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If you’ve Googled “After Sales Manager job description,” you’ve probably seen the same thing over and over again: dry bullet points, vague responsibilities, and copy-paste templates that could apply to any company. The problem? Posts like these don’t actually help you attract top talent—they just fill space.
The truth is, the best candidates aren’t excited by generic checklists. They want to know what the role really means, why it matters to your business, and what it feels like to work with your team. That’s why in this guide, we’re going beyond the basics.
We’ll show you how to write an After Sales Manager job description that not only covers responsibilities, duties, and skills, but also inspires the right people to apply. Along the way, we’ll share examples, highlight common mistakes, and give you templates you can adapt for your company.
👉 Before we dive in, if you haven’t read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , I recommend checking it out—it explains why generic posts fail and how to create job ads that actually convert quality applicants.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
What an After Sales Manager Actually Does
At its core, an After Sales Manager is responsible for everything that happens once the deal is closed. They ensure customers don’t just buy from you once, but continue to engage, repurchase, and recommend your business to others.
Instead of thinking of this role as “customer support with a fancier title,” think of it as a growth and retention role. A great After Sales Manager protects revenue, strengthens client relationships, and turns one-time buyers into long-term advocates.
In plain English, here’s what the role looks like day to day:
- Checking in with customers to make sure they’re satisfied with the product or service.
- Coordinating with sales, operations, and support teams to resolve issues quickly.
- Tracking warranty claims, service requests, or ongoing contracts.
- Identifying upsell and cross-sell opportunities based on customer needs.
- Analyzing customer feedback and using it to improve both service and product quality.
The best After Sales Managers are not just problem-solvers—they’re relationship-builders. They blend emotional intelligence, strong communication, and commercial awareness to keep customers loyal while spotting opportunities for future business growth.
Two Great After Sales Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
Option 1: Job Description For Experienced After Sales Manager
Job Title: After Sales Manager – Keep Customers for Life at BrightWave Appliances
Location: Dallas, TX (Hybrid) | Type: Full-Time | Salary: $70,000–$95,000 base + performance bonus
🎥 Meet Your Hiring Manager: [Insert Loom/YouTube link]
Who We Are
BrightWave Appliances designs and builds high-performance kitchen and laundry appliances for modern homes. Our products are sold through national retailers and installed by certified partners across the U.S. We’re obsessed with reliability and customer experience—from the first unboxing to the fifth year of ownership.
What You’ll Do
- Own the post-sale customer journey: onboarding, check-ins, service recovery, and loyalty.
- Oversee warranty programs, parts logistics, and repair SLAs with field service partners.
- Turn feedback into action by partnering with Ops, QA, and Product to remove recurring issues.
- Build account-level health dashboards and report on NPS/CSAT, first-time fix rate, and retention.
- Identify upsell/cross-sell opportunities (extended warranties, accessories, replacements).
What We’re Looking For
- 3–5+ years in after-sales/service operations, customer success, or account management.
- Strong stakeholder management across support, logistics, and product/engineering.
- Data-driven: confident with KPI tracking, root-cause analysis, and process improvement.
- Calm under pressure; excellent written and verbal communication.
- Experience with service CRMs (e.g., ServiceMax, Zendesk, Salesforce) is a plus.
Perks & Benefits
- Competitive base + performance bonus
- Medical, dental, vision; HSA/FSA options
- 401(k) with employer match
- 18 days PTO + 10 paid holidays
- Annual learning stipend + access to industry certifications
- Product discounts; home-office equipment stipend
Why This Role Is a Great Fit
- High impact: You’ll reduce churn, improve NPS, and shape product quality.
- Autonomy: Lead projects end-to-end with clear ownership and executive visibility.
- Growth: Build out processes and a small team as our installed base expands.
Our Hiring Process
We review every application and keep you updated. Shortlisted candidates complete a brief WorkScreen evaluation, followed by interviews. Finalists receive timely decisions.
📥 Apply via WorkScreen: [Insert WorkScreen link]
Option 2: Job Description For Entry-Level / Willing-to-Train After Sales Manager
Job Title: After Sales Manager (Training Provided) – Grow with AquaPure
Location: Denver, CO (On-site with local travel) | Type: Full-Time | Salary: $50,000–$65,000 base + quarterly incentives
🎥 Meet Your Hiring Manager: [Insert Loom/YouTube link]
Who We Are
AquaPure Water Systems provides whole-home filtration and softening solutions for families across Colorado. We install, maintain, and service systems built to last—backed by friendly support and fast response times. Our mission is simple: make great water effortless.
