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If you’ve searched “Category Manager job description” online, you’ve probably seen the same thing over and over — bland bullet points, corporate jargon, and generic requirements that could have been copied from a hundred other posts.
The problem?
Those posts don’t actually help you attract a great Category Manager. They just fill space. They don’t explain how to sell the opportunity, highlight your culture, or connect with the type of candidate who will drive growth in your product categories.
A strong job description should do more than list tasks — it should inspire the right person to apply.
If you haven’t already, I recommend checking 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/ . In it, we break down why generic posts fail to convert quality applicants and show you the elements that make job descriptions stand out.
Today, we’re taking those principles and applying them specifically to the Category Manager role — so you can write a job post that doesn’t just get applicants, but gets the right applicants.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What a Category Manager Actually Does
A Category Manager is the person responsible for making sure an entire product category in your business performs at its best — from sales and profit to customer satisfaction.
They’re not just “buyers” or “product people.” They’re strategic thinkers who decide which products to carry, how to price them, how to promote them, and how to keep inventory moving without overstock or shortages.
In plain terms: a great Category Manager owns their category like it’s their own business.
They analyze market trends, study competitors, work closely with suppliers, and collaborate with marketing, sales, and operations teams to make sure their category hits its goals.
It’s a role that requires a rare mix of skills — data analysis to make smart decisions, negotiation to get the best deals from suppliers, creativity to position products, and leadership to guide cross-functional teams.
If you get this hire right, you’re not just filling a position — you’re bringing in someone who can directly grow revenue, improve margins, and give your brand a competitive edge.
Two Great Job Category Manager Description Templates
Job Description For Experienced Category Manager
📌 Job Title: Category Manager — Home & Kitchen at BrightBasket
💼 Full-Time | Hybrid (3 days in-office) | $95,000–$125,000 base + performance bonus
📍 Austin, TX
🎥 A Quick Word From the Hiring Manager
Hear how this role drives revenue and brand growth in 2 minutes: [Loom/YouTube link]
Who We Are
BrightBasket is a fast-growing eCommerce marketplace for modern home & lifestyle brands. We curate high-quality, design-forward products from independent makers and established labels, and we make it easy for customers to discover, compare, and buy with confidence. Our team blends data-driven decision making with a deep love for product storytelling—and we’re known for fast launches, thoughtful curation, and a customer experience that actually feels human.
We’re hiring an experienced Category Manager to own our Home & Kitchen category end to end—assortment, pricing, promotions, supplier partnerships, and profitability.
Our Culture
- We share ideas openly and move from insight → action quickly.
- We obsess over the customer, then validate with data.
- We invest in people: mentorship, clear goals, and real ownership.
- We celebrate wins and learn (loudly) from experiments.
If you thrive in a collaborative, high-ownership environment, you’ll feel at home here.
What You’ll Do
- Build and execute the category strategy to hit sales, margin, and market share goals.
- Own assortment: add winners, sunset underperformers, and plan new launches.
- Analyze performance weekly (pricing, promotions, conversion, returns, reviews) and act on it.
- Negotiate supplier terms, exclusives, co-op budgets, and promotional calendars.
- Partner with Marketing on campaigns, bundles, and seasonal stories that move inventory.
- Collaborate with Operations/Supply Chain to optimize stock, lead times, and OTIF.
- Monitor competitive landscape and customer trends; prototype fast, iterate faster.
What We’re Looking For
Must-haves
- 3–5+ years as a Category Manager/Buyer/Merchandiser (retail or eCommerce).
- Strong analytics (advanced Excel/Sheets; bonus for Looker/Power BI).
- Proven supplier negotiation and JBP (joint business planning) experience.
- Track record of delivering revenue and margin improvements.
Nice-to-haves
- Experience in Home & Kitchen or adjacent consumer categories.
- New product launch and go-to-market experience.
- Basic SQL or familiarity with A/B testing tools.
Perks & Benefits
- Medical, dental, vision + HSA/FSA options
- 401(k) with company match
- Flexible PTO + 11 paid holidays
- 12 weeks paid parental leave
- Annual learning stipend ($1,500)
- Hybrid work: in-office lunch twice/week + commuter benefits
- Home office setup stipend
Why This Role Is a Great Fit
- Ownership from day one: You’ll run Home & Kitchen like it’s your own business unit.
