A great SEO Manager:
- Enhances visibility
- Improves search rankings
- Aligns SEO efforts with business goals
However, an incorrect hire or a mismatched candidate to team could pose detrimental:
A company can risk losing up to two years worth of a candidates’ salary if the wrong hire is made.
Money aside, the impact on productivity and team morale are all ripple effects of an ineffective or culturally unaligned employee.
This is why it’s important to not only look at the opportunities the right SEO Manager offers;
But to also establish your boundaries to protect against the wrong hire from happening.
As a specialist in SEO recruitment, we are more than aware of identifying great talent from those who may not be as strong, experience-wise, or culturally.
Here’s a list of red flags to watch for when hiring an SEO manager, to ensure you’re bringing on a leader who can genuinely drive success.
1. They’re Overly Focused on Quick Wins
An SEO manager who emphasises quick wins might not fully understand the long-term nature of SEO.
2. They’re Unable to Communicate Strategy Clearly
Effective communication is essential in SEO.
A strong SEO manager should be able to explain complex SEO strategies in a way that resonates with both technical teams and non-technical stakeholders.
If a candidate struggles to:
- Articulate their approach
Or - Can’t outline how their strategies align with business goals
It’s a sign they may have difficulty managing expectations or guiding your team effectively.
3. They’re Unfamiliar with the Latest Industry Trends
An effective SEO manager should stay current on trends such as Core Web Vitals, mobile-first indexing, and AI-driven search.
If a candidate isn’t familiar with recent industry changes, they may not have the knowledge to keep your agency’s SEO efforts competitive and relevant.
4. There’s No Evidence of Past Results
A great SEO manager should have a track record of driving results.
If a candidate can’t provide specific examples of past successes, such as:
- Ranking improvements
- Traffic growth
- Successful campaigns
It’s a major red flag.
Look for evidence of measurable results that align with the types of goals your agency has, as well as any tools and techniques they used to achieve those outcomes.
5. There is Minimal Understanding of Content Strategy
An SEO manager should understand how content plays into the overall SEO strategy, from keyword research to on-page optimization and content planning.
If a candidate seems disconnected from content strategy or doesn’t prioritise it, they may not be able to develop a cohesive, effective SEO plan.
6. They Focus Too Much on Vanity Metrics
SEO managers who frequently mention vanity metrics like impressions and page views may not be as focused on metrics that matter for business growth, such as conversions, revenue, and ROI.
A results-oriented SEO manager should understand how to track and report on metrics that directly impact business objectives.
7. There is a Lack of Adaptability
An effective SEO manager knows how to pivot when algorithms or if a client needs changes; or the manager may also simply need to adapt to different personalities in your team.
If a candidate seems inflexible or unwilling to adapt their approach, they will struggle to meet the demands of the role.
8. Negatively Talking About Previous Work Experiences
A candidate who overly emphasises and negatively criticises their previous experiences may lack professionalism.
This could signal bringing a negative attitude and energy into your organisation and team.
9. Job Hopper
Frequent job changes can be a red flag, especially if the candidate doesn’t have a strong explanation for their moves.
SEO requires time to achieve meaningful results, and frequent moves can indicate a lack of commitment or the inability to build lasting strategies.
10. Relies on Third-Party Tech SEO Audits
Some SEO managers outsource essential tasks like technical audits to third-party platforms or freelancers.
While outsourcing can be useful, a qualified SEO manager should be able to handle core tasks in-house.
Relying too much on third parties could indicate a lack of technical depth.
11. Limited Hands-On Experience
An SEO manager should be actively involved in SEO practices and not just someone who oversees or delegates.
A candidate who only recommends SEO best practices without getting hands-on may lack the expertise to handle complex issues as they arise.
Look for candidates who have been in the trenches and executed changes themselves.
12. Budget Negotiation Over ROI
While budget management is part of the role, SEO managers should focus on the ROI their efforts bring.
If a candidate talks more about negotiating budgets than delivering results, they may lack the performance-driven mindset needed to maximise the SEO department’s impact.
13. Inability to Collaborate with Developers
SEO often requires close collaboration with developers to implement technical recommendations.
If a candidate doesn’t understand how to communicate with developers or has difficulty working with technical teams, it can create bottlenecks.
Conclusion
Hiring the right SEO manager can significantly impact your agency’s success, but overlooking these red flags can lead to costly setbacks.
By focusing on candidates who demonstrate a commitment to:
- Long-term growth
- Strategic thinking
- Adaptability
- Collaboration
You can bring in an SEO manager who’s capable of leading your team to achieve sustainable results.
Looking to hire your next SEO Manager?
Get in touch with SEO for Hire to see how we can assist.
