Free template · copy and adapt
Video editor job description
This video editor job description template is written from the screening we run on real video editors — copy it, replace the brackets, and post it. The bracketed parts are where the filtering happens.
Salary figures checked July 2026, sourced on our salary research. Free to use — no attribution, no email wall.
The template
Video Editor — [Company]
[Company] publishes [format: shorts/reels/YouTube] on a weekly schedule. You'll cut long-form into shorts that hold attention: hooks, pacing, subtitles, thumbnails — delivered reliably, week after week. Retention is the scoreboard, not flourish.
What you'll do
- Cut long-form source into short-form edits to our format specs, [N] per week.
- Find the hook: identify the moments worth cutting, not just the chronology.
- Build subtitles, on-screen text and thumbnails that stop the scroll without lying.
- Match pacing and sound to the platform — what works on TikTok is not what works on YouTube.
- Keep projects organised so revision four doesn't break the timeline.
- Deliver to the calendar; flag risk before the deadline, not after.
Requirements
- A portfolio of published short-form work — with views or retention you can speak to honestly.
- Fluency in Premiere, DaVinci or CapCut at a professional level.
- Pacing judgment you can explain: why this cut, why this length, why this music.
- Weekly-cadence reliability, with references who'll confirm it.
Nice to have
- Motion graphics beyond templates.
- Sound design instincts.
- AI-assisted tooling (auto-captions, silence cuts) used to go faster — with the hand-finishing that makes it not look like it.
Compensation
[State your band. Market rate for a full-time video editor is roughly $800–$1,700/month in the Philippines — sourced ranges for five countries are in the table below. Posting the band filters out mismatched expectations before they cost anyone an interview.]
How to apply
To apply, link your best edit and tell us the strongest thing you cut OUT of it, and why.
How to adapt it
- Replace every bracket. The named tools, the hours, the band, the application question — specifics are what make strong candidates self-select in and weak ones self-select out.
- Cut duties you don't actually need. Six real duties beat ten aspirational ones; candidates can tell when a list was padded.
- Keep the application question. It's a two-minute work sample in disguise — the answers will separate your applicant pile faster than any résumé line.
| Country | Monthly range | Full guide |
|---|---|---|
| Philippines | $800–$1,700 | Video editor salary in the Philippines |
| Colombia | $1,000–$2,150 | Video editor salary in Colombia |
| Mexico | $1,050–$2,200 | Video editor salary in Mexico |
| South Africa | $900–$1,950 | Video editor salary in South Africa |
| Argentina | $900–$1,850 | Video editor salary in Argentina |
The part the description can't do
A good posting attracts the right pile; it doesn't sort it. For video editors, we sort with graded work: A recut brief on existing footage plus their best real edit. That's the screening we run on every search — here's a real sample shortlist showing what the evidence looks like, and here are the interview questions we'd ask if you're running it yourself.
Or skip the pile entirely
Post this yourself and you'll do the screening. Hand us the brief and you'll read three graded finalists instead — the search runs free, and the flat $1,995 is due only when you want introductions.
Hire a video editor — search runs free
Common questions
Can I use this video editor job description as-is?
Copy it, then replace every bracketed placeholder — the company line, tools, hours and band. The bracketed parts are the parts that do the filtering; a posting left generic attracts generic applicants, which is the problem a good description exists to prevent.
Should I include the salary range?
Yes. Posting the band filters out mismatched expectations before they cost anyone an interview, and candidates in this market read a missing band as a lowball coming. Our sourced country ranges are linked below so you can anchor honestly.
What actually screens candidates — the description or the interview?
Neither, mostly. The strongest predictor is graded work: a role-specific scenario plus a real work sample, read before you ever speak to anyone. The application question at the end of this template starts that; our screening runs the full version for you.
Is this template free to use commercially?
Yes — copy it, edit it, post it anywhere. No attribution, no email wall. We publish the market's working documents for free whether or not you ever hire through us.