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If you’ve Googled “Chief Commercial Officer job description,” you’ve probably landed on a dozen near-identical templates.
But here’s the problem: Most of them are lifeless.
They list generic bullet points.
They offer no insight into what makes a great CCO.
And they completely miss the mark when it comes to attracting top-tier commercial leaders.
The truth is, great candidates don’t get excited by a checklist.
They want clarity, purpose, and alignment with a company’s mission.
If your job post feels like a legal document, it won’t attract a visionary leader—it’ll attract someone just looking for a title.
So in this guide, we’re not just giving you a job description to copy-paste.
We’ll show you how to write one that resonates—one that helps you attract a CCO who can actually drive revenue, align teams, and lead with both strategy and execution.
Before we dive in, we strongly 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/ if you haven’t already. It will give you the full context for why this format works so well—and why generic job descriptions fail to convert.
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 Great CCO Actually Does - Their Skills
A Chief Commercial Officer (CCO) isn’t just a sales leader with a fancy title.
They’re the person responsible for revenue strategy—aligning sales, marketing, customer success, and product teams under one unified growth plan.
A great CCO sees the big picture and makes sure every customer-facing function is working toward the same goals. They connect the dots between market opportunity, customer experience, and long-term business value.
They ask:
- Where are we leaving money on the table?
- What do our customers actually need to stick around?
- How can we build a commercial engine that scales without burning out our team?
The best CCOs don’t just “hit numbers.”
They build revenue systems. They lead with clarity. And they bring cross-functional teams together to drive sustainable growth.
That’s why hiring the right CCO isn’t about checking boxes on a resume—it’s about finding someone who can lead, align, and elevate the entire business.
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Two Great Chief Commercial Officer Job Description Templates
✅ Option 1: For Experienced Candidates (Culture-First, Conversational Style)
📌 Job Title: Chief Commercial Officer (CCO) – Join Us to Lead Market Expansion & Revenue Growth
📍Location: Hybrid (2 days/week in Chicago HQ) | Full-Time
💼 Salary: $180,000–$230,000 base + performance bonuses + equity
👋 From the CEO
We’re looking for a commercial leader who can help us scale with intention—not just bigger, but better. Someone who can unite our sales, marketing, and customer teams around a shared vision and lead with both heart and horsepower.
I’ve built this company to solve a real pain point in the logistics tech space, and now we’re entering a new phase: expansion into new markets, bigger accounts, and a more strategic growth motion. If you love building the commercial engine that makes all that possible—we should talk.
Watch this short video to get a feel for our vision: [Insert Loom Link]
🏢 About Us
FleetNest is a fast-growing logistics platform helping mid-sized trucking companies optimize routes, reduce costs, and improve fleet visibility. We’ve grown 3x in the last 18 months and are now building out a true go-to-market function to scale responsibly into new regions.
We’re backed by top-tier investors and led by operators who’ve built and exited successful SaaS companies before.
🌟 What You’ll Do
- Own and execute the full commercial strategy, including Sales, Marketing, RevOps, and Customer Success
- Set clear KPIs across teams, drive performance, and course-correct as needed
- Identify new revenue opportunities and shape our pricing and packaging strategy
- Build and mentor a high-performing GTM leadership team
- Collaborate cross-functionally with Product and Finance to ensure alignment on growth priorities
- Represent the voice of the customer in strategic planning conversations
🎯 What We’re Looking For
- 8+ years of experience in commercial or revenue leadership roles (SaaS or B2B preferred)
- Proven ability to lead multi-functional GTM teams
- Strong strategic thinking and operational execution skills
- Exceptional communication—clear, inspiring, and grounded in data
- Experience in high-growth, fast-paced environments
🎁 Perks and Benefits
- Competitive base + bonus + equity
- Health, dental, and vision coverage
- Unlimited PTO and quarterly mental health days
- 401(k) with company match
- Annual leadership retreats and learning stipends
📥 How to Apply
We use Workscreen to keep our hiring process fair and efficient.
Click this link to apply → [Insert Workscreen Link]
You’ll go through a short skill-based evaluation to help us get to know you—beyond the resume. We review every application and respond to all candidates.
✅ Option 2: Open to Hiring for Potential
📌 Job Title: Commercial Lead – Ready to Grow Into a CCO Role?
