Share
If you’ve Googled “business manager job description template,” you’ve probably scrolled through dozens of generic results. And if you’ve read a few, you’ve likely noticed a trend:
Bullet points.
Buzzwords.
Boredom.
Most job descriptions sound like they were written by legal teams—not by actual hiring managers who want to attract great people. They list tasks and qualifications but say nothing about the company, the mission, or what success looks like in the role.
Here’s the problem: Great candidates don’t get excited by checklists.
They want clarity. They want purpose. And they want to feel something.
If your job post reads like a formality, the right people will scroll right past it.
That’s why in this guide, we’re not just giving you another copy-paste template. We’re going to walk you through:
- What a business manager really does (in plain English)
- Two job description examples: one for experienced hires, and one for entry-level / willing-to-train
- Why these descriptions actually attract strong candidates
- A bad example for contrast—so you know what to avoid
- Bonus tips to help your post stand out
- Smart ways to use AI without ending up with a bland result
- A copy-paste template you can customize
- And a better way to evaluate applicants with WorkScreen.io
But first—if you haven’t already, check out our full guide onfull guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ It lays the foundation for everything we’ll cover here.
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 Manager Actually Does
A Business Manager isn’t just someone who oversees operations. They’re the engine that keeps your team aligned, your goals on track, and your day-to-day running smoothly.
In simple terms, a business manager ensures the business side of your company actually works—whether that’s managing budgets, coordinating departments, setting team priorities, or improving systems. They connect the dots between strategy and execution.
But here’s what often gets missed in job descriptions:
This role is as much about leadership and people skills as it is about operations.
You’re not just looking for someone who can “handle admin.” You need someone who:
- Spots inefficiencies before they become problems
- Knows how to motivate people, not just manage them
- Can think both short-term and long-term
- Helps founders or executives focus on growth, not putting out fires
So, when you write your job description, think beyond tasks. Think:
“Who do I need in this role to help the company run better, grow faster, and free up leadership to focus on the big picture?”
Get that right, and you’ll find someone who’s more than a manager—they’ll be your behind-the-scenes MVP.
Two Great Business Manager Job Description Templates
Option 1: Experienced Business Manager
Job Title: Business Manager for Growth-Focused Tech Startup | $70K–$90K | Remote-Friendly
Schedule: Full-Time | Monday–Friday
Compensation: $70,000–$90,000 based on experience + performance bonus
[Include a short Loom video from the founder or hiring manager introducing the role]
Who We Are
At PilotCloud, we help small eCommerce brands optimize their shipping, warehousing, and inventory through simple, intelligent software. We’ve grown from 3 to 30+ people in the last 2 years—and now we’re looking for a Business Manager to help us scale smarter.
About the Role
This is not a back-office role. You’ll be the right hand to the CEO—turning strategy into action, clearing operational roadblocks, and keeping the company firing on all cylinders.
We’re looking for someone who thrives in fast-moving environments, is obsessive about systems, and can lead with empathy and precision.
Key Responsibilities
- Translate company goals into clear team objectives and timelines
- Own operations across finance, HR, and day-to-day business processes
- Improve internal systems to increase team efficiency
- Track KPIs and report directly to the CEO
- Coordinate with department leads to keep projects on track
What We’re Looking For
- 3+ years in business operations, general management, or startup leadership
- Excellent systems thinking and problem-solving skills
- Strong communication—you know how to lead without ego
- Bonus: Experience in SaaS, logistics, or B2B services
Why You’ll Love Working Here
- Full autonomy, clear impact—this role directly shapes how we grow
- Remote flexibility + in-person team meetups 2x/year
- Health, dental, and vision benefits + generous PTO
- Supportive team that values clarity, candor, and execution
Our Hiring Process
We use WorkScreen to evaluate all applicants fairly—based on skills, not just résumés.
Apply through the link below, and you’ll go through a short but practical challenge to help us understand how you think and work.
