Share
If you’ve Googled “Assistant General Manager job description” recently, you’ve probably seen the same thing over and over again:
Generic bullet points. Dry corporate lingo. No personality. No spark.
Most job description templates online check the HR boxes—but they don’t actually help you attract great candidates. And if you’re hiring for a high-responsibility role like an Assistant General Manager, that’s a problem.
Why? Because candidates at this level don’t apply to just any role. They’re looking for leadership opportunities, culture fit, and a team worth joining. If your job post doesn’t communicate that, they’ll scroll right past it.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
In this article, we’re applying those same principles specifically to the Assistant General Manager role.
We’ll show you:
- What this role actually is (in plain English)
- Two high-performing job description templates—one for experienced AGMs, and one for trainable high-potential candidates
- A breakdown of why these posts work
- A side-by-side look at a bad AGM job description (and how to fix it)
- Bonus tips to help your post stand out
- Smart ways to use AI without sounding like a robot
- And a customizable copy-paste version you can tweak for your company
Let’s start by getting clear on what the Assistant General Manager role really involves.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What An Assistant General Manager Actually Does - Their Roles
An Assistant General Manager (AGM) is the right hand to your General Manager. They help run the day-to-day operations, keep teams aligned, and make sure everything runs smoothly when the GM is focused on strategy—or simply unavailable.
But this role isn’t just about delegating tasks or managing schedules.
A great AGM is a bridge between leadership and frontline staff. They turn high-level goals into day-to-day execution. They solve problems before they escalate. And they build trust by being present, dependable, and able to lead by example.
In most businesses—whether it’s a restaurant, hotel, retail store, gym, or service-based company—the AGM plays a critical role in:
- Supporting and mentoring staff
- Handling customer or client escalations
- Making sure operations stay efficient and on budget
- Communicating between departments or shifts
- And stepping up when the GM isn’t around
This is a leadership role that demands emotional intelligence, strong communication, and a bias for action. You’re not just hiring an extra manager—you’re hiring someone people look to when things get tough.
That’s why your job post can’t sound like every other listing out there.
The best AGMs don’t apply to vague or robotic posts.
They apply when they see themselves in the role—and that starts with how you write it.
Next, we’ll share two Assistant General Manager job description templates: one for experienced leaders, and one for companies open to hiring high-potential, trainable candidates.
Two Great Assistant General Manager Job Description Templates
✅ Option 1: Job Description For Experienced Assistant General Managers
📌 Job Title: Assistant General Manager at Thrive Wellness Gym (Brooklyn, NY)
💼 Type: Full-Time | On-Site
💲 Salary Range: $55,000–$68,000/year (based on experience)
⏰ Schedule: Tues–Sat | Morning to Early Evening Shifts
A Note From Our GM:
(Link to Loom Video)
“We’re building more than just a gym—we’re building a place where people come to reset, recharge, and feel their best. As AGM, you’ll be right in the heart of that mission. You’ll lead with kindness, make confident decisions, and help our members and team thrive every single day.”
🌟 About Thrive Wellness
Thrive is a locally-owned wellness gym focused on community-first fitness. We offer classes, personal training, wellness coaching, and recovery lounges—all under one roof. We believe in creating a space that’s welcoming, clean, energized, and inclusive.
🛠️ What You’ll Be Doing
- Overseeing daily gym operations alongside the GM
- Supporting and supervising front desk and coaching staff
- Handling customer escalations with empathy and professionalism
- Managing inventory, scheduling, and supply orders
- Ensuring cleanliness, safety, and facility readiness
- Helping implement new initiatives and SOPs
- Covering for the GM during vacations or off days
✅ What We’re Looking For
- 2+ years of management or AGM experience in fitness, hospitality, or retail
- Strong leadership and team development skills
- Ability to thrive in a fast-paced, people-facing environment
- Strong communication and conflict-resolution abilities
- Tech-savvy and organized (experience with gym or POS systems is a plus)
🎁 Perks & Benefits
- Free Thrive Gym membership
- Access to wellness and recovery lounges
- Paid time off (2 weeks/year)
- Holiday bonuses
- Health insurance after 90 days
- Opportunities for promotion to GM
💬 Why This Role Is a Great Fit
If you’re someone who thrives in fast-moving, people-first environments and loves leading by example, this role gives you room to grow. You’ll play a core part in a team that values health, trust, and ownership—and you’ll be surrounded by coworkers who genuinely want to see each other win.
📥 How to Apply
We respect your time and effort. That’s why we use WorkScreen.io to evaluate applicants fairly and efficiently.