📍Location: Remote (US) | Full-Time
💼 Salary: $130,000–$160,000 base + bonus + fast-track promotion to CCO
🎥 Meet the Team
Before you dive in—here’s a quick 90-second video from our GTM team talking about what we’re building, what we value, and why this role matters: [Insert Loom or YouTube Link]
🏢 About Us
TrackCore is a workflow automation platform used by small-to-mid-sized manufacturing teams to digitize and simplify operations. Think of it like Notion meets Asana for physical workflows—inventory tracking, scheduling, and team coordination, all in one place.
We launched in 2020 and now serve over 400 customers across the U.S. and Canada. We’re profitable, founder-led, and backed by a handful of mission-aligned angel investors.
Our next big milestone? Building a scalable go-to-market motion—and that’s where you come in.
🧭 Why This Role Exists
We’re looking for someone with strong commercial instincts who’s ready to step up into a senior leadership role. Maybe you’ve led a sales team. Maybe you’ve run marketing or managed a P&L. You don’t need to have the CCO title—but you should be ready to grow into it.
This role is ideal for a sharp commercial thinker who thrives in ambiguity, loves solving real-world problems, and wants to build something meaningful.
🧩 What You’ll Be Doing
- Help define and test our go-to-market strategy
- Work closely with the CEO to align revenue goals with product and growth
- Build the sales playbook and improve conversion across the funnel
- Hire and lead our first GTM team members
- Contribute directly to customer growth and retention
🔍 Who You Might Be
- A Director or Head of Sales/Revenue ready to step into bigger shoes
- Comfortable wearing multiple hats—strategic, operational, and relational
- A learner. A builder. A team-first operator
- Open to mentorship but also ready to lead
💡 Why This Role Matters
We’re at an inflection point. The groundwork is laid, product-market fit is real, and now we need the right person to help us scale without losing our edge. This is your opportunity to shape a company’s commercial DNA from the start.
📥 How to Apply
We value potential, not just pedigree. If this sounds like a fit, apply via Workscreen → [Insert Link]
You’ll complete a short task-based evaluation to help us understand your approach to commercial leadership. We review every application and respect your time throughout the process.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Posts Work
Let’s unpack why both job descriptions resonate with high-quality candidates—and how they go beyond the typical, forgettable format.
✅ 1. Clear, Specific Titles
Why it works:
Instead of vague titles like “CCO” or “Sales Leader,” both posts use role-specific, purpose-driven headlines:
- “Chief Commercial Officer – Join Us to Lead Market Expansion & Revenue Growth”
- “Commercial Lead – Ready to Grow Into a CCO Role?”
This not only communicates what the job is, but who it’s for and what they’re walking into. It immediately speaks to ambition, ownership, and growth.
✅ 2. Warm Intros With Context
Why it works:
Rather than opening with a lifeless company summary, both job posts start with real, human framing. The first features a message directly from the CEO. The second includes a video from the team to build trust and rapport early on.
These intros show candidates:
- What the company is navigating right now
- Why this role matters to the bigger picture
- That real people are behind the post—not just HR automation
✅ 3. Transparent Salary & Perks
Why it works:
Top candidates want to know if the opportunity is aligned with their expectations before investing time.
Including a salary range upfront (e.g. “$180K–$230K base + bonus”) builds trust and filters in serious applicants.
Plus, benefits like:
- Equity
- Paid leadership retreats
- Mental health days
…aren’t just listed—they’re framed as meaningful signals of company culture.
✅ 4. Respectful, Thoughtful Application Process
Why it works:
Both job posts include:
- A clear application link via Workscreen
- A short explanation of the evaluation process
- A promise that every application is reviewed
This makes the hiring process feel human and respectful—something increasingly rare in executive hiring, where ghosting is common. It sets your brand apart immediately.
✅ 5. Human Tone That Connects
Why it works:
Throughout both posts, the tone is conversational, humble, and direct:
- “We’re not just scaling—we’re scaling with intention.”
- “You don’t need to have the CCO title—but you should be ready to grow into it.”
These are not corporate clichés. They reflect how real people talk, think, and make decisions. That connection drives engagement, trust, and better alignment from the start.