We’ll review every application and respond within 7 business days.
Apply here: [WorkScreen Application Link]
Option 2: Entry-Level / Willing-to-Train Business Manager
Job Title: Junior Business Manager (We’ll Train You) | $45K–$60K | Hybrid (NYC preferred)
Schedule: Full-Time | 4 days in office, 1 remote
Compensation: $45,000–$60,000 + growth path to Operations Lead
[Include a Loom video from the current Ops Lead or CEO welcoming applicants]
About Us
We’re Bloom & Rise, a fast-growing DTC wellness brand helping women take control of their hormones naturally. In just 3 years, we’ve served over 100,000 customers and built a community that truly cares.
We’re now looking for a sharp, driven, highly organized junior business manager to help us scale our systems, manage logistics, and grow into a leadership role over time.
No prior business management experience required—we’ll train you. What matters most is that you’re smart, motivated, and ready to learn.
What You’ll Do
- Assist the CEO and Operations Lead with project management and scheduling
- Keep vendors, systems, and documents organized
- Coordinate with contractors and freelancers
- Track performance data and create simple reports
- Identify ways we can improve how the business runs
Who This Is For
- You’re detail-oriented, organized, and love solving problems
- You’ve managed people, events, or complex school projects
- You’re curious and self-motivated—you figure things out quickly
- You want to grow into a leadership role over time
Perks & Benefits
- Weekly mentorship from our founder and Ops Lead
- Health insurance + wellness stipend
- 15 days paid leave + flexible mental health days
- Growth path toward full Business Manager or Ops Lead role
Hiring Process
We’ll review every application thoughtfully—and we use WorkScreen to ensure candidates are evaluated based on actual skills, not just résumés.
Apply here: [WorkScreen Application Link]
Breakdown of Why These Posts Work
Let’s take a closer look at why both job descriptions (experienced and entry-level) are effective at attracting strong candidates—not just collecting résumés.
1. The Titles Are Clear, Specific, and Purpose-Driven
- Instead of just saying “Business Manager,” each post includes context:
- Who it’s for (“Growth-Focused Tech Startup” or “We’ll Train You”)
- The salary range
- The location or flexibility
- This helps the right people self-identify and boosts clicks from serious applicants.
2. Warm, Human Introductions
- The “About Us” and “About the Role” sections read like they’re written by real people—not HR bots.
- They explain why the company exists, what they care about, and how the role contributes to their mission.
- That emotional connection matters. It draws in candidates who care about more than just a paycheck.
3. Transparency Builds Trust
- Both examples share salary information, schedule expectations, and benefits.
- In today’s market, lack of transparency is a red flag. Serious candidates appreciate clarity upfront.
4. The Job Feels Like an Opportunity, Not a List of Tasks
- In both versions, the responsibilities are framed with purpose:
- “Help us scale smarter”
- “Turn strategy into action”
- “Grow into a leadership role”
- This tells candidates: you matter here. You’re not a cog—you’re a contributor.
5. Inclusivity Without Dumbing It Down
- The entry-level version clearly states that certain skills are “nice to have,” but not mandatory.
- This avoids scaring off great applicants who might not meet every bullet point but could thrive with training.
6. Respectful, Thoughtful Hiring Process
- Both job posts explain:
- How the company evaluates applicants (with WorkScreen)
- When applicants will hear back
- That every application is reviewed
- These small touches build confidence and encourage higher-quality candidates to apply—especially those who have felt ghosted before.
7. A Personal Touch That Stands Out
- Both examples include a Loom video suggestion.
- When candidates see or hear from the hiring manager, it humanizes the company and sets your post apart from hundreds of faceless listings.
Example of a Bad Business Manager Job Description (Why It Fails)
Job Title: Business Manager
Company: Global Solutions Inc.
Location: Chicago, IL
Job Type: Full-Time
Job Summary:
We are looking for a business manager to oversee daily operations, improve workflow, and support senior leadership.
