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If you’ve Googled “business consultant job description template,” you’ve probably seen dozens of articles—but here’s the problem: most of them are just bland bullet points.
They don’t teach you how to attract a great business consultant.
They don’t explain what top candidates actually care about.
And they definitely don’t help you write a job post that reflects your company’s mission, values, and standards.
Most templates sound like legal contracts.
Responsibilities. Requirements. Apply here. End of story.
But great consultants aren’t just looking for tasks to complete—they’re looking for purpose. They want to know what your company is doing, what problems they’ll help solve, and why it matters.
So if your current job description feels like a formality, this article will show you how to turn it into your strongest recruiting tool.
👉 Recommended Reading: Before you dive in, check out our Master Guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ to understand why generic job descriptions fail—and what to do instead.
Now, let’s talk about what the role of a business consultant really is, and how to position it in a way that connects with the right people.
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.
What A Business Consultant Actually Does
Let’s get clear on what a business consultant actually does—because if your job description starts with vague jargon like “improve business outcomes,” you’ve already lost most serious applicants.
In plain English:
A business consultant is a problem-solver for hire. They come into your company, assess what’s working (and what’s not), and help you improve processes, performance, or strategy. Depending on your needs, they might focus on operations, marketing, finance, or overall growth.
But here’s what many job descriptions miss:
A good consultant doesn’t just give advice—they drive change. That means they need to be:
- Analytical, but also persuasive
- Strategic, but also practical
- Experts, but also excellent communicators
It’s not just about credentials—it’s about mindset. Your best candidate will be someone who can spot inefficiencies, earn internal trust, and help your team execute better.
So when you write your job post, don’t just list tasks. Paint a picture of what success looks like in this role. What types of problems will they help solve? What teams will they interact with? What kind of impact can they expect to make?
Next, we’ll show you two job description templates—one for hiring an experienced consultant, and one for someone with strong potential who can grow into the role.
Two Great Business Consultant Job Description Templates
Option 1: Job Description for an Experienced Business Consultant (Culture-First Style)
Company: Altura Strategy Group — A boutique consultancy helping fast-growing tech startups scale sustainably.
Job Title: Business Consultant for Scaling Operations
Location: Hybrid (2 days/week in Austin, TX) or Remote
Type: Full-Time
Salary Range: $75,000–$95,000 (DOE) + Performance Bonus
Meet the Team
Hear directly from our founder, Leah Carrington, on what this role means to us and why we’re hiring: Watch the 2-minute Loom video
About Us
At Altura Strategy Group, we partner with post-Series A startups to help them scale their operations without losing their soul. We’ve worked with over 100 tech companies—from SaaS to eCommerce—and our mission is simple: help great teams become great companies.
We blend sharp strategy with hands-on execution, and we’re known for being the calm in the chaos when companies hit their next big growth spurt.
Why This Role Matters
As a consultant here, you won’t be stuck making slide decks. You’ll be inside the engine room—working with founders, operators, and department leads to solve real problems and make systems run smarter.
What You’ll Do
- Audit and improve cross-team workflows (Ops, Marketing, Sales, Product)
- Translate data into actionable operational strategies
- Lead internal workshops, roadmap sessions, and KPI reviews
- Create and implement SOPs that outlive the project
- Build strong relationships with client teams to drive adoption
What We’re Looking For
- 3+ years in consulting, operations, or business strategy
- Excellent communicator who builds trust fast
- Strong mix of analytical + execution skills
- Experience working with startups or tech companies
- Confident leading projects end-to-end
Why You’ll Love Working Here
- Flat structure, high ownership, and direct access to leadership
- Remote-first flexibility + 2 team retreats per year
- Health, dental, and vision
- 20+ days PTO + 10 flex holidays
- Clear path to Partner-level roles
How to Apply
We use WorkScreen.io to evaluate talent fairly. Apply here: [Insert WorkScreen link]—you’ll complete a short, skills-based task to show us how you think. We’ll keep you updated every step of the way.
Option 2: Job Descriptions for an Entry Level Business Consultant (Training-First Style)
Company: Bluegrain Collective — An operational strategy agency helping small food & beverage businesses scale smarter.
