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If you’ve Googled “Assistant Sales Manager job description,” you’ve probably seen the same thing over and over again: bullet points, bland duties, and buzzwords that say a lot—but mean very little.
The problem? These kinds of job posts don’t actually help you attract top-performing sales talent. They might check all the boxes for HR, but they completely miss what motivated, growth-driven candidates are actually looking for.
Sales is about people, communication, and results. But most job descriptions read like a policy manual—not like an exciting opportunity to lead and grow.
If you want your next hire to care about the role—and perform at a high level—you can’t afford to use a generic post. You need one that’s specific, clear, human, and aligned with your company’s mission.
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.
Now let’s talk about what this role really is—beyond the title.
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
What Does An Assistant Sales Manager Actually Do?
An Assistant Sales Manager is more than just a backup to the Sales Manager.
They’re the right-hand person who keeps the sales engine running—coaching reps, tracking targets, keeping the team focused, and stepping in wherever support is needed. They help turn goals into action and ensure that day-to-day execution aligns with the big-picture strategy.
In simpler terms: they’re the person who notices when a team member is falling behind, motivates them, and helps fix it—before it becomes a missed quota.
This role is ideal for someone who’s hands-on, thrives in fast-paced environments, and knows how to balance empathy with accountability. Strong communication, leadership potential, and data fluency are just as important as prior sales experience.
Two Great Assistant Sales Manager Job Description Templates
✅ Option 1: Job Description For Experienced Candidates
Job Title: Assistant Sales Manager – Help Lead Our Growing Sales Team at Swiftline Technologies
Location: Atlanta, GA (Hybrid)
Pay: $60,000–$72,000/year + Performance Bonuses
Job Type: Full-Time
Schedule: Mon–Fri, 9AM–5PM
🎥 Watch a quick message from our Sales Director, Melissa Jenkins → [Insert Loom link]
Who We Are
At Swiftline Technologies, we help mid-sized e-commerce brands simplify their logistics using our all-in-one inventory and order management platform. We’ve grown 3x in the past two years—and our sales team is at the core of that success. We’re now hiring an Assistant Sales Manager to support our next growth stage by coaching reps, driving accountability, and ensuring we stay aligned with our sales goals every step of the way.
What You’ll Be Doing
- Support the Sales Manager in leading a team of 6–8 sales reps
- Monitor daily sales performance and track weekly KPIs
- Conduct 1:1s, assist with call reviews, and offer real-time coaching
- Step into leadership responsibilities when the Sales Manager is away
- Collaborate with marketing on lead quality and campaign targeting
- Recommend improvements to the CRM process and sales pipeline
Job Requirements
- 2–3 years of experience in B2B or SaaS sales
- Demonstrated ability to coach, mentor, or lead peers
- Strong understanding of CRM tools (we use HubSpot)
- Analytical mindset with a bias for action
- Confident communicator who leads by example
Why This Role Is a Great Fit
This is a hands-on leadership role—perfect for someone who wants to make the leap into sales management but still enjoys working closely with reps on the ground. You’ll have a direct impact on growth, team performance, and company strategy, all while being part of a supportive, fast-moving environment that rewards initiative.
Perks & Benefits
- Health, dental & vision insurance (starts after 30 days)
- 401(k) with 4% company match
- 15 PTO days + 5 flex days annually
- Monthly team offsites and remote work flexibility
- Annual learning & development stipend ($1,000)
How to Apply
We use WorkScreen to help us evaluate candidates based on real-world skills—not just resumes. Click the link below to get started. Once you complete the short evaluation, we’ll be in touch with every applicant.
👉 [Insert WorkScreen job link]
✅ Option 2: Job Description For Entry-Level / Willing-to-Train Candidates
Job Title: Assistant Sales Manager (Entry-Level) – Train and Grow with Cresco Outdoors
Location: United States (Remote)
Pay: $20–$25/hr + Commission Potential
Job Type: Full-Time
Schedule: Flexible, 35–40 hrs/week
🎥 Meet your future team lead, Bryan – watch this quick intro → [Insert Loom link]
Who We Are
Cresco Outdoors helps everyday adventurers find the right outdoor gear—without the retail markup. We’re a fully remote, direct-to-consumer eCommerce brand known for our customer obsession and our small, scrappy team culture. As we scale up our inside sales team, we’re looking for an Assistant Sales Manager with energy, curiosity, and a willingness to learn. Experience is great—but potential matters more.