Responsibilities:
- Manage internal operations
- Coordinate departments
- Implement business strategies
- Prepare reports and support senior staff
Qualifications:
- Bachelor’s degree in business or related field
- 3+ years in a similar role
- Strong leadership and communication skills
How to Apply:
Email your résumé and cover letter to hr@globalsolutions.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
🔹 1. The Job Title Is Generic and Vague
- “Business Manager” with no context feels like a placeholder.
- It doesn’t say who the company is, what kind of business, or why the role matters.
🔹 2. There’s No Mission or Context
- The job summary is a vague blur. No mention of the company’s purpose, product, or values.
- It reads like someone copied a line from an HR manual.
🔹 3. It Lacks Transparency
- No salary range, no benefits, no schedule—candidates are left guessing.
- In 2025, that feels outdated and even suspicious.
🔹 4. The Responsibilities Are Empty
- Phrases like “coordinate departments” and “implement business strategies” don’t explain what you’ll actually do.
- There’s no clarity, no examples, and no connection to real outcomes.
🔹 5. The Tone Is Cold and Corporate
- There’s no warmth, personality, or real voice here.
- It feels transactional—like the company doesn’t care who applies, as long as the boxes are checked.
🔹 6. The Application Process Feels Dismissive
- “Only shortlisted candidates will be contacted” is not just unhelpful—it’s discouraging.
- No timeline, no next step explanation, no respect for the applicant’s effort.
🔹 7. No Culture, No Team, No Why
- There’s no mention of the team culture, growth opportunities, or why this role exists.
- Candidates have no reason to feel excited—or even mildly interested.
Bonus Tips to Make Your Job Post Stand Out
Even after you’ve written a clear, compelling, and human job description, there are a few extra touches that can dramatically improve how your post is received. These are the details most companies skip—but top candidates notice and appreciate them.
Tip 1: Add a Security Notice for Trust
Job seekers today are cautious—and with good reason. Scams are everywhere.
Add a line like this:
Important: We will never ask for payment, banking details, or any personal financial information during any stage of our hiring process.
It instantly builds trust and signals that your company takes applicant privacy seriously.
Tip 2: Mention Leave Days or Flex Time
Great candidates care about work-life balance. If your company offers PTO, mental health days, or flexible hours—say so!
Example:
Enjoy 20 days of paid time off per year, plus flexible mental health days to rest and recharge.
Even just a mention of this tells applicants your company values people, not just productivity.
Tip 3: Highlight Training & Growth Opportunities
If you’re willing to mentor or promote from within, don’t hide it. Ambitious candidates want to know there’s room to grow.
Example:
You’ll get hands-on mentorship from our CEO and the opportunity to grow into a leadership role as we scale. We also cover training and workshops to help you level up.
It tells applicants: we’re invested in your future—and that’s rare.
Tip 4: Add a Loom or YouTube Video
Adding a short video from the hiring manager, founder, or team makes your post 10x more personal and memorable.
Why it works:
- Humanizes your company
- Shows the kind of people they’ll work with
- Helps your job stand out on platforms like LinkedIn, WorkScreen, or job boards
Even a 60-second intro goes a long way.
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: Show What It’s Like to Work There
Consider including:
- A photo of the team
- A quote from a current employee
- A link to your company culture page or Glassdoor reviews
Example:
“What I love about working here is that I feel trusted. The leadership team listens, and they actually act on feedback.” — Maya, Ops Lead
Social proof builds credibility and helps candidates picture themselves in the role.
Should You Use AI to Write Job Descriptions?
AI tools like ChatGPT, Jasper, and even some applicant tracking systems (like Manatal or Workable) now offer “one-click” job description generators. Sounds convenient, right?
But here’s the truth: if you rely on AI alone, you’ll end up with a generic, soulless job post that blends in with every other listing.