Example of a Bad CCO Job Description (And Why It Fails)
Job Title: Chief Commercial Officer
Company: GlobalTech Solutions
Location: New York, NY
Job Type: Full-Time
Job Summary
GlobalTech Solutions is seeking an experienced Chief Commercial Officer to lead our commercial strategy and ensure organizational success. The ideal candidate will oversee sales, marketing, and business development activities to drive revenue growth and improve market share.
Key Responsibilities
- Develop and implement commercial strategies
- Drive revenue growth across all markets
- Collaborate with senior leadership
- Build relationships with partners and clients
- Monitor performance and report on KPIs
Requirements
- Bachelor’s degree in Business or related field
- 10+ years in a commercial leadership role
- Strong leadership and communication skills
- Proven record in managing cross-functional teams
How to Apply
Please send your resume and cover letter to careers@globaltech.com. Only shortlisted candidates will be contacted.
🧨 Why This Job Post Falls Short
1. Generic Job Title
It simply says “Chief Commercial Officer.” There’s no signal of the company’s mission, stage, or scope of the role. For a leadership post, this feels vague and uninspired.
2. No Mission or Context
There’s no explanation of:
- What the company actually does
- Why this role matters now
- What challenge the CCO is stepping into
Without that, it reads like a recycled job ad.
3. Dry, Buzzword-Filled Summary
Phrases like “ensure organizational success” or “drive revenue growth” are overused and under-explained. There’s no story, no energy, and no human element.
4. No Salary or Benefits Info
This signals opacity. In senior roles, this is a red flag for top-tier candidates—especially those comparing multiple offers. It also wastes time on both sides.
5. No Insight Into Culture
There’s nothing about how the leadership team works, what values guide decisions, or what kind of team the CCO would lead. It leaves candidates guessing—and top candidates don’t guess. They skip.
6. Cold Application Process
“Only shortlisted candidates will be contacted” is dismissive. It makes candidates feel like they’re just numbers in a database, not potential future leaders.
7. Zero Personality in the CTA
No warmth, no clarity, no encouragement. A great CCO job post should feel like an invitation to join a mission—not an obligation to send a résumé.
Bonus Tips to Make Your CCO Job Post Stand Out
If you’ve followed the structure so far, your job post is already miles ahead of the generic templates out there.
But here are a few advanced, trust-building tips that can make your post even more appealing—especially to experienced, selective candidates.
✅ 1. Include a Security / Privacy Notice
Candidates—especially senior ones—are cautious about where and how they share personal information.
Add a simple line like:
🔒 We take your privacy seriously. We will never ask for payment or financial details during the hiring process. All applications are handled with confidentiality and care.
It shows professionalism, safety, and respect.
✅ 2. Mention Leave Days or Flex Time
Leaders also value rest and flexibility. Including this detail signals a sustainable culture.
Try something like:
🌴 We offer 20+ days of paid leave, including mental health days and flexible holidays—because we believe sustainable performance requires space to recharge.
✅ 3. Highlight Training or Growth Opportunities
Even at the executive level, growth matters. If you invest in leadership coaching, peer masterminds, or executive retreats—say so.
🎓 You’ll have access to executive coaching, peer mentorship groups, and our annual leadership retreat in Napa Valley (yes, it’s real).
✅ 4. Add a Video From the CEO or Team
Video adds warmth, relatability, and trust—especially in senior hires where chemistry matters.
🎥 Include a Loom or short YouTube clip from the CEO explaining the mission and why this role matters now. It helps candidates see the humans behind the company.
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. Make Your Hiring Process Human
At this level, candidates want clarity. Detail the steps. Show that you respect their time.
Example:
🤝 Our hiring process includes a short async evaluation, a 45-minute founder call, and one in-depth working session with the GTM team. We aim to keep it respectful and transparent every step of the way.
✅ 6. Add Social Proof or Testimonials
If you’ve hired well before, show it. You could add:
🗣️ “The hiring process was thoughtful and personal. I felt seen from day one.” – Our current Head of Revenue (hired via Workscreen)
This makes your post feel trustworthy—like others have walked the same path and had a good experience.
A Word of Caution About Using AI to Write Job Posts
With all the AI tools out there, it’s tempting to generate a job post in one click. Many ATS platforms—like Manatal, Recruitee, and Workable—even offer this as a feature.