What You’ll Be Doing
- Assist with daily sales tracking, CRM updates, and calendar management
- Join and contribute to virtual sales calls
- Shadow senior team members to learn our sales process
- Support email outreach and follow-ups
- Take on training assignments to build toward a leadership role
Job Requirements
- Strong communication skills (written and verbal)
- Self-motivated, organized, and curious
- Able to learn fast and follow through with minimal hand-holding
- Comfortable with remote collaboration and online tools (e.g., Slack, Notion)
- No prior sales experience required—we’ll train you
Why This Role Is a Great Fit
If you’re looking to break into sales or sales leadership, this is your chance. You’ll receive personal mentorship, weekly coaching, and the opportunity to move into a full leadership role in under 12 months. We don’t believe in gatekeeping—you’ll be trusted, trained, and given real responsibility early on.
Perks & Benefits
- Fully remote with flexible working hours
- Paid training and mentorship program
- Bi-weekly team learning sessions
- $500 annual learning stipend
- Health & wellness reimbursement ($100/month)
How to Apply
We take hiring seriously—and we believe great candidates shouldn’t get overlooked. That’s why we use WorkScreen to evaluate applicants based on real-world skills. Click below to apply and take our quick, fair, and friendly evaluation.
👉 [Insert WorkScreen job link]
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.
Why These Assistant Sales Manager Job Posts Work
Both job descriptions above are built to do one thing: attract real, qualified candidates who are excited to join your team.
Here’s why they work—broken down piece by piece:
✅ 1. The Job Titles Are Clear, Specific, and Role-Relevant
Instead of a vague label like “Sales Assistant,” these posts use job titles that are:
- Contextual (“Assistant Sales Manager – Help Lead Our Growing Sales Team”)
- Company-specific (“at Swiftline Technologies” or “with Cresco Outdoors”)
- Geographically or structurally helpful (“Hybrid” or “Remote”)
This helps job seekers self-select quickly and understand the level of ownership involved.
✅ 2. They Include a Personal Video Element
A Loom or YouTube video from a real team member humanizes the job post instantly.
It helps the candidate put a face to the team and makes your company stand out in a sea of static job listings.
This builds trust—and trust drives applications.
✅ 3. The Company Overviews Feel Real and Relatable
Instead of saying, “We’re a fast-growing company,” these posts:
- Highlight the company mission
- Explain who they serve
- Show what makes the team special (scrappy, supportive, fast-moving, etc.)
This gives applicants a sense of who they’d be working with—not just what they’d be doing.
✅ 4. The Responsibilities Are Actionable and Purpose-Driven
Instead of generic bullet points like “Assist in sales tasks,” the descriptions show:
- What the role contributes to the team
- Who they’ll work with
- Why the work matters
This helps top candidates picture the impact they’ll have—not just the tasks they’ll complete.
✅ 5. The Job Requirements Are Clear, But Not Gatekeeping
Both posts clearly list what’s expected—but they do it with nuance:
- “Experience leading, mentoring, or coaching” (not just “management experience”)
- “Sales experience is a bonus, but not required” (for entry-level roles)
This inclusive language attracts more diverse candidates—without lowering the bar.
✅ 6. The “Why This Role Is a Great Fit” Section Speaks to Motivation
This section explains why the role is worth applying for, in plain language.
It goes beyond perks to speak to the candidate’s ambition, potential for growth, and desire for meaningful work.
This is your pitch—and both examples nail it.
✅ 7. Perks & Benefits Are Easy to Find
No more burying benefits in a dense paragraph. These posts break them out clearly:
- Health and wellness details
- PTO, remote flexibility, bonuses
- Unique extras (like learning stipends or team offsites)
Candidates skim job posts—so showing benefits clearly and early boosts conversions.
✅ 8. The Hiring Process Is Transparent and Respectful
Both posts use WorkScreen and explain why:
- It’s fast
- It’s fair
- It’s based on skills—not just resumes
They also mention what happens next (“we follow up with every applicant”), which helps reduce candidate anxiety.
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Example of A Bad Assistant Sales Manager Job Post – And Why It Falls Flat
🟥 Bad Job Post Example
Job Title: Assistant Sales Manager
Company: Global Sales Corp
Location: USA (Remote)
Type: Full-Time
Deadline: Rolling
Job Summary
We are seeking to hire an Assistant Sales Manager to help oversee the sales team and increase company revenue. The ideal candidate will have previous experience in sales and be able to support the Sales Manager in day-to-day operations.