Just follow this link to apply: [Insert Link]
You’ll go through a short, skills-based evaluation—no résumés, no cover letters—just a fair shot to show us what you’re made of.
✅ Option 2: Job Description For Trainable, High-Potential Candidates
📌 Job Title: Assistant General Manager (We’ll Train You) at Haven Coffeehouse (Minneapolis, MN)
💼 Type: Full-Time | In-Person
💲 Pay: $20–$24/hour + tips + monthly bonuses
⏰ Schedule: Mon–Fri | 6AM–2PM
☕ A Quick Intro from Our Owner:
(Link to Loom Video)
“We started Haven to be more than just a coffee shop—we wanted a space where people felt known. We’re looking for someone who’s ready to grow into a leadership role. If you care about people, hustle with heart, and love learning, we’ll teach you everything you need to succeed.”
💡 About Haven
Haven is a community-focused coffeehouse in downtown Minneapolis. We serve ethically-sourced coffee and fresh baked goods, but what keeps people coming back is the vibe: warm, welcoming, and full of heart.
🛠️ What You’ll Be Doing
- Opening the shop and getting the team ready
- Helping schedule shifts, monitor supplies, and train new baristas
- Keeping things calm and collected during rush hours
- Handling customer issues with empathy and poise
- Learning how to lead team meetings and handle operational decisions
- Supporting the GM and stepping in when needed
✅ What We’re Looking For
- 1+ year experience in coffee, hospitality, or food service
- You’re dependable, self-motivated, and love taking ownership
- You enjoy being part of a tight-knit, mission-driven team
- You’re curious, coachable, and ready to grow
- Bonus if you’ve ever trained others or taken the lead on a shift
🎁 Perks & Benefits
- Paid on-the-job leadership training
- Free coffee and daily shift meals
- Tips shared across all roles
- Monthly performance bonuses
- Health insurance available after 60 days
- Tuition reimbursement opportunities
💬 Why This Role Is a Great Fit
This role is perfect for someone who’s ready to level up in their career but hasn’t had the chance yet. You’ll get mentorship, real leadership responsibility, and a supportive team that believes in growth from within. If you love people, take pride in your work, and want to lead with heart—this is the opportunity you’ve been waiting for.
📥 How to Apply
We use WorkScreen.io to make sure everyone gets a fair shot.
Apply here → [Insert Link]
You’ll go through a short evaluation designed to help us see how you think, communicate, and solve problems.
No résumés. No cover letters. Just you being you.
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 Job Posts Actually Work
Let’s break down what makes these Assistant General Manager job descriptions effective—and how they differ from the generic, forgettable templates you’ll find elsewhere.
✅ 1. The Job Title Is Clear, Human, and Contextual
Instead of simply saying “Assistant General Manager”, both posts add important context:
- “at Thrive Wellness Gym (Brooklyn, NY)” instantly signals industry and location.
- “(We’ll Train You)” in the second post removes barriers and attracts high-potential applicants who might otherwise disqualify themselves.
This small change filters in the right candidates and filters out the wrong ones—without relying on keyword stuffing or robotic phrasing.
✅ 2. The Intro Gives the Role Meaning
Generic job posts often jump straight into tasks—but these versions begin with a warm, mission-driven intro and a short video from the hiring manager or founder.
This:
- Adds personality and trust
- Helps the candidate visualize the role and environment
- Builds emotional connection right away
If you want candidates to care about your business, show them that you care too—and video intros are a great way to do it.
✅ 3. Responsibilities Feel Like Ownership—Not Just Tasks
Each responsibility is framed with purpose:
- “Keep operations smooth” → not just what to do, but why it matters
- “Help elevate the member experience” → shows the impact of the work
This turns a list of duties into a preview of what success looks like, which attracts candidates who are motivated by contribution—not just checklists.
✅ 4. Qualifications Are Specific, But Not Overly Rigid
The experienced role asks for 2+ years of relevant leadership.
The trainable version keeps it open with “bonus if…” language and focuses more on mindset: coachability, ownership, and team spirit.
This inclusive framing encourages more high-quality people to apply—especially those who are qualified but don’t meet every single bullet point.
✅ 5. Perks & Benefits Are Clear and Tangible
Candidates care about compensation, time off, and health benefits—yet many job posts either bury this info or leave it out entirely.
These templates are upfront:
- Salary/pay range
- PTO, bonuses, insurance
- Training, promotion paths, free meals or gym access
This transparency builds trust and saves time—for both you and the candidate.
✅ 6. “Why This Role Is a Great Fit” Adds the Final Spark
This section speaks directly to the ideal person you’re trying to attract.
