Hiring a Social Media Manager, Assistant, or Intern? Read This First.
Let’s be honest: social media isn’t just “posting pretty pictures” anymore.
It’s your voice.
Your storefront.
Your first impression.
And the person managing it?
They’re not just running your Instagram — they’re shaping the way people feel about your brand.
Whether you're considering hiring a manager, assistant, or intern, this decision is more than logistical. It’s strategic. It’s relational. It’s long-term.
And making the right choice can change the trajectory of your brand.
Here’s what to know before you hire.
1. First: Get Clear on the Role You Actually Need
Before writing a job description or scanning LinkedIn, pause and ask: What does my brand actually need right now?
Here’s a breakdown:
Social Media Assistant
Best for businesses that already have a strategy and need help executing. Tasks may include scheduling content, replying to comments, sourcing UGC, and light editing.Social Media Manager
Ideal for brands ready to grow. Managers typically own strategy, calendars, campaign planning, content direction, and reporting.Social Media Intern
Helpful for extra hands (and fresh perspectives), but often need close supervision, structure, and a learning environment.
✨ Pro tip: Don’t expect a junior hire to do it all — strategy, copy, content, analytics, and community — unless you’re giving them serious support.
2. Look for More Than Platform Know-How
Your ideal hire should understand that social media is a business tool — not just a feed.
Yes, they should know the difference between a carousel and a Reel,
But more importantly, they should know how content drives growth, engagement, and sales.
Ask:
Do they understand your audience?
Can they translate brand values into relatable content?
Do they care about reach and resonance?
3. Balance Creativity With Strategy
Social media requires right-brain and left-brain thinking.
You want someone who can brainstorm a series idea and back it up with data.
The best candidates will be able to:
✔️ Write with clarity and personality
✔️ Spot trends (and know when to ignore them)
✔️ Create content with intention, not just for aesthetic
✔️ Analyze what’s working and adjust accordingly
4. Prioritize Adaptability
Let’s face it: Instagram’s algorithm will change five more times before you finish reading this.
Your ideal social hire doesn’t need to master every new feature on day one. But they should be curious, adaptable, and eager to learn.
They should also understand nuance — like what works on LinkedIn vs. TikTok, or how to balance storytelling with CTA-driven posts.
5. Communication Is Non-Negotiable
Social media is a conversation — with your audience and your internal team.
That’s why communication skills are crucial.
Your hire should be able to:
Write in your brand voice
Handle DMs and comments with empathy and professionalism
Report on progress and bring new ideas to the table
Remember: they’re not just speaking for you — they’re speaking as you.
6. Ask for Real Results — Not Just Follower Count
Anyone can gain followers.
What matters is: Did their work move the needle?
Look for evidence of impact:
Did engagement go up?
Did a campaign drive traffic or conversions?
Did they help build a loyal community?
Can they connect content performance to business goals?
Numbers matter — but so does narrative.
7. Don’t Underestimate Project Management
The most beautiful post in the world won’t help if it’s late, off-brand, or uncoordinated.
Social media is a system. Look for someone who can:
Manage a content calendar
Stay organized across platforms
Track analytics and share insights
Work proactively, not just reactively
Even the most creative mind needs structure to thrive.
8. Look for Alignment — Not Just Skill
This is the person who will embody your voice and values online.
So yes, they should know Canva.
But more importantly, they should get you.
The best social media hires are people who:
Believe in what you do
Understand your audience intuitively
Bring energy, ideas, and presence to your brand
Because when the fit is right, the content just flows better.
And the audience feels it.
Don’t Want to Hire Yet? Let’s Bridge the Gap.
Hiring the right person takes time, clarity, and (let’s be real) budget.
But that doesn’t mean you should go dark on social or post without purpose while you figure it out.
At Oui Creatives, we work with brands like yours to:
Build your strategy before hiring someone to execute it
Create ready-to-use content (even if you don’t have a team yet)
Provide ongoing support while you search for your in-house person
Train and onboard your new hire so they hit the ground running
Source creators and produce UGC to fuel your feed with real, relatable stories
We’ve helped founders bridge that messy middle between doing it all themselves and having a fully built team.
You don’t have to choose between “hire now” or “do nothing.”
You can partner with a studio that supports your growth until the right person is in place — and even beyond.
Final Thought?
Social media is where trust begins.
So the person managing it should be more than a task-ticker.
They should be a storyteller. A strategist. A steady presence.
Whether you’re hiring now or just exploring your options —
we’d love to help you get there.
👉 Curious about what kind of support would work best for your stage of growth?
Let’s chat. No pressure — just clarity.