Responsibilities
- Monitor sales team performance
- Support Sales Manager as needed
- Track sales KPIs
- Conduct meetings and follow up with clients
Requirements
- Bachelor’s degree in Business or related field
- 3+ years of sales experience
- Excellent communication and leadership skills
How to Apply
Send your resume and cover letter to hr@globalsalescorp.com. Only shortlisted candidates will be contacted.
🟥 Why This Job Post Fails
🚫 1. The Job Title Is Too Generic
“Assistant Sales Manager” says nothing about the company, the team, or the role’s unique context. It could belong to any organization in any industry.
🚫 2. The Company Overview Is Missing
There’s no information about who Global Sales Corp is, what they sell, or why someone would want to join them. Candidates don’t just want a job—they want to know what they’re walking into.
🚫 3. The Responsibilities Are Vague and Repetitive
These bullet points could be copied from a random job board. There’s no detail, no personality, and no indication of impact. “Support Sales Manager” doesn’t tell candidates how or why.
🚫 4. The Requirements Are Rigid and Uninviting
By listing a degree and three years of experience as non-negotiables, this post discourages high-potential applicants who may not check every box but can do the job.
🚫 5. There’s No Mention of Compensation or Perks
Today’s candidates expect salary transparency. The absence of pay, benefits, or flexibility signals a lack of openness—and can reduce both trust and application rates.
🚫 6. The Application Process Is Cold and Dismissive
“Only shortlisted candidates will be contacted” is the fastest way to make applicants feel disposable. No timeline. No clarity. No respect for the candidate’s effort.
🚫 7. The Call to Action Is Boring and Impersonal
“Send your resume and cover letter” sounds like a formality, not an invitation. There’s no personality, no energy, and no motivation to click “Apply.”
The takeaway?
This kind of job post doesn’t excite, connect, or convert. It feels like it was written by a template generator—and that’s exactly what the best candidates will assume.
Bonus Tips to Make Your Job Post Stand Out
Even after you’ve nailed the structure and tone, there are a few small but powerful details that can make your job post truly shine—and help you attract top-tier candidates who are excited to apply.
Here are some bonus tips to give your job post a competitive edge:
✅ Tip 1: Add a Privacy & Security Notice to Build Trust
In an age of hiring scams, job seekers are more cautious than ever. A simple statement at the bottom of your post can help build credibility:
🔐 Important Notice
We take the security and privacy of all job applicants seriously. We will never ask for payment, banking information, or personal financial details during any part of our hiring process.
This shows candidates you’re legitimate—and that you care about their safety.
✅ Tip 2: Mention Flex Days or Paid Time Off
Even if you offer standard PTO, explicitly stating it in the job post makes your company feel more transparent and employee-friendly. For example:
🛏️ Enjoy 15 paid time off days per year, plus 5 flex days to recharge when you need it most.
This shows you care about work-life balance, not just productivity.
✅ Tip 3: Highlight Learning, Training, or Growth Opportunities
Top candidates want to know if they’ll be invested in—not just managed.
Mentioning even modest development programs can be a major plus:
🎓 We offer weekly mentorship, skill-building sessions, and a $1,000 annual learning stipend to help you grow into your next role.
This attracts driven, growth-oriented candidates—and signals a healthy culture.
✅ Tip 4: Include a Video From a Real Team Member
Adding a Loom or YouTube video from a hiring manager, team lead, or CEO puts a face to your company and adds a human layer that most job posts lack.
Even a 45-second video saying “Hi, I’m Maya, Sales Manager at Swiftline—here’s who we’re looking for and what success looks like in this role…” can skyrocket candidate interest and application rates.
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
✅ Tip 5: Mention Your Candidate Experience Philosophy
Don’t make people guess what it’s like to apply. Say it clearly:
💬 We reply to every applicant—because your time matters. You’ll hear from us within 7 business days after you apply.
This alone sets you apart from 90% of employers who never follow up.
When stacked together, these small details send one big message:
“We’re a thoughtful company that treats people well—and that starts with how we hire.”
Should You Use AI to Write Job Descriptions?
Lately, it seems like everyone—from recruiters to busy founders—is turning to AI to write job posts. And it’s easy to see why: it’s fast, efficient, and only takes a few clicks.