Why You Shouldn’t Use AI Without Input:
Blindly prompting “write a job description for a business manager” will usually result in:
- Boring, overused phrases like “manage day-to-day operations”
- Corporate jargon that sounds robotic
- Vague responsibilities with no connection to your company’s mission
- Zero insight into your culture, values, or expectations
And worst of all? It attracts the wrong candidates. People skimming for “any job,” not the right job.
The Right Way to Use AI: Co-Write With It
AI is incredibly powerful when used well—as a writing partner, not a replacement.
Here’s how to prompt AI properly:
Step 1: Feed It the Right Ingredients
Give AI context before asking it to write.
You can say something like:
“Help me write a job description for our company, PilotCloud. We’re hiring a Business Manager to help scale our internal operations, support department leads, and work closely with the CEO. We’re a 30-person SaaS company that helps eCommerce brands manage logistics. Our culture is remote-first, fast-moving, and we value clarity, humility, and accountability. The ideal candidate is a systems thinker, strong communicator, and team player. We offer a $70–$90K salary range, remote flexibility, and health benefits. We also use WorkScreen.io to evaluate candidates fairly. Here are some notes I’ve written…”
Step 2: Give It a Draft or Notes
Even messy notes are helpful. You might paste:
- A bulleted list of responsibilities
- Your company mission
- What success in the role looks like
Then ask:
“Can you help me turn this into a clear, human, engaging job description under X words?”
Step 3: Use AI to Polish, Not Invent
Let AI:
- Refine your tone
- Reword clunky sentences
- Organize your structure
- Suggest alternate phrasing
But the soul of the post—your mission, culture, expectations, and tone—should come from you.
Bottom line:
AI should support your voice, not replace it. When you combine your insight with AI’s language skills, you’ll create job posts that are fast to produce and uniquely yours.
Need a Quick Copy-Paste Job Description?
Option 1: Conversational, Culture-First Style
Job Title: Business Manager Needed to Help Us Scale (Remote
Salary: | $XXX–$XXX)
Schedule: Full-Time | Monday–Friday | Flexible Hours
Include a Loom video from the founder if possible
About Us
At [Your Company Name], we help [insert who you help and how you help them]. We’re a lean, mission-driven team growing fast—and we need someone who can keep our internal engine running.
About the Role
You’ll be working closely with the founder and department leads to turn strategy into action, optimize day-to-day ops, and keep the business running smoothly as we scale. You’ll wear a few hats—but you won’t wear them alone.
What You’ll Be Doing
- Streamlining internal operations
- Coordinating across departments
- Tracking key metrics and reporting to leadership
- Improving systems and workflows
- Handling light HR and finance tasks
What We’re Looking For
- 2+ years of operations, admin, or business management experience
- Organized, proactive, and systems-oriented
- Great communicator and natural problem-solver
- Bonus if you’ve worked in a startup or fast-growing company
Perks & Benefits
- $70K–$90K salary based on experience
- Health, dental, and vision insurance
- 15+ days PTO + flexible mental health days
- Remote-friendly team with regular in-person meetups
- Clear path to Head of Operations (if desired)
Our Hiring Process
We use WorkScreen to evaluate applicants fairly and efficiently. You’ll complete a short challenge (no trick questions) so we can understand how you think and work.
We review every application and respond within 7 days. You’ll hear from us—guaranteed.
Apply here: [WorkScreen Link]
📋 Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Business Manager
Location: Remote or Hybrid (Your City)
Employment Type: Full-Time
Salary Range: $XXX–$XXX/year + benefits
Job Brief:
We are looking for a Business Manager to help lead and scale the operational side of our company. This person will report directly to the CEO and play a key role in ensuring smooth execution of business processes, cross-department coordination, and strategic project delivery.