Job Title: Junior Business Consultant (Training Provided)
Location: Fully Remote | U.S.-based applicants only
Type: Full-Time
Salary Range: $50,000–$60,000 + Growth Track
A Quick Word From the Hiring Manager
Why we’re investing in emerging talent—and what we’re looking for in this hire: Watch this quick Loom from Clara (Director of Strategy)
About Us
Bluegrain Collective helps independent coffee brands, bakeries, and specialty producers turn chaos into clarity. We create operational systems, forecasting models, and supply chain strategies so our clients can scale without burning out. Think of us as the COO behind your favorite local brand’s success.
We’re a small, remote-first team of builders, thinkers, and process nerds—and we’re obsessed with doing meaningful work for mission-driven businesses.
About the Role
This isn’t a “fetch coffee” type of junior role. You’ll work closely with our senior consultants on real client projects from day one—helping build dashboards, write SOPs, conduct audits, and assist with strategy execution.
We don’t expect you to have everything figured out. What we do expect is curiosity, a bias toward action, and a genuine desire to help small businesses grow smarter.
What You’ll Do
- Assist in mapping and improving operations for food & beverage clients
- Conduct process interviews, analyze workflows, and build reports
- Write internal SOPs and create client-facing docs
- Support client meetings, take notes, and turn ideas into action
- Learn fast and contribute meaningfully—this is not a shadowing role
What We’re Looking For
- Strong critical thinking + written communication
- Organized, dependable, and eager to learn
- Some exposure to business, consulting, or operations (internship, side projects, etc.)
- Bonus: experience in F&B or small business environments
- You love systems, spreadsheets, and solving problems
Why You’ll Love It Here
- Full-time training program with mentorship from our senior team
- Monthly team coaching + paid access to top strategy courses
- Flexible work hours and remote autonomy
- Real impact: your work helps small founders succeed
- Health stipend, $1K annual learning budget, and generous PTO
How to Apply
We use WorkScreen.io to create a fair, skill-first hiring process. To apply, complete our short evaluation here: [Insert WorkScreen link]. No cover letter needed—we’ll keep you updated throughout.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Job Descriptions Work (And Attract the Right Candidates)
You’ve now seen two job description templates—one for experienced consultants and one for emerging talent. But what makes them actually effective?
Let’s break it down.
1. The Job Title Is Specific and Role-Driven
Instead of saying “Business Consultant,” we made it more descriptive:
- “Business Consultant for Scaling Operations” → adds context and shows purpose.
- “Junior Business Consultant (Training Provided)” → immediately signals openness to beginners and sets expectations.
Why it works:
Specific job titles increase relevance in search results and instantly communicate what kind of candidate you’re looking for. That’s how you attract serious applicants—not just job hunters browsing every generic listing.
2. The Intro Tells a Story, Not Just a Summary
Instead of a cold company overview, each post explains:
- Why the role exists
- What problems the consultant will help solve
- Why this matters to the team and company
Why it works:
Top candidates don’t apply to tasks—they apply to missions. A well-written intro helps them picture how their skills will make a difference.
3. The Hiring Manager or CEO Shows Up in a Video
Adding a short Loom or YouTube video introduces a real human face and voice to the hiring process. It builds trust and conveys culture far better than plain text.
Why it works:
Candidates are more likely to apply to a job when they feel connected to the people behind it. A video creates that connection in under 2 minutes.
4. Salary Transparency Builds Trust
Both job descriptions clearly show salary ranges—and benefits.
Why it works:
Transparency saves everyone time, builds credibility, and appeals to serious professionals. In fact, job posts with salary ranges get up to 30% more applications (per LinkedIn data).
5. The Tone Is Human and Conversational
Phrases like:
- “You won’t just sit on the sidelines”
- “This isn’t a shadowing role”
- “We respect your time”
…make the post feel more like a conversation than a corporate memo.
Why it works:
People don’t want to feel like résumé #127. A conversational tone creates warmth and makes your company feel more approachable.
