Social Media Manager

Role Overview

We’re hiring a Social Media Manager to build and scale our social media engine, using both organic and paid social media channels. This role is responsible for firm-wide social media strategy, messaging, and playbooks that help attorneys market themselves authentically and in compliance.

You’ll also design the strategy behind individual attorney content, create easy-to-use toolkits and strategic plans that make it simple for attorneys to post consistently, and align attorney brands to our firm’s practice strengths across regional markets. 

This position is hybrid, reporting to our San Diego Headquarters.

Salary: $100,000- $120,000 annually

Actual salaries will vary and will be based on various factors, such as location, skills, experience, and qualification for the role.

What Success Looks Like (90-180 Days)

• Creation of firm-wide social media strategy (paid and organic), based on visibility and performance, backed by bi-monthly performance metrics. 

• Self-service toolkit that attorneys actually use: Canva and other app recommendations/tutorials, content prompts, and a simple scheduling workflow 
• Growth in law firm reach, engagement, and lead and referral supporting activity, to be measured and improved monthly 

Key Responsibilities

Attorney Social Strategy & Brand Building 

• Assist individual attorneys with developing social media strategies (platform selection, voice, topic lanes, positioning).
• Creation of firm-wide social media strategy (paid and organic), based on visibility and performance, backed by bi-monthly performance metrics. 

• Create exemplar monthly attorney content calendars aligned to practice goals and news cycles 

• Develop repeatable, scalable content formats  

• Help attorneys translate their real-world credibility into content (with a focus on personal narratives and client stories) 

Attorney Enablement Tools 

• Build “plug-and-play” attorney posting tools: caption banks, templates, story ideas, content prompts, Q&A scripts 

• Train attorneys through short onboarding sessions and quarterly refreshers 

• Ensure consistent brand alignment and compliance across attorneys, markets, and platforms 

Cross-Team Leadership 

• Partner with the Social Media & Graphics Specialist, Social Media Coordinator and Marketing Leadership for visuals and brand consistency 

• Partner with the Video Coordinator for attorney video series and recurring formats 

Reporting & Optimization 

• Track attorney performance by platform, content type, and engagement metrics 

• Recommend iterative improvements monthly (what to double down on vs. what to discontinue) 

• Develop achievable KPIs for attorney content creation to support effective reporting

 

Qualifications

• Legal marketing experience required. 
• 4+ years of social media strategy experience  

• Proven experience building personal brands (execs, attorneys, founders, experts) 

• Strong writing and positioning skills (ability to make attorneys sound like themselves, but better)

• Adherence to state bar legal advertising rules, ethics, and compliance (you don’t need to be the expert, but you must respect these guidelines)
• Comfortable working with high-performing, busy attorneys; must be a team player 

Bonus (Preferred) 

• Experience with tools like Later, Sprout, Hootsuite, Loomly, Canva, Asana/Monday, and analytics tools

Hiring Signals We’re Looking For 

• You can show “before/after” examples of a thought leader you built up 

• Your strategy isn’t noted as simply “post 3x/week”; it includes why, voice, formats, hooks, and conversion intent
• You understand the difference between content that’s popular and content that’s profitable

Competencies

1. Performance & Contributions: Consistently delivers quality results and meets or exceeds job requirements.
2. Collaboration & Communication: Works effectively with colleagues and communicates clearly.
3. Initiative: Proactively takes action to achieve results.
4. Professional Growth & Development: Demonstrates ongoing professional growth and seeks opportunities for development.
5. Team Performance & Cohesion: Builds a cohesive and high-performing team.
6. Training & Process Improvement: Demonstrates the ability to effectively train teams and individual employees while continually improving processes and performance.
7. Overall Leadership Performance: Strong leadership performance including building a team and keeping up with administrative requirements to manage the team (i.e. approving time off requests/timecards, ensuring compliance trainings are completed, conducting 90-day and annual evaluations).

At Singleton Schreiber, we value the hard work and dedication of our team, and we’re proud to offer a benefits package that reflects that commitment. Our goal is to support your well-being, growth, and work-life balance through a wide range of meaningful perks:

• 100% employer-paid health, dental, and vision insurance for employees and dependents

• $50,000 in life insurance provided at no cost

• 401(k) plan with 6% dollar-for-dollar employer match after probationary period

• Generous paid parental leave for birth, adoption, or fostering

• Dependent care reimbursement up to $3,500/month

• Healthcare and Dependent Care Flexible Spending Accounts (FSAs)

• Monthly commuter reimbursement up to $100 for public transportation

• Home office reimbursement: $150 for a desk, $150 for a chair (one-time)

• $25 work-from-home allowance each pay period for hybrid and remote staff

• Up to $5,250/year in tuition reimbursement for professional development

• State bar and approved professional association dues covered

• $30 Grubhub lunch credit every first Friday of the month

• Community engagement support: matching donations to 501(c)(3) nonprofits and encouragement of volunteer time

 

NONDISCRIMINATION STATEMENT: Singleton Schreiber, LLP is an equal opportunity employer. Selection of candidates will be based solely on merit without regard to race, color, religion, religious creed (including religious dress and religious grooming), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity and transitioning), gender expression and sex stereotyping, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition or information (including genetic information), family care or medical leave status, military caregiver status, military status, veteran status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, engaging in protected communications regarding employee wages, requesting a reasonable accommodation on the basis of disability or bona fide religious belief or practice, or any other basis protected by local, state, or federal laws.