But here’s the problem:
AI can make your job post faster—but it can also make it forgettable.
❌ Why You Shouldn’t Rely on AI Alone
Using AI to draft a CCO job post without context or strategy leads to:
- Generic content that lacks insight into your business
- Overused phrases and buzzwords that signal “template” instead of “real opportunity”
- A hiring message that sounds like everyone else’s—and fails to stand out
Your job description isn’t just copy—it’s your first impression with the kind of leader who could change the trajectory of your business.
✅ The Right Way to Use AI
AI works best when it has clear input. You need to treat it like a collaborator, not a crutch.
Here’s how to do it well:
- Feed it real inputs:
- What your company does
- What challenges this role will solve
- What kind of person you want to attract
- Your tone, values, and cultural expectations
- Key benefits and compensation range
- Notes or a rough draft to build from
- What your company does
- Use a prompt like this:
“Help me write a job post for a Chief Commercial Officer at [Company Name]. We’re a [Company Type] helping [Customer Type] solve [Problem]. This role will lead [Team Functions] and should focus on [Main Goals]. Our culture values [Traits] and we’re looking for someone who brings [Experience]. Salary range is [$X–$Y] and we offer [Perks]. Here are my notes to start with [paste notes]…”
Then paste your outline or bullets.
- Let AI shape, not replace your message.
Use it to:
- Improve flow
- Tighten structure
- Polish tone
But don’t let it write your job post without human guidance—or you’ll end up attracting the wrong candidates (or none at all).
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description Template?
✅ Option 1: Conversational Job Description Template (Culture-First)
📌 Job Title: Chief Commercial Officer (CCO) – Join Us to Lead & Align Revenue Strategy
📍Location: [Insert Location] | [Remote / Hybrid / On-site]
💼 Salary: [Insert Salary Range] + Bonus + Equity
👋 From the Founder
We’re looking for a CCO who doesn’t just hit revenue goals—but builds the machine that makes those goals sustainable. Someone who knows how to align Sales, Marketing, and Customer Success under one vision—and lead with empathy, data, and bold thinking.
Here’s a quick video to meet us: [Insert Loom Link]
🏢 About Us
[Insert 2–3 lines about what your company does, who you serve, and your stage of growth. Example:
We’re a seed-stage SaaS startup helping HR teams simplify onboarding. Backed by X, we’re growing 3x YoY and ready to expand into new markets.]
🌟 What You’ll Own
- Set and execute the commercial strategy across sales, marketing, and success
- Build and scale high-performing revenue teams
- Lead pricing, packaging, and GTM experimentation
- Align revenue targets with product and finance goals
- Champion the customer voice across the business
🔍 What We’re Looking For
- [X]+ years in revenue leadership (ideally SaaS / B2B)
- Strong operational and strategic chops
- Ability to build trust fast—internally and externally
- You’ve led teams and grown functions from scratch
- You think in systems but lead with heart
🎁 Perks & Benefits
- [List 3–5 key benefits like equity, flexible PTO, retreats, healthcare, etc.]
- [Optional: “We invest in our leaders” — executive coaching, annual retreat, etc.]
📥 How to Apply
We use Workscreen to run a fair, efficient hiring process.
Click here to apply → [Insert Link]
You’ll go through a short evaluation so we can get to know how you think and lead. Every application is reviewed.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Chief Commercial Officer (CCO)
Location: [Insert Location]
Compensation: [Insert Base Salary] + Bonus + Equity
Type: Full-Time | [Remote / Hybrid / On-site]
Job Brief:
We’re looking for a Chief Commercial Officer to lead our commercial strategy and drive scalable, sustainable growth across all revenue functions. This role will oversee sales, marketing, customer success, and revenue operations—ensuring tight alignment between business goals and customer value.