Key Responsibilities:
- Oversee daily operations and ensure departmental alignment
- Develop and improve business systems and workflows
- Track and report on operational KPIs and company metrics
- Support finance, HR, and compliance tasks
- Act as a liaison between executive leadership and team leads
Requirements:
- Bachelor’s degree or equivalent experience
- 2–4 years in business operations, project management, or admin leadership
- Excellent communication, time management, and systems thinking
- Familiarity with project management tools (e.g. Asana, Notion, Airtable)
- Comfortable working in a fast-paced, startup environment
Benefits:
- Competitive salary ($70K–$90K)
- Healthcare, dental, and vision coverage
- Paid time off (15+ days annually)
- Ongoing mentorship and career development
- Friendly, inclusive, remote-first culture
How to Apply:
We use WorkScreen to fairly evaluate all applicants. Please follow the link below to apply. You’ll complete a quick skills-based assessment so we can get a true sense of your capabilities—not just your résumé.
📥 [WorkScreen Link]
Let WorkScreen Handle the Next Step
You’ve crafted a thoughtful, compelling job description—now let’s make sure the right people actually rise to the top.
That’s where WorkScreen.io comes in.
We help you go beyond résumés, credentials, and buzzwords—so you can hire based on real ability, not guesswork.
Here’s how WorkScreen helps:
● Automatically score and rank your applicants
Once candidates apply, WorkScreen evaluates them through a quick skills-based challenge. Our system then scores and ranks each applicant on a performance-based leaderboard, so you know exactly who deserves a closer look.
● Easily run one-click assessments
Test for the skills that matter—problem solving, communication, attention to detail, or custom tasks related to your role. No back-and-forth emails. No overthinking. Just one link, sent in seconds.
● Eliminate low-effort applicants
WorkScreen helps you spot people who:
- Copy-paste answers
- Use AI tools to cheat
- Click “Apply” to every job without reading the description
By focusing on engaged, high-quality applicants, you avoid hiring mistakes and save countless hours reviewing weak fits.
A great job post gets their attention. WorkScreen helps you hire with confidence. 📌 Ready to make your hiring smarter, faster, and more fair?
FAQ
The main goal of a business manager is to ensure that the company’s operations run smoothly and efficiently. That includes:
- Turning company strategy into action
- Coordinating across teams and departments
- Managing budgets, timelines, and internal processes
- Supporting leadership in achieving business objectives
In other words, they help connect the big picture to the daily execution—and remove roadblocks along the way.
Here are the most important skills to look for:
- Leadership & Communication: Can they guide teams, align departments, and communicate clearly?
- Problem Solving: Are they proactive about fixing inefficiencies?
- Systems Thinking: Can they spot patterns, optimize workflows, and build scalable systems?
- Time Management: Can they juggle priorities and keep things on track?
- Emotional Intelligence: Do they know how to lead with empathy and manage people dynamics?
Bonus points for experience with tools like Notion, Asana, Airtable, or project management software.
In the U.S., business manager salaries typically range from $65,000 to $95,000 per year, depending on experience, company size, and industry.
- Entry-level roles or assistant business managers may start around $50,000–$60,000.
- Experienced managers with leadership responsibilities can command $90,000+, especially in fast-growing startups or specialized industries.
Always include a salary range in your job post to build trust with applicants.
Yes. Transparency about compensation is no longer optional—it’s expected.
Job posts that include salary ranges receive more qualified applicants and send a message of honesty and respect. It also saves time by setting clear expectations from the start.
Yes—if you’re willing to invest in training.
Some companies hire for potential, not just experience, especially if the candidate shows strong organization, problem-solving, and communication skills. In those cases, list certain qualifications as “nice to have” and emphasize your willingness to train the right person.
Absolutely. A strong résumé doesn’t always translate to real-world ability.
Using a platform like WorkScreen.io allows you to evaluate candidates on skills that actually matter—like communication, decision-making, or operations planning—before you make a hire.
Aim for 500–700 words, or roughly 1–2 scrolls on desktop.
That’s long enough to explain the role, responsibilities, and company culture—but short enough to keep attention. Use clear formatting (like bullet points) and speak in a human tone to keep it engaging.