6. It Shows the Role’s Impact, Not Just Tasks
Responsibilities are framed in terms of impact:
- “Help teams execute better”
- “Shape how we scale”
- “Create clarity for growing food & beverage brands”
Why it works:
High-performers want to know their work matters. Explaining how the role contributes to real outcomes gives purpose to the job.
7. The Hiring Process Is Clear and Respectful
The posts explain:
- What platform you’re using (WorkScreen.io)
- What candidates can expect
- That you’ll keep them informed every step of the way
Why it works:
Most job seekers are ghosted. When you promise clarity and respect, you stand out—and build goodwill even before the first interview.
8. It Feels Like an Invitation, Not a Filter
Rather than scaring people off with a long list of requirements, both posts include:
- “Bonus if you have…”
- “Training provided”
- “Willing to learn” language
Why it works:
It broadens your candidate pool to include people who are capable but might’ve been intimidated by rigid requirements.
Examples of Bad Business Consultant Job Description (And Why It Fails)
Let’s face it—most job descriptions online still look like this:
Bad Job Description Example
Job Title: Business Consultant
Company: Apex Solutions
Type: Full-Time | Remote
Deadline: July 15, 2025
Job Summary
Apex Solutions is hiring a Business Consultant to provide strategic guidance, assess business operations, and implement improvements. The consultant will coordinate with internal departments to ensure strategic alignment and operational efficiency.
Key Responsibilities
- Conduct operational assessments
- Analyze data and identify areas for improvement
- Develop and implement business solutions
- Coordinate with internal and external stakeholders
- Provide executive reports on findings
Qualifications
- Bachelor’s degree in Business, Management, or related field
- 5+ years of consulting experience preferred
- Excellent communication and analytical skills
How to Apply
Submit your CV and cover letter to hr@apexsolutions.com. Only shortlisted candidates will be contacted.
Why This Job Description Doesn’t Work
1. The Job Title Is Generic and Uninspiring
“Business Consultant” tells the reader what the job is, but not who it’s for or why it matters. There’s no niche, no audience, no mission.
Fix: Add context like “Business Consultant for Growth-Stage SaaS” or “Strategy Consultant for Healthcare Startups.”
2. The Intro Is Cold and Corporate
There’s no “why” behind the hire—just a bland mission and broad summary. No mention of the company’s vision, culture, or the role’s impact.
Fix: Start with a story or insight into why this role matters now and how it fits into the bigger picture.
3. Responsibilities Are Vague
“Coordinate with stakeholders” and “develop business solutions” are too broad to be useful or engaging. They don’t tell the candidate what they’ll actually do day-to-day.
Fix: Be specific. Mention projects, systems, or challenges they’ll work on.
4. No Salary Transparency
This omission signals opacity and a lack of trust—especially to experienced candidates.
Fix: Include a clear, fair salary range to set expectations and increase application volume from qualified talent.
5. No Mention of Culture or Values
The post treats the company like a faceless corporation. Nothing is said about how the team works, what they value, or what kind of person would thrive there.
Fix: Even one paragraph about your work style, values, or leadership philosophy makes a huge difference.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends a message: we don’t respect your time.
Fix: Use a warmer CTA like, “We review every application and aim to respond within two weeks. If shortlisted, we’ll reach out with next steps.”
7. There’s No Personality or Human Touch
This post could have been written by AI in 2012. It doesn’t sound like a real person is inviting someone to join their team.
Fix: Write like you’re talking to someone you respect—not checking a legal box.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the structure and tone of your job post, it’s time to add the final layer: the details that separate good posts from great ones.
These small touches help build trust, reduce candidate anxiety, and give your post a human, high-quality feel.
Tip 1: Add a Candidate Security & Privacy Notice
With online scams on the rise, job seekers are increasingly cautious. Adding a simple message about candidate safety shows you care—and it builds trust fast.
Example:
Important Notice: We take the privacy and security of all applicants seriously. We will never ask for your banking information, personal passwords, or payment of any kind during the hiring process.
Tip 2: Mention Leave Days or Flex Time
Work-life balance is a major driver in job decisions. If you offer flexible PTO, holidays, or mental health days, mention it right in the job post.
Example:
Recharge with 20+ days of paid time off annually—including flex holidays you choose—because we know your best work happens when you’re well-rested.