Instead of bland statements like “We are an equal opportunity employer,” it answers the question every candidate is silently asking:
“Why should I care about this role?”
By highlighting growth, mentorship, or mission, this section turns the job post into an invitation—not just a listing.
✅ 7. The Application Process Respects the Candidate
These job descriptions don’t say, “Only shortlisted candidates will be contacted.”
They say: “We’ll review every application and keep you updated.”
This alone sets your post apart. Candidates are tired of being ghosted—and a respectful process helps your company stand out as thoughtful and professional.
Plus, by using WorkScreen.io, you show that your hiring process is skill-based, efficient, and fair.
Example of a Bad Assistant General Manager Job Description ( And Why it Fails)
Let’s look at what an outdated, ineffective job post actually looks like—and break down exactly why it fails to attract top candidates.
❌ Bad Job Post Example
📌 Job Title: Assistant General Manager
🏢 Company: Global Services Inc.
💼 Type: Full-Time
📍 Location: Atlanta, GA
⏰ Schedule: Monday–Friday
Job Summary
Global Services Inc. is seeking a dedicated Assistant General Manager to support the General Manager in daily operations. The ideal candidate will oversee staff, assist with scheduling, and ensure business goals are met.
Responsibilities
- Assist General Manager in daily tasks
- Supervise staff and manage schedules
- Maintain company policies and procedures
- Coordinate with departments for smooth operations
- Monitor performance and report issues to GM
Requirements
- Bachelor’s degree in Business or related field
- 3–5 years experience in a similar role
- Strong leadership and organizational skills
- Excellent written and verbal communication
How to Apply
Interested candidates should email their résumé and cover letter to hr@globalservices.com. Only shortlisted applicants will be contacted.
🚫 Why This Job Post Falls Flat
Let’s break down the red flags—and how this approach could be costing you great candidates.
1. The Job Title Is Too Generic
“Assistant General Manager” tells us nothing about the industry, company, or audience. Is this a retail job? Hospitality? Logistics? There’s no hook, no context, and no reason to click.
2. The Intro Is Cold and Forgettable
“Global Services Inc. is seeking…” is a classic example of corporate filler. It’s passive, vague, and says nothing about the company’s culture or mission.
There’s no human touch, no video intro, and no explanation of why this role exists or what makes it meaningful.
3. Responsibilities Are Too Broad and Boring
Every line here could apply to almost any company. There’s no mention of how success is measured, who they’ll work with, or what a typical day looks like.
If you want someone who brings energy and leadership, you have to write in a way that shows that energy—not just list generic admin tasks.
4. No Perks, Benefits, or Salary Transparency
This is a huge red flag for candidates.
No pay range. No PTO. No mention of insurance or growth opportunities.
Today’s applicants expect transparency—and leaving this out makes your company look outdated or even untrustworthy.
5. The CTA Is Cold and Dismissive
“Only shortlisted applicants will be contacted” is one of the most discouraging phrases you can include. It feels like the company doesn’t value applicants’ time or effort.
Contrast this with modern hiring language that reassures candidates they’ll be seen, respected, and kept in the loop.
This kind of job post may have worked 10 years ago—but today? It’s more likely to be ignored, skipped, or archived by the exact kind of candidates you want to hire.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written a solid job description, these bonus tips will help you differentiate your post even more—especially in crowded hiring markets.
Most of these take just a few minutes to implement, but they dramatically improve candidate trust, engagement, and conversion.
🔐 1. Add a Security & Privacy Notice for Applicants
Online job scams are more common than ever. Adding a brief statement about how you handle applicant information builds instant trust.
✅ Example:
“We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or personal financial information at any point during the hiring process.”
🌴 2. Mention Leave Days or Flex Time
Candidates care about work-life balance. Even if your leave policy is modest, showing that you offer rest signals a healthy, respectful work environment.
✅ Example:
“Enjoy up to 15 paid time-off days per year—plus flex days to recharge when you need them.”
📈 3. Highlight Training & Growth Opportunities
Let applicants know there’s a future with your company—even if they’re starting small. This is especially powerful if you’re hiring for potential.
✅ Example:
“We don’t just hire people to fill roles—we invest in your growth. You’ll get mentorship, cross-training, and a clear path to advance.”
🎥 4. Add a Loom or YouTube Video from the Hiring Manager or CEO
A 60-second video can completely transform your job post. It adds personality, shows transparency, and makes candidates feel seen before they even apply.