- High visibility: Direct line to senior leadership; your decisions show up in weekly dashboards.
- Room to build: Launch product lines, test pricing models, and craft seasonal stories.
- Real impact: Your work directly influences growth, margin, and customer love.
Our Hiring Process
We respect your time and keep you informed.
- Apply via WorkScreen (skills-first evaluation)
- 30-min recruiter chat
- Case exercise (build a mini category plan)
- Panel interview (cross-functional)
- Offer + references
We aim to give clear feedback at each step.
How to Apply
Apply through WorkScreen to complete a short, role-relevant evaluation. It helps us assess real skills—not just résumés.
👉 [Apply via WorkScreen]
Job Description For Entry-Level / Willing-to-Train Category Manager
📌 Job Title: Junior Category Manager — Fresh Produce at FreshHarvest Foods
💼 Full-Time | On-site | $58,000–$70,000 base + performance incentives
📍 Fresno, CA
🎥 A Quick Word From the Hiring Manager
Hear how this role can kick-start your career in food category management: [Loom/YouTube link]
Who We Are
FreshHarvest Foods is a regional leader in sourcing, packaging, and delivering fresh produce to grocery retailers, meal kit providers, and foodservice distributors. For over 15 years, we’ve built trusted relationships with growers and customers by keeping our promise: fresh, high-quality food delivered on time, every time.
Now, we’re looking for a Junior Category Manager who’s ready to learn the ropes of managing our Fresh Produce category. This is a perfect fit for someone with a strong work ethic, curiosity about the food industry, and a passion for learning the business side of products people buy every day.
Our Culture
- We believe in teaching, not just telling — we invest in your growth from day one.
- We treat suppliers and customers like long-term partners, not transactions.
- We celebrate hustle, problem-solving, and initiative.
- We know careers are built over time — you’ll get the mentorship and exposure to make it happen.
What You’ll Do (With Training & Support)
- Learn how to analyze category performance, including sales trends, pricing, and promotions.
- Support senior managers in building seasonal product plans.
- Assist in managing supplier communications and inventory planning.
- Help coordinate marketing activities for product launches or promotions.
- Monitor competitor pricing and market trends.
- Work with operations to ensure product freshness, quality, and availability.
What We’re Looking For
Must-haves
- Eagerness to learn category management and retail strategy.
- Strong organizational skills and attention to detail.
- Basic comfort with Excel or Google Sheets.
- Excellent communication skills (written & verbal).
Nice-to-haves (but not required)
- Degree in Business, Supply Chain, Marketing, or related field.
- Internship or retail experience in food or consumer goods.
Perks & Benefits
- Health, dental, and vision insurance
- 401(k) with company match
- Paid time off + 8 company holidays
- Free weekly produce box for your household
- Tuition reimbursement for role-related courses
- On-site gym and cafeteria
- Career mentorship program
Why This Role Is a Great Fit
- Hands-on learning: You’ll work side-by-side with experienced category managers.
- Clear growth path: Perform well, and you could be managing your own category in 18–24 months.
- Industry exposure: Learn supplier negotiations, product lifecycle management, and data analysis from experts.
- Real contribution: Your support work impacts what ends up in homes, restaurants, and meal kits every day.
Our Hiring Process
We respect every applicant’s time and effort.
- Apply via WorkScreen (short, skill-based evaluation)
- 20-min recruiter conversation
- On-site shadow day (optional, paid)
- Panel interview
- Offer + background/reference checks
We provide feedback at every stage — no black holes.
How to Apply
Apply through WorkScreen using the link below. Our skills-first approach ensures passionate, committed candidates stand out — even without years of experience.
👉 [Apply via WorkScreen]
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Category Manager Job Posts Work
1. Clear, Specific Job Titles
Both posts avoid vague labels like “Category Manager Wanted.” Instead, they specify the category (“Home & Kitchen” or “Fresh Produce”), the company name, and the location. This makes the role immediately relevant to the right candidates and filters out applicants who aren’t interested in that sector.
2. A Personal Touch With Video
Including a short Loom or YouTube intro from the hiring manager creates an instant human connection. It lets candidates hear directly from the person they’d work for, which builds trust and excitement. Most job posts skip this, which is exactly why it helps you stand out.
