A good media relations campaign does not run on instinct alone. It runs on a plan, a schedule, real metrics, and someone checking whether the message is actually landing with the people it is aimed at. That someone is what this role is built around, day in and day out.
Full-time, fully remote, no office attached and no city requirement of any kind. You will coordinate with internal teams and external partners entirely through remote channels, whether that means a call, a shared campaign tracker, or a quick message to confirm a placement went live on schedule.
Work happens on your own screen, on your own schedule for the most part, with meetings clustered around the moments that need real-time input. Nobody expects you to be online every hour of the day. What matters is that when a campaign needs attention, you show up for it quickly and reliably.
A bachelor's degree in marketing, business, or communications is the baseline requirement, and proven experience in media relations specifically matters more than a broad communications background alone. Employers want to see campaigns you have actually run, not just studied.
A general communications degree without any hands-on media relations work behind it is a harder sell for this specific opening. If your background leans more toward internal communications or content marketing, be ready to explain clearly how that experience transfers to pitching and managing external coverage.
24 months of relevant experience is required. That is enough time to have handled a real campaign from planning through results, including the parts that went sideways and had to be fixed mid-flight while the deadline stayed fixed.
Nice to have: experience pitching a specific industry vertical, familiarity with a media monitoring platform, or a track record of securing coverage in competitive, high-volume news cycles. None of these are required to apply, but they move a resume up the pile.
Crisis instinct is worth naming specifically, since it separates strong coordinators from average ones fast. If a client statement goes out wrong or a story turns unexpectedly negative, you need to be the person who can draft a calm, accurate response quickly rather than the person who freezes and waits for someone else to decide what to do.
Some weeks are steady: outreach, follow-ups, reporting. Then a story breaks that touches your industry, and suddenly you are rewriting a pitch angle in real time to stay relevant to the news cycle instead of getting buried by it. Both speeds are part of the job, and you need to be comfortable switching between them fast.
You will work closely with internal stakeholders who care deeply about how their initiatives get represented publicly, and external partners, journalists, agencies, platforms, who each operate on their own timeline and priorities. Managing both sides without dropping either one takes real organization, not just charm.
Data matters as much as instinct here. A campaign that felt successful but did not move a single tracked metric is not a win, no matter how good the coverage looked on the surface. You are expected to know the difference and say so plainly.
Expect regular reporting to leadership, not once a quarter but on a rhythm that keeps everyone aligned as a campaign unfolds. That means clean dashboards, honest explanations when a number underperforms, and enough context that a stakeholder outside the campaign can understand the story in under two minutes.
Say a product launch campaign is underperforming two weeks in, with pickup rates well below target. You do not wait for a quarterly review to notice. You dig into which outlets are converting and which are not, adjust the pitch angle, and reroute effort toward what is actually working before the launch window closes.
Relationship maintenance runs underneath every campaign, whether or not a specific campaign happens to be active that week. Journalists and partners remember who followed up cleanly on a story that fell through and who disappeared once the pitch got a no. Staying reliable through the quiet stretches is what makes the busy, high-pressure ones go noticeably smoother.
This role pays 66,000 dollars a year, full-time. Remoteroles confirms every salary figure directly with the hiring employer, so what is posted is what the role actually pays.
The bonus structure rewards results you can point to directly, coverage secured, targets hit, campaigns that moved the needle, rather than hours logged. The exact split is walked through clearly before you accept an offer, not buried in fine print afterward.
Send a resume along with one or two campaigns you can speak to in detail: the goal, what you did, and what actually happened as a result. Vague descriptions slow down the review. Specific outcomes speed it up considerably and make the whole process faster for everyone involved.
Applications are reviewed on a rolling basis, and candidates who move forward are contacted directly to schedule an initial conversation about your campaign experience and the teams you would support.
Bring your own questions to that first conversation too. Ask about the tools the team already uses, the industries the campaigns typically cover, and how success gets measured on this specific team. A candidate who asks sharp questions tends to be a candidate who does sharp work once hired.