✅ Example placement:
Right after the intro, embed a short Loom video where the hiring manager says:
“Hey there, I’m Sam, the GM at Thrive. I just want to say—we’re not looking for someone perfect. We’re looking for someone who cares about people and wants to lead with heart. If that sounds like you, I can’t wait to meet you.”
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 a Values-Driven Statement
Job seekers want more than just a paycheck—they want to feel aligned. Briefly sharing your values or mission (without sounding preachy) can connect with the right-fit candidates.
✅ Example:
“At Haven, we lead with kindness, own our work, and celebrate small wins. That’s the culture we protect.”
Each of these tips adds warmth, clarity, or credibility to your job post. You don’t have to use them all at once—but even adding one or two will instantly set your listing apart from the pack.
Should You Use AI to Write a Job Description?
With tools like ChatGPT, Workable, and Manatal offering one-click job description generators, it’s tempting to hand the task off to AI and call it done.
But here’s the truth:
AI can help you write faster—but if you use it blindly, it will hurt your hiring.
🚫 Why You Shouldn’t Let AI Write Your Job Post From Scratch
Auto-generated job descriptions often feel like:
- A copy-paste of every listing on the internet
- A bland soup of buzzwords and bullet points
- A description of the role but never why it matters
The result?
You attract low-effort applicants. You repel top talent. And you send the wrong message about your company’s culture.
Your job post is often a candidate’s first impression of you. Don’t waste that opportunity by letting AI write something generic and forgettable.
✅ The Right Way to Use AI When Writing a Job Post
AI works best when you give it direction. Think of it as your writing assistant—not your hiring manager.
Here’s how to use it well:
🛠 Step 1: Feed It Real Inputs
Tell AI what makes your job and company different. Include things like:
- What your company does
- What the role actually involves
- What your values are
- Who your ideal hire is
- Salary, benefits, team structure, and growth opportunities
- What a great day in the role looks like
✏️ Example Prompt You Can Use:
“Help me write a job post for our company, Haven Coffeehouse. We’re hiring an Assistant General Manager to help with daily team support, shift management, and customer satisfaction.
Our culture is warm, mission-driven, and people-first, and we want to attract candidates who are coachable, dependable, and community-oriented.
We offer $20–$24/hr + tips, monthly bonuses, free meals, paid training, and internal growth opportunities.
Here are some raw notes I’ve written to get you started: [Insert bullet points here].
Can you write a conversational job post with a warm tone that reflects our brand?”
🎯 Pro Tip:
You can also show AI a job post you love (like the Thrive or Haven examples above) and say:
“Use this as inspiration. Write something similar in tone, but for [insert your role].”
This gives AI a target to model—so you get something personalized, not generic.
Remember, AI is a tool to refine your voice—not a substitute for it.
When you combine your unique context with AI’s writing speed, you can produce high-quality job posts quickly and thoughtfully.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Job Description Templates for Quick Use
Option 1: Culture-First, Conversational Template
📌 Job Title: Assistant General Manager at [Your Company Name] (Location)
💼 Type: [Full-Time / Part-Time] | [In-Person / Hybrid]
💲 Salary Range: [$XX,XXX – $XX,XXX/year or $X–$X/hour]
⏰ Schedule: [Days of the week + Time range]
👋 A Quick Note From Our Team:
(Insert Loom or YouTube video link if available)
“[Personal greeting from hiring manager or founder — 1–2 lines about why the role matters and who would thrive in it.]”
🏢 About Us
[1–3 sentences about your company’s mission, what you do, and what makes your culture unique. Keep it real and human.]
🛠️ What You’ll Be Doing
- [Responsibility 1 with purpose]
- [Responsibility 2 with impact]
- [Responsibility 3 — aim for 5–7 total lines]
✅ What We’re Looking For
- [Requirement 1 – can be skills or experience]
- [Requirement 2 – keep the tone open, not rigid]
- [“Bonus if…” to keep it flexible]
🎁 Perks & Benefits
- [Health insurance, bonuses, PTO, discounts, etc.]
- [Training, mentorship, or internal growth paths]
- [Company perks like free meals, wellness programs, etc.]
💬 Why This Role Is a Great Fit
[Write a short paragraph that helps your ideal candidate see themselves in the role. Speak to values, impact, growth.]
📥 How to Apply
We use WorkScreen.io to give every candidate a fair shot.
👉 Apply here: [Insert application link]
You’ll go through a short, skills-based evaluation—no résumés or cover letters needed. Just your real skills, your real self.