3. Warm, Contextual “Who We Are” Section
Instead of a lifeless corporate blurb, each post tells a story — who the company serves, how they operate, and why this role matters within the bigger picture. This gives candidates a reason to care about the business before they even read the responsibilities.
4. Culture That’s Shown, Not Claimed
Both examples outline company culture through values, behaviors, and work style — not just empty claims like “we’re collaborative.” This helps candidates imagine whether they’d thrive in the environment.
5. Responsibilities That Show Impact
The duties aren’t just task lists. They explain why the tasks matter (“own your category like a business unit” / “support seasonal product plans”), giving candidates a sense of ownership and purpose.
6. Balanced Requirements
The experienced version sets clear expectations without being unrealistically rigid. The entry-level version explicitly states that some skills are “nice-to-haves,” encouraging capable but less experienced applicants to apply — widening the talent pool.
7. Transparent Perks & Benefits
Listing pay ranges, insurance, PTO, and unique extras (like free produce boxes or learning stipends) shows transparency and builds trust. This is one of the most clicked-on parts of a job post, so putting it up front is a competitive advantage.
8. Separate “Why This Role Is a Great Fit” Section
Breaking this out from the perks gives you a dedicated space to “sell” the opportunity — focusing on ownership, growth, impact, and visibility. This makes your post feel more like an invitation than a transaction.
9. Respectful, Clear Hiring Process
Both examples tell candidates exactly what to expect and promise feedback at each stage. This instantly differentiates you in a world where most applicants never hear back after applying.
10. Skills-First Application With WorkScreen
Instead of sending people into a résumé black hole, the posts invite candidates to a short, fair evaluation. This filters out low-effort applicants and lets the strongest talent rise to the top — making the process better for both sides.
Bad Category Manager Job Description Example (And Why It Fails)
Job Title: Category Manager
Company: Global Retail Corp
Job Type: Full-Time
Location: Chicago, IL
Job Summary
Global Retail Corp is seeking a Category Manager to manage product categories and ensure profitability. The role involves overseeing supplier relationships, monitoring sales performance, and executing category strategies.
Key Responsibilities
- Manage category performance.
- Oversee supplier communications.
- Monitor pricing and promotions.
- Coordinate with internal teams.
Requirements
- Bachelor’s degree in business or related field.
- 5 years of experience in category management.
- Strong communication and negotiation skills.
How to Apply
Send your résumé to hr@globalretailcorp.com. Only shortlisted candidates will be contacted.
Why This Job Post Falls Short
1. Generic Job Title
“Category Manager” tells you nothing about the category, the company’s unique positioning, or why the role matters.
2. Lifeless Summary
The summary is just a restatement of the title — it gives no sense of impact, culture, or what the company stands for.
3. Vague Responsibilities
“Manage category performance” could mean a hundred different things. There’s no clarity on scope, tools, metrics, or decision-making authority.
4. No Mention of Culture or Mission
Candidates have no insight into how the company operates, what values they hold, or what kind of environment they’d be walking into.
5. No Perks, Benefits, or Salary Transparency
This omission not only reduces appeal but also signals a lack of openness.
6. Cold Hiring Process
Ending with “Only shortlisted candidates will be contacted” feels dismissive and transactional — the opposite of candidate-friendly.
7. Zero Personality
The tone is purely administrative. There’s nothing here to excite or inspire top-tier candidates.
Bonus Tips for a Standout Category Manager Job Post
Even with a strong structure, a few advanced details can give your job description a big competitive edge. These small changes signal professionalism, respect, and transparency — qualities top candidates notice immediately.
1. Add a Security & Privacy Notice for Applicants
This reassures candidates that their personal information is safe and that your hiring process is legitimate.
Example:
“We take the security and privacy of all job applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
2. Mention Leave Days or Flex Time
Paid time off isn’t just a perk — it’s a deciding factor for many candidates. State it clearly to make the role more attractive.
Example:
“Enjoy up to 24 paid days off per year, including flex days you can use anytime — no questions asked.”
3. Highlight Training & Growth Opportunities
Top talent looks for long-term potential, not just a paycheck.
Example:
“We invest in your career. You’ll have access to a $1,500 annual learning stipend, in-house mentorship, and clear paths to promotion within 18–24 months.”