But here’s the thing:
AI can help you write a better job post—
But if you use it the wrong way, it will hurt more than it helps.
🚫 The Wrong Way to Use AI
Let’s say you tell a chatbot:
“Write a job description for an Assistant Sales Manager.”
You’ll probably get something that looks professional on the surface—but it’s generic, vague, and lifeless.
There’s no culture. No context. No differentiation. Just another templated post that blends in with hundreds of others.
And guess who it attracts?
Low-effort, mass-applying candidates—not thoughtful, high-performing ones.
✅ The Right Way to Use AI (With Real Input)
AI works best when you treat it like a writing assistant, not a writer.
Here’s how to use it the smart way:
- Give it context:
- What your company does
- Your mission or values
- What this role actually involves
- Who the ideal candidate is
- What benefits and perks you offer
- What your hiring process looks like
- What your company does
- Example prompt you can use:
“Help me write a job description for our company, Swiftline Technologies. We’re hiring an Assistant Sales Manager to coach our sales team, monitor KPIs, and support growth. Our culture is fast-paced, supportive, and impact-driven. We want to attract applicants who are organized, analytical, and great with people. We offer a $60K–$72K salary, team bonuses, hybrid work, and weekly coaching. Our hiring process is fair and skill-based—we use WorkScreen to evaluate every candidate. Here are a few notes I’ve already written: [Insert your bullet points or draft text].”
- Then ask AI to:
- Polish the tone
- Tighten the structure
- Suggest clearer wording
- Add missing context or flow
- Polish the tone
💡 Final Tip
You can even feed it one of the good job descriptions we shared earlier and say:
“Make something like this, but for a [new role]. Keep the same tone and structure.”
That way, AI works off a proven format—not a blank page.
AI is a powerful tool—but your voice, your values, and your clarity are what make a job post work.
AI should amplify your thinking—not replace it.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Copy-Paste Job Description Templates (Quick Use)
✅ Option 1: Conversational Job Description Template (Culture-First Style)
Job Title: Assistant Sales Manager – Help Lead Our Growing Sales Team
Location: [City, State or Remote]
Pay: [$XX,000–$YY,000/year + Bonus Potential]
Type: [Full-Time]
Schedule: [e.g., Mon–Fri, 9AM–5PM]
🎥 Watch a quick intro from your future Sales Manager → [Insert Loom or YouTube link]
Who We Are
At [Company Name], we’re on a mission to [briefly state what your company does and who it helps—e.g., “help growing businesses streamline their operations with smart software tools”]. We believe sales should feel like a partnership, not a pitch. That’s why we’re looking for an Assistant Sales Manager who thrives on collaboration, coaching, and driving results the right way.
What You’ll Be Doing
- Coach and support a team of [X] sales reps
- Track KPIs and sales pipeline progress in [CRM tool]
- Collaborate with marketing to improve lead flow
- Review sales calls, share feedback, and conduct 1:1 check-ins
- Fill in for the Sales Manager when needed
Job Requirements
- [2+] years in a sales or sales support role (SaaS/B2B preferred)
- Experience coaching or mentoring others
- Familiarity with CRM systems (HubSpot, Salesforce, etc.)
- Excellent communicator, detail-oriented, and driven
- Thrives in team environments with high standards
Why This Role Is a Great Fit
This isn’t just another support role—you’ll play a key part in leading, improving, and growing a sales team from the inside out. You’ll have ownership, mentorship, and the chance to grow into a full management role in a culture that rewards initiative—not just outcomes.
Perks & Benefits
- Health, dental & vision insurance
- paid vacation days + [X] flex days
- Remote or hybrid flexibility
- $[X] annual learning stipend
- Performance bonuses tied to team success
How to Apply
We use WorkScreen to make hiring fair and skills-based. Just follow the link below and complete a short evaluation—we’ll review every submission and follow up directly.
👉 [Insert WorkScreen job link]
✅ Option 2: Structured Format (Classic Style)
Job Title: Assistant Sales Manager
Location: [Insert Location or “Remote”]
Pay Range: [$XX,000–$YY,000/year + Bonus]
Job Type: [Full-Time]
🎥 Hear from your future manager in this 60-second intro → [Insert Loom or YouTube link]
About the Company
[Company Name] is a growing [industry] company focused on helping [target customer] achieve [specific value]. Our team is collaborative, data-driven, and committed to creating real results for our clients—and for our employees. If you’re motivated, detail-oriented, and ready to take the next step in your sales career, this could be the right fit.