✅ Option 2: Traditional Format (Structured & Professional)
Job Title: Assistant General Manager at [Company name]
Location: [City, State]
Job Type: [Full-Time / Part-Time]
Salary Range: [$XX,XXX – $XX,XXX or $X–$X/hour]
Job Brief
We are looking for a reliable, hands-on Assistant General Manager to support day-to-day operations, lead staff, and ensure a high-quality experience for our customers and team. The ideal candidate is organized, emotionally intelligent, and eager to grow into a long-term leadership role.
Responsibilities
- Support the General Manager in all areas of operations
- Supervise and train staff
- Monitor performance and quality standards
- Handle escalations and customer concerns
- Assist with scheduling, budgeting, and daily checklists
Requirements
- years of experience in a supervisory or management role
- Strong organizational and people-management skills
- Excellent verbal and written communication
- Ability to work under pressure and lead by example
- [Any preferred experience—can include industry-specific tools]
Perks & Benefits
- [List benefits and perks clearly]
- [Include time-off policies and bonus opportunities]
- [Mention any leadership development support or training]
Why Join Us?
We’re a mission-driven company that believes in leading with heart and growing together. This is more than a job—it’s a chance to make a meaningful impact and grow with a team that values your contributions.
How to Apply
To ensure fairness and efficiency, we use WorkScreen.io.
Please apply through the following link: [Insert URL]
You’ll complete a short skills-based evaluation. No résumé needed.
Let WorkScreen Handle the Next Step
Once you’ve written a great job post, the hardest part should be done.
But here’s the reality:
Even with a standout description, you’re still going to get dozens (or hundreds) of applicants. Some will be promising. Many won’t.
The real challenge is figuring out who’s actually a good fit—quickly and fairly.
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
● Identify your top candidates—fast
Once your post is live, WorkScreen automatically evaluates every applicant through a skills-based screening.
The best candidates rise to the top on a performance-based leaderboard, making it easy to spot who’s worth your time.
● Run one-click skill tests—built into the application
No more sorting through résumés. No more guessing who can actually do the job.
With WorkScreen, every applicant completes a simple, relevant task—so you can assess real-world ability, not just career history.
● Eliminate low-effort, low-quality applicants
WorkScreen filters out candidates who:
- Use AI tools to generate answers
- Copy-paste generic responses
- Apply with “one-click” and no real interest
This way, you only move forward with people who are serious, qualified, and ready to contribute.
If you're tired of wasting time on the wrong candidates—or worse, hiring the wrong person—WorkScreen helps you hire smarter, faster, and more confidently.
FAQ
As of 2025, the average salary for an Assistant General Manager in the U.S. ranges from $48,000 to $68,000 per year, depending on the industry, location, and level of experience.
- In hospitality or retail, hourly rates may range from $18 to $28/hour.
- In corporate or tech-adjacent roles, salaries can exceed $75,000/year.
Offering a transparent pay range in your job post helps set expectations and builds candidate trust.
A General Manager (GM) is typically the top operational leader in a location or department. They set strategy, own high-level decisions, and are ultimately responsible for performance and results.
An Assistant General Manager supports that mission—managing staff, solving day-to-day problems, and ensuring execution—but usually reports to the GM and does not have final decision-making authority.
In strong teams, the AGM is a trusted partner and second-in-command.
Not necessarily. While prior experience is helpful, many companies successfully hire high-potential candidates with strong leadership traits, industry familiarity, and coachability.
In roles like retail, hospitality, or food service, internal promotions often lead to the best AGMs—people who already know your culture, team, and workflows.
The key is to assess how they think and lead, not just what their last job title was.
An Assistant General Manager plays a crucial support role in day-to-day hotel operations, acting as the right hand to the General Manager. The best AGMs are strong communicators, reliable decision-makers, and great at keeping teams aligned.
Here are the top skills to look for:
- Leadership & Delegation: They should be able to lead shifts, motivate staff, and step in when the GM is unavailable.
- Operational Awareness: A solid understanding of how hotel departments function (front desk, housekeeping, F&B, etc.)—and the ability to coordinate between them.
- Problem-Solving: AGMs must respond quickly to guest complaints, staff issues, or logistical breakdowns with calm, practical solutions.
- Communication: Whether it’s relaying updates to staff or reporting to the GM, clear and professional communication is key.
- Attention to Detail: From guest satisfaction to compliance checklists, AGMs should be able to spot issues before they escalate.
- Adaptability: They’ll likely work a variety of shifts, cover different departments, and manage change—so flexibility is a must.
- People Skills: Coaching junior staff, resolving conflict, and keeping morale high all require strong emotional intelligence.
Bonus: Familiarity with property management systems (PMS), scheduling software, and basic reporting tools is a huge plus.