What You’ll Do
- Learn our post-sale playbook: welcome calls, maintenance reminders, and follow-ups.
- Coordinate service appointments, track warranties, and ensure issues are resolved quickly.
- Communicate clearly with homeowners and techs; keep everyone in the loop.
- Gather feedback and spot opportunities (filter plans, upgrades, referrals).
- Grow into reporting on CSAT, response times, and renewal/retention metrics.
What We’re Looking For
- Strong people skills; organized and reliable.
- Comfort working on the phone and in a scheduling/CRM tool.
- Curious, coachable, and proactive—no prior after-sales experience required.
- Background in hospitality, retail, or customer support is a plus.
Perks & Benefits
- Paid training and mentorship plan
- Medical, dental, vision (company contribution)
- Mileage reimbursement for field visits
- Company laptop + phone allowance
- 15 days PTO + wellness day each quarter
- Tuition assistance for relevant certifications
Why This Role Is a Great Fit
- Launchpad role: We’ll train you from day one and map a path to Senior ASM or Service Ops.
- Customer love: You’ll see the impact of your work in real homes every week.
- Supportive team: Clear processes, friendly techs, and leaders who invest in your growth.
Our Hiring Process
Every application is reviewed. You’ll complete a short WorkScreen evaluation, then interview with the hiring manager. We communicate outcomes to all applicants.
📥 Apply via WorkScreen: [Insert WorkScreen link]
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Breakdown of Why These After Sales Manager Job Descriptions Work
1. Clear, Specific Titles
Instead of a vague “After Sales Manager,” the posts use differentiated titles:
- “After Sales Manager – Keep Customers for Life at BrightWave Appliances”
- “After Sales Manager (Training Provided) – Grow with AquaPure”
These titles instantly signal who the role is for, what makes it unique, and why it matters. That’s how you stand out in a sea of generic listings.
2. Warm Intros with Context
Both posts open with a video from the hiring manager and a story-driven company overview. This immediately humanizes the job and helps candidates imagine the people and culture behind the role.
Generic job ads start cold—these ones start with connection.
3. Transparent Salary & Perks
Compensation ranges are included upfront ($70k–$95k / $50k–$65k), along with a detailed perks section (healthcare, PTO, learning stipends, mileage reimbursement, etc.).
This signals transparency and respect, which builds trust and increases applicant quality.
4. Respectful, Modern Hiring Process
Instead of the dismissive “only shortlisted candidates will be contacted,” these posts promise:
- Every application is reviewed.
- Applicants receive updates.
- WorkScreen is used for fair, skill-based evaluations.
This small shift makes the company stand out, because most candidates are used to being ghosted.
5. Human Tone That Connects
Notice the wording: “Keep Customers for Life,” “Make great water effortless,” “Customer love,” “Supportive team.”
These aren’t just bullet points—they’re phrases with personality. They show what the role feels like, not just what it does.
6. Separate “Perks & Benefits” and “Why This Role Is a Great Fit”
Most job posts mash these together. Separating them makes each section clearer:
- Perks are tangible (salary, PTO, stipends).
- Why It’s a Great Fit appeals to emotions (impact, growth, autonomy).
Together, they cover both the head and the heart of the candidate.
👉 This combination is what makes these templates effective. They don’t just list duties—they sell the opportunity while still being honest and transparent.
Example of a Bad After Sales Manager Job Description (And Why It Fails)
Job Title: After Sales Manager
Company: GlobalTech Solutions
Location: Houston, TX | Type: Full-Time
Job Summary
We are seeking an After Sales Manager to handle customer service and post-sales activities. The candidate will oversee after-sales operations, ensure customer satisfaction, and coordinate with other departments as needed.
Key Responsibilities
- Handle customer complaints and inquiries.
- Manage warranty processes.
- Coordinate with internal teams for issue resolution.
- Maintain customer records.
Requirements
- Bachelor’s degree in Business or related field.
- 3–5 years of experience in customer service.
- Strong communication skills.
- Ability to multitask.
How to Apply
Interested candidates should send their resume and cover letter to hr@globaltech.com by [date]. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Title
Just “After Sales Manager.” No mention of company mission, industry, or what makes the role unique. - Cold Introduction
The “Job Summary” is vague, sterile, and doesn’t explain why the role matters to the company—or the candidate. - No Salary or Perks
Omitting compensation signals a lack of transparency. Top candidates often skip posts without pay details. - Responsibilities Too Broad
Tasks like “handle complaints” or “manage warranty” are generic and could describe a dozen other roles. They don’t help the candidate visualize their impact. - Culture Absent
There’s no mention of company values, mission, or what it’s like to work at GlobalTech. Candidates have no reason to care about joining this team. - Dismissive Hiring Process
Ending with “only shortlisted candidates will be contacted” makes the post feel cold and transactional, as if applicants’ time doesn’t matter. - Zero Personality in the CTA
“Send your resume to hr@globaltech.com” feels like a formality, not an invitation to join something meaningful.