4. Use a Loom or YouTube Video for Trust
A short video from the hiring manager or CEO makes your company feel approachable and real. Candidates get to see the people behind the posting, which builds credibility.
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 Candidate Experience Statement
Promise (and deliver) a respectful process. This sets you apart instantly.
Example:
“We respond to every applicant within two weeks, and you’ll always know where you stand in the process.”
These additions aren’t fluff — they’re trust builders. When candidates feel respected and informed before they even apply, they’re far more likely to say “yes” to your offer if you extend one.
Should You Use AI to Write a Category Manager Job Description?
The short answer: Yes — but only if you do it the right way.
These days, AI tools (and even some ATS platforms) can churn out job descriptions in seconds. But here’s the problem:
- If you feed AI nothing but “Write a Category Manager job description,” you’ll get a generic, lifeless post that looks like it came from a template graveyard.
- These posts tend to overuse buzzwords, skip real company culture, and lack the specificity that attracts the right candidates.
- Worst of all, they can make your company look cookie-cutter and uninspired — not the first impression you want.
❌ The Wrong Way to Use AI
Prompt:
“Write a job description for a Category Manager.”
Result:
- Generic responsibilities (“Manage the category,” “Monitor sales”) with no unique flavor.
- No culture, no mission, no story.
- Could belong to any company on earth.
✅ The Right Way to Use AI
Feed AI with real company details so it has something meaningful to work with.
Example Prompt:
“Help me write a job post for our company, FreshHarvest Foods. We’re hiring a Junior Category Manager to help manage our Fresh Produce category. Our culture is collaborative, growth-oriented, and hands-on. We want to attract candidates who are detail-oriented, eager to learn, and interested in the food industry.
We offer:
- $58K–$70K salary range + performance incentives
- Health, dental, and vision insurance
- Paid time off + 8 holidays
- Free weekly produce box
- Tuition reimbursement and mentorship program
Here’s our hiring process:
- Apply via WorkScreen (skills-first evaluation)
- Recruiter chat
- On-site shadow day
- Panel interview
- Offer + reference checks
Here are a few notes I’ve written to get you started: [paste your notes]. Please use a conversational, culture-first tone.”
Why This Works
- You give AI the raw ingredients — role details, company culture, benefits, and tone.
- AI acts as a polishing tool to improve flow and clarity, not as the sole creator.
- The final post feels specific, human, and true to your brand — not like a filler article from 2015.
If you use AI as a helper instead of a replacement, you’ll save time while still producing job descriptions that inspire the right candidates to apply.
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?
✅ Option 1: Conversational, Culture-First Style
📌 Job Title: Category Manager — [Category Name] at [Company Name]
💼 [Full-Time/Part-Time/Contract] | [On-site/Hybrid/Remote] | $[Salary Range] [ + performance bonus]
📍 [City, State/Country]
🎥 Meet Your Manager: [Insert Loom/YouTube link]
Who We Are
[Company Name] is a [brief descriptor: e.g., “fast-growing eCommerce retailer” / “national specialty grocer” / “B2B distributor”] known for [1–2 credibility points: “thoughtful curation,” “customer-obsessed service,” “fast product launches”]. We’re hiring a Category Manager to own our [Category Name] end-to-end—assortment, pricing, promotions, supplier partnerships, and profitability.
Our Culture
- We share ideas openly and move from insight → action quickly.
- We balance data with empathy for customers and partners.
- We invest in people: mentorship, clear goals, and real ownership.
- We celebrate wins and learn (loudly) from experiments.
What You’ll Do
- Build and execute a category strategy to hit sales, margin, and market-share goals.
- Own assortment (add winners, sunset underperformers) and plan launches.
- Negotiate supplier terms, exclusives, and promotional calendars.
- Partner with Marketing on campaigns that move inventory and build the brand.
- Collaborate with Operations/Supply Chain to optimize stock and lead times.
- Monitor competitors and trends; test quickly, iterate faster.
What We’re Looking For
- 3–5+ years as a Category Manager/Buyer/Merchandiser in [industry].
- Strong analytics (Excel/Sheets; bonus for BI tools like Looker/Power BI).
- Proven supplier negotiation and JBP experience.
- Track record improving revenue and margins.
