantly and accurately in line with their industry's standards. It also gives jobseekers information on expected salaries for the positions they are interested in along with a range of career planning and negotiation tools.
This approach is sorely needed, as governments are beginning to legislate on pay transparency and jobseekers are increasingly expecting to know where they stand compared to the people they'll be working next to. Already counting The Washington Post, United Healthcare and the New York Times among its customers, Payscale has grown steadily through marketing and aggressive acquisitions, and is now very well placed to take advantage of the move to benefits transparency in the HR sector.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 4 rounds)
Jul 2011
$7m
EARLY VC
Jul 2007
$10.3m
SERIES C
Total funding: $27.5m
Company benefits
- Flexible paid time off (PTO)
- Paid holidays and floating holidays
- Company-sponsored volunteer hours
- Complimentary days off based on meeting company goals
- Comprehensive medical, dental, and vision, covered up to 100% by Payscale
- Life and disability insurance, covered up to 100% by Payscale
- Employee assistance program
- Flexible spending account
- Infertility benefits
- Company matched and immediately vested 401k
- Paid development hours
- Learning and development opportunities
- Regular pportunities to meet with executive leadership
- Annual remote work stipend for wellness or home office equipment
- 16 weeks paid parental leave
Company HQ
Pioneer Square, Seattle, WA
Leadership
Chris Hays
(CEO)Chris joined Payscale in 2024 as CEO. Prior to that, they spent nearly 8 years at ZoomInfo as the President & COO. They also spent 7 years at Inside Sales Team as a VP of Operations, and 10 years at Avaya as a Finance Director.
Lexi Clarke
(CPO)Lexi initially joined Payscale in 2020 as a Director of People, since then they have held various roles, becoming CPO in 2023. They previously worked in HR roles at Convoy, Redfin, Boeing, and One Kings Lane.
Kate Peter
(CCO)Previously a Global VP of Customer Experience at Anaplan, and Global Head of Customer Success at Harvard Business Publishing. They also spent 4 years at Gainsight in various roles, including Head of Enterprise Customer Success.
Peh Keong Teh
(CPO)They have been at Symend since 2020, previously serving as President, CPO & CTO, now serving as an Executive Advisor. Previously they spent 3 years at Salesforce as a Senior VP of Marketing Cloud, 1 year at Oracle in product Management (Oracle Bare Metal Cloud), and 10 years at Microsoft in various roles, including Principal Group Program Manager (SQL Azure).
Philip Watson
(CFO)Previously the CFO at Paddle and a Portfolio Finance & Operations Director at Hg. They also spent over 7 years at ZoomInfo in various VP roles.
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