👉 This is exactly the type of post that blends into job boards, attracts disengaged applicants, and repels top talent.
Bonus Tips to Make Your After Sales Manager Job Description Stand Out
Even if you follow the structure of the good examples, there are extra touches that can give your job post a competitive edge. These details show candidates you respect their time, care about their privacy, and invest in their growth.
1. Add a Security & Privacy Notice
Scams are common in online hiring. Adding a short trust-building statement helps candidates feel safe when applying.
Example:
“We take the security and privacy of every applicant seriously. We will never ask for payment, bank details, or personal financial information during the hiring process.”
2. Mention Leave & Flex Time
Today’s candidates value balance as much as salary. Calling out leave policies or flex days makes your post more attractive.
Example:
“Enjoy 20 days of PTO per year, plus 5 flex days you can use for personal or family needs.”
3. Highlight Training & Growth Opportunities
Talented applicants want to know they won’t stagnate. If you offer mentorship, certifications, or tuition support—make it clear.
Example:
“We invest in growth. Team members receive ongoing product training, leadership coaching, and an annual learning stipend to expand their skills.”
4. Add a Video for Trust and Personality
A quick Loom or YouTube intro from the hiring manager or CEO can make a job post feel personal. Candidates get to see the people behind the company, which builds connection and differentiates you from competitors.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Include Real Employee Voices
If possible, add a short testimonial from a current employee about their experience.
Example:
“I started here in a support role, and within two years I moved into team leadership. The company truly invests in you.” — Current After Sales Specialist
These small touches don’t just make your job post different—they make it memorable. They show candidates you’re serious about creating a great experience before they even apply.
Should You Use AI to Write an After Sales Manager Job Description?
It seems like every hiring tool these days is pushing “AI-generated job descriptions.” Platforms like Manatal, Workable, and even ChatGPT can spin out a post in seconds. But here’s the problem: if you rely on AI blindly, you’ll get the same generic fluff that candidates have seen a thousand times.
❌ Why You Shouldn’t Rely on AI Alone
- Generic language → AI defaults to clichés (“dynamic environment,” “fast-paced team”) that don’t connect with real candidates.
- Wrong audience → You’ll attract applicants who are spraying resumes everywhere, not thoughtful professionals aligned with your role.
- Poor brand signal → A bland job post is often a candidate’s first impression of your company. If it reads like boilerplate, you look like every other employer.
✅ The Smart Way to Use AI
AI can be powerful—but only if you feed it the raw ingredients and let it polish, not replace, your voice.
Here’s how to do it right:
- Provide context → Share what your company does, what makes the role important, and your culture/values.
- Define your ideal candidate → Include must-haves, nice-to-haves, and the traits that matter most.
- List real perks & benefits → Salary ranges, PTO, training programs—don’t let AI invent these.
- Describe your hiring process → Transparency helps candidates trust you.
💡 Example prompt to shape AI output:
“Help me write a job post for our company, BrightWave Appliances. We’re hiring an After Sales Manager to strengthen customer retention and manage warranty/service operations. Our culture is collaborative, quality-driven, and customer-obsessed. We want to attract candidates who are organized, empathetic, and proactive problem-solvers. We offer $70k–$95k base salary, healthcare, PTO, and training stipends. Here’s our hiring process: WorkScreen evaluation → interview → decision within 2 weeks. Here are a few notes I’ve written to get you started: [paste your notes]. Make the tone conversational but professional.”
With this kind of input, AI becomes a helper to polish your draft, not a shortcut that produces bland, ineffective job posts.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast. Maybe you’ve already read this guide and understand what a strong job post looks like, but you still want a solid starting point you can copy, paste, and tailor to your company in a few minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
Job Title: After Sales Manager – Build Customer Loyalty at [Company Name]
Location: [City, State] | Type: [Full-Time/Part-Time] | Salary Range: [$X–$Y]
🎥 Meet Your Hiring Manager: [Insert Loom/YouTube link]
Who We Are
At [Company Name], we believe a great customer experience doesn’t stop at the sale. We’re committed to building long-term relationships by making sure every client feels valued, supported, and heard.
