Digital Marketing Coordinator Hrtechx

A Digital Marketing Coordinator runs the day-to-day mechanics of a company's online marketing: scheduling social posts, building and sending email campaigns, updating website pages, setting up paid ads and pulling together performance reports. The "HRtechX"-style suffix usually just signals the employer is an HR technology business (software for recruitment, payroll, employee engagement and similar), so the audience you market to is HR directors, talent acquisition leads and people teams rather than consumers. You typically sit in a small marketing team, often supporting a marketing manager and working closely with sales.

Starting salary: £24k–£30k
Live graduate jobs: 1 open now
Main way in: Direct application after a degree
They usually ask for: A degree is usually expected but the subject often does not…

Approximate graduate salary

Typically around £24,000–£30,000 to start, with London and well-funded software companies at the higher end and smaller regional employers or agencies at the lower end. This is a broad approximation and varies widely by employer, location and whether the role carries any bonus.

What you'd actually do

Scheduling and publishing social content, mostly on LinkedIn for a B2B HR tech audience, then replying to comments and tracking which posts actually drove clicks
Building email campaigns in a marketing automation platform (HubSpot, Marketo, Mailchimp or similar) - writing or editing the copy, segmenting the contact list, testing links, sending and reporting on open and click rates
Updating website and landing pages in a content management system (CMS) such as WordPress or Webflow, including the forms that capture leads
Pulling numbers from Google Analytics, LinkedIn Ads and the CRM (customer relationship management system, where sales contacts are stored) into a weekly or monthly report

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Coordinating content production - briefing a designer or freelance writer, chasing a product specialist for a technical review, proofreading a case study or whitepaper before it goes live
Supporting events and webinars: setting up registration pages, sending reminder emails, preparing follow-up lists for the sales team, and in some roles staffing a stand at an HR or recruitment trade show
Keeping the marketing calendar, asset library and campaign trackers tidy so nobody ships the same thing twice

How graduates get in

Direct application after a degree - the most common route. Marketing coordinator and marketing executive jobs are usually advertised openly rather than through structured schemes, and small to mid-sized tech firms hire this way almost exclusively.
A placement year or summer internship in marketing, then converting that into a graduate job or using it as the experience that gets you shortlisted elsewhere.
Formal graduate schemes exist but are concentrated in large agencies, consumer brands and big tech vendors - less common in the smaller HR tech companies that advertise coordinator roles.
Sideways from a related junior job: sales development, customer support, recruitment or admin inside a tech company. Internal moves into marketing are genuinely common, and prior recruitment or HR experience is a real advantage when marketing to HR buyers.

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Via an agency - starting at a digital or B2B marketing agency, learning paid social and email delivery quickly, then moving in-house after a year or two.
A Level 3 or Level 4 digital marketing apprenticeship is a realistic non-graduate alternative route into the same job, so you may be working alongside people who did not take the degree path.

What employers ask for

A degree is usually expected but the subject often does not matter much. Marketing, business, communications, English and psychology are all common; so are unrelated subjects where the candidate has built up demonstrable practical experience.
Grades are rarely a hard filter outside large graduate schemes - most employers in this space care more about a portfolio or evidence you have actually run campaigns than about a 2:1 versus a 2:2. Some bigger employers do set a 2:1.
Hands-on familiarity with at least some tools: a CMS, an email platform, Google Analytics, LinkedIn Campaign Manager or Meta Ads Manager. Society marketing, a side project, a freelance client or a placement all count.
Evidence of writing clearly for a business audience - a sample blog post, a newsletter you ran, coursework you can share.

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Free or low-cost certifications (Google Analytics, Google Ads, HubSpot, Meta Blueprint, CIM qualifications) are a useful signal, particularly if your degree is unrelated. None is strictly required.
Some HR tech employers prefer candidates with any exposure to HR, recruitment or SaaS (software sold on subscription) because the product and buyer are technical; many will train you on this instead.

Skills that matter

Copywriting for a business audience

Most of the output is words - subject lines, ad copy, landing pages, LinkedIn posts - and HR buyers switch off quickly at vague marketing language.

Comfort with spreadsheets and basic data

You will be joining ad spend, website traffic and CRM lead data by hand to answer questions like which campaign actually produced enquiries.

Learning software quickly

Marketing tech stacks differ at every employer and you are expected to pick up a new automation or analytics platform without formal training.

Project coordination and chasing

A campaign depends on a designer, a product expert and a salesperson delivering on time, and the coordinator is usually the person holding the deadline.

Understanding the buyer's world

In HR tech you are marketing to HR and talent teams, so knowing their pressures - hiring costs, compliance, retention - makes your content land rather than read as generic.

Attention to detail under time pressure

A broken link or wrong merge field in an email going to thousands of contacts cannot be recalled, and these mistakes are the ones that get noticed.

Putting these on a CV? We counted which skills 12,914 live graduate adverts ask for, and what to do with the answer — part of our application advice.

Where it leads

Digital Marketing Coordinator or Executive - roughly the first one to two years, focused on executing campaigns others have planned.
Marketing Executive to Senior Executive, or a specialism: demand generation, content marketing, product marketing, paid media or marketing operations. Specialising usually happens around the two-to-four year mark, though it varies a lot and some people specialise immediately.
Marketing Manager or Campaign Manager - owning a channel, a budget and sometimes a junior report. Timelines vary widely; it happens faster in small, fast-growing companies where there is no queue above you.
Head of Marketing or Head of Demand Generation in a smaller business, or Senior Manager in a larger one.
Longer term: Marketing Director or CMO, or a move into agency-side leadership, freelance consultancy, or across into sales enablement, product or customer marketing. Plenty of people also move out of HR tech into other B2B software sectors, where the skills transfer almost directly.

What people get wrong

“It's mostly about being creative and coming up with ideas.”

A large share of the week is administrative and technical - building lists, checking tracking links, updating a CRM, formatting reports. The creative work exists but is often a smaller slice than people expect, especially in the first year.

“It's basically running the company's social media accounts.”

In B2B HR tech, social is one channel among several and often not the biggest. Email, paid search, webinars, events and search-optimised content typically generate more of the sales enquiries the team is measured on.

“Marketing is judged on likes, followers and brand awareness.”

In a software business you are usually measured on leads passed to sales and pipeline influenced. You will be asked to justify spend in those terms, which is why the data side matters more than the title suggests.

“You need a marketing degree.”

Many people in these roles have unrelated degrees. Employers in smaller tech firms tend to weigh a portfolio of real campaigns, a side project or a placement more heavily than the subject on your certificate.

Where this varies

The job varies a lot by employer size. In a small HR tech startup you may be one of two or three marketers, doing everything from writing posts to running paid ads with real autonomy and little supervision. In a larger software company the same title can mean supporting specialists and owning a narrow slice - say, email execution or event logistics. Agency versions of the role involve juggling several clients at once and are more deadline-driven. Sector matters too: B2B HR tech marketing is longer-cycle, content-heavy and sales-aligned, which is quite different from consumer-facing digital marketing roles with the same job title.

See all 1 live Digital Marketing Coordinator Hrtechx jobsFrom employers' own careers sites, updated daily Tailor your CV for this roleFree with an account, 3 a month

General guidance about the role across the UK market, not about any specific employer. Entry routes and requirements vary — always check the individual job advert.