Perks & Benefits
- Health, dental, vision
- 401(k)/Retirement plan with match
- Flexible PTO + [#] paid holidays
- Paid parental leave
- Annual learning stipend ($[amount])
- [On-site/Remote] perks: [commuter benefits / home-office stipend]
Why This Role Is a Great Fit
- Ownership from day one: Run [Category Name] like a business unit.
- High visibility: Your decisions show up in weekly dashboards and reviews.
- Room to build: Launch lines, test pricing models, craft seasonal stories.
- Real impact: Direct influence on growth, margin, and customer love.
Hiring Process
- Apply via WorkScreen (skills-first evaluation)
- 30-min recruiter chat
- Case exercise (mini category plan)
- Panel interview
- Offer + references
How to Apply
Apply via WorkScreen to complete a short, role-relevant evaluation. Ability > résumé.
👉 [WorkScreen link]
📄 Option 2: Structured — Job Brief + Responsibilities + Requirements
📌 Job Title: Category Manager — [Category Name] at [Company Name]
💼 [Full-Time/Part-Time/Contract] | [On-site/Hybrid/Remote] | $[Salary Range] [ + performance bonus]
📍 [City, State/Country]
Job Brief
[Company Name] is seeking a Category Manager to take full ownership of [Category Name]. You’ll develop category strategy, manage supplier relationships, optimize assortment and pricing, and partner cross-functionally to drive growth and profitability.
Responsibilities
- Build category strategy aligned with company objectives.
- Manage product assortment, lifecycle, pricing, and promotions.
- Negotiate competitive terms and co-marketing plans with suppliers.
- Analyze performance; adjust based on data and customer insights.
- Collaborate with Marketing, Sales, Operations, and Finance.
- Monitor competitors and market trends; pilot and scale what works.
Requirements
- Bachelor’s degree in Business/Marketing/Supply Chain (or equivalent experience).
- 3+ years in category management, buying, or merchandising.
- Advanced Excel/Sheets; familiarity with BI tools preferred.
- Excellent negotiation, communication, and stakeholder management.
Perks & Benefits
- $[Salary Range] base [ + incentives]
- Health, dental, vision
- 401(k)/Retirement plan with match
- PTO + [#] company holidays
- Professional development budget
Hiring Process
Apply via WorkScreen (short skills evaluation) → Recruiter chat → Case study → Panel interview → Offer.
How to Apply
Submit your application via WorkScreen so we can evaluate real-world skills fairly.
👉 [WorkScreen link]
Next Step: Let WorkScreen Handle the Candidate Screening
Now that you have a job post that’s clear, human, and designed to attract the right people — the next challenge is figuring out which applicants are actually worth your time.
That’s where WorkScreen.io comes in.
WorkScreen helps you:
1. Quickly Identify Your Most Promising Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
2. Assess Real Skills, Not Just Résumés
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
3. Eliminate Low-Effort Applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
4. Save Hours of Manual Review
No more digging through hundreds of résumés. WorkScreen surfaces the candidates who have already proven they can do the job.
After you’ve written your Category Manager job post, create it inside WorkScreen. You’ll get a unique application link to share anywhere — job boards, social media, even direct outreach. From there, we handle screening so you can make faster, smarter, and more confident hires.
FAQ
A strong Category Manager combines analytical ability with commercial instincts. Key skills include:
- Data analysis — ability to interpret sales reports, market trends, and customer behavior.
- Negotiation — securing competitive terms, discounts, and exclusives from suppliers.
- Strategic thinking — developing category plans that align with overall business goals.
- Relationship management — building trust with suppliers and internal teams.
- Problem-solving — quickly addressing stock issues, underperforming products, or pricing challenges.
- Adaptability — responding to shifting market trends and customer needs.
In the U.S., the average Category Manager salary typically ranges between $85,000 and $110,000 per year, with senior or specialized roles reaching $125,000 or more. Factors influencing salary include industry, company size, location, and whether the role is in eCommerce, retail, or B2B distribution.
While Buyers and Merchandisers focus on selecting products and planning how they’re presented, a Category Manager has broader responsibility — overseeing pricing strategy, supplier negotiations, marketing alignment, and overall profitability for an entire product category.
Common performance metrics include:
- Sales revenue and growth rate for their category
- Gross margin percentage
- Inventory turnover and stock availability
- Promotional ROI and campaign performance
- Market share within their category
- Supplier compliance and delivery performance