What You’ll Do
- Stay connected with customers after the purchase to ensure satisfaction.
- Oversee warranty claims, service requests, and follow-ups.
- Work closely with sales and operations to resolve issues fast.
- Spot opportunities for upselling and customer loyalty programs.
What We’re Looking For
- Strong communication and problem-solving skills.
- Ability to build trust and relationships with clients.
- Organized and proactive.
- Experience in customer service or after-sales is a plus.
Perks & Benefits
- Competitive salary + performance bonus
- Paid time off + holidays
- Health, dental, and vision coverage
- Growth and learning opportunities
Why This Role Is a Great Fit
This is more than customer service—it’s about protecting revenue, shaping customer loyalty, and making sure people love working with us long after the sale. If you enjoy solving problems, building trust, and creating experiences people remember, this role is for you.
📥 Apply now via WorkScreen: [Insert WorkScreen link]
✅ Option 2: Structured Template (Job Brief + Responsibilities + Requirements)
Job Title: After Sales Manager
Location: [City, State] | Type: [Full-Time/Part-Time] | Salary Range: [$X–$Y]
Job Brief
We’re looking for an After Sales Manager to oversee our post-sale operations, ensuring customers remain satisfied, loyal, and engaged. This role combines customer support, relationship management, and commercial awareness.
Responsibilities
- Manage the entire post-sale customer journey.
- Handle complaints, service requests, and warranty claims.
- Track customer feedback and share insights with product and operations.
- Monitor KPIs such as NPS, CSAT, and retention.
- Identify upsell and cross-sell opportunities.
Requirements
- 3+ years of experience in after-sales, customer success, or account management.
- Strong organizational and communication skills.
- Experience with CRM tools is a plus.
- Ability to multitask and remain calm under pressure.
Perks & Benefits
- Competitive salary + performance bonus
- Healthcare, retirement plan, and PTO
- Ongoing training and career development
- Flexible work arrangements (if available)
Why This Role Is a Great Fit
You’ll be at the heart of our customer experience—ensuring satisfaction, reducing churn, and creating long-term loyalty. This is a chance to make a measurable impact on both customers and the business.
📥 Apply now via WorkScreen: [Insert WorkScreen link]
Take Your Hiring Beyond the Job Post with WorkScreen
Writing a compelling After Sales Manager job description is the first step. The next step? Making sure the right candidates rise to the top. That’s where WorkScreen.io comes in.
WorkScreen helps you:
- Quickly identify your most promising candidates.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Easily administer one-click skill tests.
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Eliminate low-effort applications.
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
The result? You’ll hire faster, avoid costly hiring mistakes, and feel confident knowing you’ve chosen candidates who can truly deliver.
Create your job post, and let WorkScreen handle the heavy lifting.
After Sales Manager Job Description - FAQs
The most effective After Sales Managers combine relationship skills with business acumen. Key skills include:
- Communication & empathy – building trust and handling sensitive customer issues.
- Problem-solving – resolving service issues quickly and diplomatically.
- Commercial awareness – spotting upsell and cross-sell opportunities.
- Analytical thinking – tracking KPIs like NPS, CSAT, churn, and customer lifetime value.
- Team collaboration – coordinating with sales, operations, and product teams.
- Emotional intelligence – reading customer sentiment and responding appropriately.
Salaries vary by industry, company size, and region, but on average:
- S.: $65,000 – $95,000 annually (with performance bonuses or commissions in some industries).
- K.: £40,000 – £60,000 annually.
- Global average: ranges from $50,000 for entry-level roles to over $100,000 for senior/enterprise-level After Sales Managers.
Industries with complex products (e.g., automotive, electronics, manufacturing) often pay at the higher end because the role directly impacts customer retention and revenue.
Common performance metrics include:
- Customer Satisfaction (CSAT) and Net Promoter Score (NPS)
- Customer Retention Rate
- Average Response & Resolution Time
- First-Time Fix Rate (for service-related industries)
- Upsell / Cross-sell Revenue
- Warranty Claim Resolution Rate
- Customer Satisfaction (CSAT) and Net Promoter Score (NPS)
- After Sales Manager → Focuses on the operational side post-sale: service delivery, warranty claims, resolving customer issues, and driving loyalty.
- Customer Success Manager → Typically more proactive and strategic, focusing on long-term adoption, renewals, and growth in SaaS or subscription models.
While both aim to retain customers, the After Sales Manager is usually more hands-on with service operations.
