TL;DR: How Do You Spot Red Flags When Hiring an SEO Manager?
A strong SEO Manager drives long-term growth, aligns SEO with business goals, and leads teams effectively.
But hiring the wrong person can cost time, money, and morale.
Watch for red flags like over-focus on quick wins, poor communication, outdated knowledge, lack of measurable results, and weak adaptability.
Key Takeaways
The wrong SEO Manager can cost years of salary and hinder growth.
Look out for 13 major red flags during hiring, from quick-win obsession to poor collaboration skills.
Prioritise candidates who are strategic, adaptable, collaborative, and ROI-driven.
A great SEO Manager blends technical SEO expertise with leadership and communication skills.
13 Red Flags to Watch for When Hiring an SEO Manager
Hiring the right SEO Manager can transform your agency’s visibility, rankings, and client satisfaction.
But the wrong hire?
It can cost your company up to two years’ worth of salary, hurt productivity, and damage team morale.
Here’s how to protect your business: by knowing the red flags to watch for when hiring an SEO Manager.
What Happens If They’re Overly Focused on Quick Wins?
SEO is a long-term strategy. Candidates who emphasise “quick fixes” may lack the patience and foresight required for sustainable growth.
Can They Communicate Strategy Clearly?
An SEO Manager should explain complex strategies in simple terms. If they can’t articulate their approach or tie strategies to business goals, it’s a warning sign.
Do They Stay Updated on SEO Trends?
A manager unfamiliar with Core Web Vitals, mobile-first indexing, or AI-driven search won’t be equipped to keep your agency competitive.
Do They Have Proof of Past Results?
Ask for specifics: improved rankings, traffic growth, or successful campaigns. A lack of evidence may indicate shallow experience.
Do They Understand Content Strategy?
SEO and content go hand-in-hand. A candidate who doesn’t prioritise content strategy may struggle to deliver holistic results.
Are They Overly Focused on Vanity Metrics?
Page views and impressions don’t pay the bills. A results-oriented manager focuses on conversions, revenue, and ROI.
Do They Adapt Well to Change?
Algorithms shift and client needs evolve. If they resist change, they’ll quickly fall behind.
Do They Speak Negatively About Previous Roles?
Bad-mouthing past employers signals poor professionalism and could bring negativity into your culture.
Are They Job Hopping Too Often?
Frequent job changes without strong reasoning may show a lack of commitment, dangerous for a role where results take time.
Do They Rely Too Much on Third-Party Audits?
Outsourcing everything signals weak technical depth. A manager should handle core SEO tasks in-house.
Do They Lack Hands-On Experience?
SEO Managers should not only delegate but also have practical experience “in the trenches” implementing changes.
Are They More Focused on Budgets Than ROI?
Budget negotiation is fine, but ROI should be the priority. Look for a performance-driven mindset.
Can They Collaborate With Developers?
SEO requires collaboration with dev teams. A candidate who struggles to communicate with developers will create bottlenecks.
Final Thoughts: How Do You Avoid These Red Flags?
The wrong SEO Manager can set your agency back years. The right one will:
Focus on long-term growth
Communicate effectively
Adapt to change
Collaborate across teams
Looking to hire your next SEO Manager?
Get in touch with SEO for Hire to see how we can help you secure the right talent.
FAQs About Hiring an SEO Manager
What’s the biggest red flag when hiring an SEO Manager?
Over-focus on quick wins. SEO is long-term, and this mindset can undermine sustainable growth.
How do I test a candidate’s communication skills?
Ask them to explain a technical SEO concept to a non-technical stakeholder. Clarity is key.
Should I hire an SEO Manager without hands-on experience?
No, hands-on experience is critical. They need to know how SEO works in practice, not just theory.
How important is adaptability in an SEO Manager?
Very, algorithms and client needs constantly evolve. Adaptability is non-negotiable.
How can I avoid making the wrong hire?
Look beyond the CV. Ask for case studies, probe for real results, and test soft skills like communication, adaptability, and collaboration.