Tip 3: Highlight Training and Growth Opportunities
Top candidates aren’t just looking for a job—they’re looking for a path. Even for senior roles, showing that your company invests in learning makes your offer more attractive.
Example:
We invest in your growth: You’ll get access to mentorship, paid courses, and quarterly development check-ins so you can keep leveling up.
Tip 4: Add a Loom or YouTube Video From the Hiring Manager or CEO
We said it before, but it’s worth repeating: video builds instant connection and sets your post apart from 99% of others.
What to include in the video:
- Why this role matters
- What success looks like
- What kind of person thrives on your team
- A bit about you (the hiring manager)
Even a casual 2-minute Loom filmed at your desk works wonders.
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
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
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
Tip 5: Make the Application Process Clear and Respectful
Let candidates know what to expect. Outline timelines, next steps, and how you’ll communicate.
Example:
We’ll review every application and respond to all candidates within two weeks. If you’re shortlisted, we’ll schedule a quick intro call. No ghosting here—everyone deserves clarity.
Should You Use AI to Write Your Job Description?
The short answer: yes—but only if you use it wisely.
Lately, it seems like every platform (including ATS tools like Manatal and Workable) offers a one-click “generate job description” button. It’s tempting. But here’s the truth:
Why You Shouldn’t Rely on AI Alone
If you type “write a job post for a business consultant” into ChatGPT without giving it any real context, you’ll get what most job seekers hate:
- Generic, robotic language
- Vague responsibilities
- Zero cultural personality
- Another “Ctrl+C” job post that disappears into the noise
And when candidates feel like you didn’t put in effort—they won’t either.
How to Use AI the Right Way
AI works best as a collaborator, not a replacement. Here’s how to make it actually useful:
Step 1: Feed it the right ingredients.
Before prompting, gather:
- What your company actually does
- What this role specifically helps with
- Your culture and values
- The tone you want to convey
- Any benefits or unique traits of your team
- The ideal traits or soft skills you want to see in a hire
Step 2: Give AI a clear prompt.
Here’s a strong example prompt:
“Help me write a job description for a Junior Business Consultant at Bluegrain Collective. We’re a small operations consultancy that helps food and beverage brands scale sustainably. This role supports our senior consultants with SOPs, client research, and project coordination. We value curiosity, reliability, and thoughtful communication. Please write it in a warm, human tone, and include a video intro from our Director of Strategy. Here are the notes I’ve drafted…”
Then paste in your bullet points, raw copy, or notes.
Step 3: Edit the output. Polish it like a real writer.
Use AI’s draft as a jumping-off point—not the final version. Adjust for voice, tighten up sections, and inject your brand personality.
Bonus Tip:
If you find a great job post online (like the examples earlier), tell AI:
“Write something inspired by this structure and tone.”
This is one of the best ways to speed up your process without sacrificing quality.
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
Need a Quick Copy-Paste Job Description Template?
Option 1: Conversational Job Description Template (Culture-First Style)
Job Title: Business Consultant for Scaling Operations
Location: Remote or Hybrid (Enter Location)
Salary: $75,000–$95,000 + Bonus
Video from Hiring Manager: [Insert Loom or YouTube Link]
About Us
At [Your Company Name], we partner with fast-growing startups to help them scale smarter. We’re not just another consulting agency—we’re strategic operators who embed with clients and build the systems that power sustainable growth.
Why This Role Matters
We’re looking for a Business Consultant to work directly with founders and leadership teams. You’ll help uncover inefficiencies, design better processes, and implement solutions that create real impact—fast.
What You’ll Do
- Diagnose operational gaps and design better systems
- Run strategy sessions and facilitate cross-team collaboration
- Build and document SOPs, dashboards, and workflows
- Track performance using data and KPIs
- Lead projects from insight to implementation
Who You Are
- 3+ years in business consulting, operations, or strategy
- Analytical thinker who thrives in fast-moving environments
- Confident communicator who earns trust quickly
- Bonus if you’ve worked in startups, SaaS, or client-facing roles
What We Offer
- Fully remote work + optional co-working stipend
- 20+ days PTO and flexible holidays
- Health, dental, and vision
- Clear growth path into senior roles or client lead positions
How to Apply
We use WorkScreen.io to run a fair, skill-based hiring process. To apply, click here: [Insert WorkScreen Link]
No résumé black holes. Just a clear, respectful process.
Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Business Consultant
Location: Remote or [Enter Location]
Employment Type: Full-Time
Salary Range: $XXX–$XXX (DOE)
Hiring Manager Video: [Insert Loom Link]
Job Summary
We are seeking a Business Consultant to analyze business operations, identify strategic improvement opportunities, and lead implementation projects that drive sustainable growth. This role requires both strategic thinking and hands-on execution.
Key Responsibilities
- Conduct end-to-end business process audits
- Develop actionable recommendations based on data and stakeholder input
- Lead implementation of operational improvements
- Document SOPs and create performance dashboards
- Collaborate across Sales, Ops, and Product teams
Required Qualifications
- Bachelor’s degree in Business, Strategy, or related field
- 3+ years in a consulting, operations, or strategy role
- Strong analytical and project management skills
- Excellent written and verbal communication
- Comfortable leading initiatives independently
Benefits
- Competitive salary + performance bonus
- Remote-friendly team with flexible work hours
- Health, dental, and vision insurance
- Paid vacation + professional development stipend
How to Apply
We respect your time and effort. Apply via WorkScreen: [Insert Link]
Complete a short skills-based task so we can evaluate you based on what you can do, not just what your résumé says.
Let WorkScreen Handle the Next Phase of Hiring
Once your job post is live and attracting great candidates, the real challenge begins: figuring out who’s actually qualified—and who just looks good on paper.
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
🎯 Quickly identify your most promising candidates
Forget résumé overload. WorkScreen automatically evaluates, scores, and ranks applicants using a performance-based leaderboard—so you know who to talk to first.
🧪 Assess candidates based on real-world skills—not just past job titles
You can add short, role-relevant tasks (like strategy breakdowns or workflow critiques) to see how applicants actually think. This makes your hiring process fairer, faster, and more predictive of success.
🚫 Eliminate low-effort and AI-generated applications
WorkScreen filters out “spray-and-pray” candidates, one-click apply spam, and AI-generated answers—so you spend time only on serious, high-quality applicants.
Whether you’re hiring a consultant, support rep, or growth marketer—WorkScreen helps you hire smarter.
FAQ
A strong business consultant combines analytical thinking with excellent communication. Core skills include:
- Strategic problem-solving
- Process improvement
- Data analysis
- Stakeholder management
- Change management
- Business writing and documentation (e.g. SOPs, audits, reports)
- Presentation and facilitation (for workshops or stakeholder meetings)
Soft skills are just as critical—especially emotional intelligence, adaptability, and trust-building, which help consultants gain buy-in and drive change.
In the U.S., the average salary for a Business Consultant ranges between $70,000 and $100,000 per year, depending on experience, industry, and location.
- Junior/Entry-Level: $50,000–$65,000
- Mid-Level: $75,000–$95,000
- Senior or Specialized Consultant: $100,000+
Bonus structures and performance incentives are also common in consulting roles, especially in high-impact or client-facing positions.
It depends on your needs.
- If you have ongoing operational complexity or internal projects, a full-time hire may offer more stability.
- If you need help with a specific transformation, strategy reset, or performance audit, a short-term contractor or consulting firm might be a better fit.
- Avoid overly corporate jargon or “ninja/rockstar” language
- Include salary ranges
- Make “must-have” vs “nice-to-have” requirements clear
- Highlight growth opportunities and training support
- Use a welcoming tone and emphasize respect in the hiring process
- A Business Analyst typically focuses on gathering data, documenting processes, and supporting decisions.
- A Business Consultant goes further—they advise, strategize, and often lead the implementation of improvements.
Consultants tend to be more senior and external-facing, while analysts are usually internal team members.
If you’re using a smart hiring process (like WorkScreen), you can go from job post to final hire in 2–4 weeks.
Traditional methods that rely on résumés and drawn-out interviews can take 6–8 weeks or more—often leading to rushed decisions or missed candidates.