Key Responsibilities:
- Develop and implement company-wide revenue strategy
- Build and lead high-performing GTM teams
- Identify market opportunities and adjust positioning accordingly
- Collaborate cross-functionally to align business goals
- Monitor KPIs and make data-driven decisions
Requirements:
- Proven experience in commercial or revenue leadership
- Strong understanding of SaaS or B2B growth models
- Exceptional leadership, communication, and execution skills
- Track record of managing cross-functional teams
- Ability to operate at both strategic and tactical levels
Perks & Benefits:
- Competitive salary + equity
- Flexible PTO and remote work options
- Health, dental, and vision insurance
- Annual professional development budget
How to Apply:
Apply via Workscreen → [Insert Link]
We review every application and use a short task-based evaluation to help us understand your leadership style and strengths.
Let WorkScreen Help You Hire the Right CCO—Faster and Smarter
Writing a strong job post is only half the battle.
The real challenge? Sorting through dozens (or hundreds) of applications to find the few people who are actually qualified, aligned, and ready to lead.
That’s where WorkScreen comes in.
🎯 WorkScreen helps you go beyond resumes—so you can focus on the right candidates, not just the first ones.
With WorkScreen, you can:
✅ Quickly identify your most promising applicants
WorkScreen automatically evaluates candidates through short, targeted tasks—scoring and ranking them on a real-time leaderboard based on their actual performance, so you can spot your top candidates at a glance.
✅ Easily administer one-click skill tests
Workscreen helps you use one-click skill tests to assess real-world thinking, leadership judgment, and strategic ability—all tailored to the role. No generic quizzes. Just insight you can trust.
✅ Eliminate low-effort applicants and AI-generated noise
WorkScreen automatically filters out low-effort candidates who mass apply, rely on ChatGPT to write their answers, or aren’t serious about the opportunity—saving you time and protecting your hiring quality.
✅ Get a faster, fairer, and more reliable hiring process
Hiring a Chief Commercial Officer is one of the most important decisions you’ll make. WorkScreen helps you make that decision with confidence.
Ready to hire smarter? Create a job post on WorkScreen today and get a custom application link you can share instantly.
FAQ
The COO (Chief Operating Officer) focuses on internal operations—making sure the business runs smoothly day to day. Think processes, systems, logistics, and execution.
The CCO (Chief Commercial Officer), on the other hand, is externally focused. Their job is to drive revenue by aligning sales, marketing, customer success, and pricing strategy.
In short:
The COO ensures the business runs well.
The CCO ensures the business grows well.
While both roles are operational, a Chief Administrative Officer (CAO) usually handles specific support functions like HR, legal, compliance, and administration.
The COO takes a broader, more strategic role—focusing on execution across multiple departments and owning company-wide processes and performance.
Think of it like this:
A CAO keeps the back-office structured.
A COO keeps the entire business aligned and moving forward.
Look for someone who combines strategic vision with operational execution—they should be able to create the plan and drive results through people and systems.
Key skills to look for include:
- Cross-functional leadership (Sales, Marketing, Customer Success)
- Revenue strategy and forecasting
- Pricing and packaging innovation
- Strong storytelling and communication skills
- Data-driven decision-making
- Experience scaling go-to-market teams
- Customer-centric thinking
Bonus: Empathy, humility, and a coaching mindset—especially if they’ll be mentoring emerging leaders.
Salaries for Chief Commercial Officers vary based on industry, company size, and location, but here’s a general range (U.S.-based, as of 2024–2025 data):
- Startups / early-stage: $140,000–$180,000 base + equity
- Growth-stage companies: $180,000–$250,000 base + bonuses + equity
- Enterprise-level or public companies: $250,000–$400,000+ total comp (including long-term incentives)
Transparency in salary matters. It attracts serious applicants and saves time during negotiations.
You’re likely ready for a CCO when:
- Sales, marketing, and success teams are working in silos
- Revenue growth is inconsistent or overly dependent on founder efforts
- You’re entering new markets or scaling GTM functions
- You need someone to unify customer-facing strategy
- Your customer lifetime value (LTV) or retention rates are dropping
In most high-growth companies, the CCO reports directly to the CEO, especially if revenue growth is a top priority.
If the company already has a CRO (Chief Revenue Officer), sometimes the CCO may work alongside or just above them with broader cross-functional oversight, including marketing, partnerships, or even product strategy.
Not on its own.
But when paired with a system like WorkScreen, AI can help identify high-performing candidates based on how they think, not just what’s on their résumé.
By using skill-based assessments and judgment scenarios, you can separate polished talkers from actual operators—before you waste time on interviews.