Key Responsibilities
- Assist in executing sales strategy and supporting daily operations
- Monitor team KPIs and generate performance reports
- Help coordinate lead assignments and follow-up processes
- Conduct call reviews, provide coaching feedback
- Support the Sales Manager in team meetings and training sessions
Job Requirements
- [2+] years of experience in sales or inside sales
- Familiarity with CRM tools and sales reporting
- Confident communicator and proactive problem-solver
- Comfortable supporting and motivating a team
- Organized, resourceful, and results-focused
Perks & Benefits
- Competitive salary + bonus eligibility
- Paid time off + holidays
- Health, dental & vision benefits
- Remote work options (if applicable)
- Training and mentorship programs
How to Apply
We value transparency and fairness—so we use WorkScreen to assess candidates based on skills, not just resumes. Click below to apply and complete the short evaluation.
👉 [Insert WorkScreen job link]
Let WorkScreen Handle the Next Step
You’ve crafted a strong, thoughtful job post that speaks to the right candidates. But writing the post is just step one.
What happens after someone applies is just as important—and that’s where WorkScreen.io comes in.
✅ WorkScreen Helps You:
● Instantly Identify Top Candidates
Once your job post goes live, WorkScreen automatically evaluates applicants based on real-world skills—not just resumes.
Candidates are scored and ranked on a performance-based leaderboard, so you can spot the strongest fit fast.
● Send One-Click Skill Tests
Whether you want to assess sales knowledge, communication ability, or problem-solving under pressure—WorkScreen lets you send targeted skill evaluations in one click.
You get real signals about how a candidate thinks and performs—not just what they claim.
● Filter Out Low-Effort Applicants
Tired of sorting through AI-generated résumés or one-click spam applications?
WorkScreen helps you eliminate candidates who game the system or lack commitment—so you only spend time on serious, qualified people.
● Save Time Without Sacrificing Quality
No more wasting hours on interviews with candidates who aren’t a fit.
Let WorkScreen do the heavy lifting upfront—so your hiring team can focus on meaningful conversations with top contenders.
Smart hiring starts with a great job post—and ends with a great screening process. Let WorkScreen handle the backend so you can focus on making the right hire.
FAQ
A strong Assistant Sales Manager needs to balance leadership potential with hands-on support. Here are key skills to look for:
- Team coaching & mentoring: Ability to guide and motivate sales reps without micromanaging.
- Sales pipeline fluency: Can interpret metrics, spot roadblocks, and recommend fixes.
- CRM proficiency: Comfortable using platforms like HubSpot, Salesforce, or Zoho CRM to track performance and manage leads.
- Strong communication: Can communicate clearly across teams, resolve friction, and handle client-facing interactions.
- Problem-solving & adaptability: Able to think on their feet, especially in fast-paced environments.
Bonus: Look for someone who’s emotionally intelligent. They’ll notice when a team member is stuck—and know how to lift them up.
The average salary for an Assistant Sales Manager in the United States ranges from $55,000 to $70,000 per year, depending on:
- Location
- Industry
- Experience level
- Bonus/commission structure
- Company size
In high-growth industries like SaaS or enterprise tech, the base salary may reach $75,000+ with potential bonuses or revenue-sharing incentives.
A Sales Manager owns team strategy and performance at a high level. They’re responsible for setting goals, aligning sales with company objectives, and managing the entire department.
An Assistant Sales Manager supports that leadership by coaching reps, tracking KPIs, and handling day-to-day execution. They may step into leadership when the manager is unavailable, but typically focus on support, performance, and process.
You should consider hiring an Assistant Sales Manager when:
- Your sales manager is overwhelmed with both strategy and execution
- You have more than 4–6 sales reps and performance tracking is slipping
- You want to grow team capacity without hiring another senior leader
- You need someone to step into a future sales manager role with training
Hiring early allows your team to scale more smoothly and protects your top sales manager from burnout.
Use structured assessments and skill-based hiring tools (like WorkScreen). These allow you to:
- Test real communication skills
- Evaluate decision-making under pressure
- Compare candidates based on performance—not just resumes
- Filter out applicants who are unprepared or using AI-generated answers
This levels the playing field and helps you identify the candidates who can actually do the job.
