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If you’ve Googled “Communication Manager job description template,” you’ve probably seen the same thing over and over again:
Bullet points. Corporate buzzwords. Boring copy-paste templates that say nothing about your company—and even less about who you’re trying to hire.
But here’s the problem with that:
Top candidates don’t respond to generic job posts.
They don’t want vague lists of “responsibilities” and “qualifications.” They want clarity, purpose, and a sense of who they’ll be working with and why it matters.
Most job descriptions fail because they’re written like legal disclaimers, not invitations.
And when that happens, the best people scroll right past your opportunity.
So if you’re here because you want a job post that actually attracts the right Communication Manager—not just any applicant—you’re in the right place.
In this guide, we’ll walk you through:
- What this role really involves (in plain English)
- Two job description templates you can actually use (one for experienced hires, one for those you’re willing to train)
- A breakdown of why great job posts work—and why most don’t
- A copy-paste version if you need something fast
- And tips on how to avoid the biggest mistakes (like misusing AI or skipping salary details)
But before we dive in—if you haven’t already, you should check out our full guide on how to write a job description that actually attracts top talent full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/. It explains why generic templates don’t convert, and what top candidates are actually looking for.
Ready? Let’s write a post that brings in the right person—and keeps the wrong ones out.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What a Communication Manager Actually Does
A Communication Manager isn’t just someone who writes press releases or manages social media posts.
They’re the voice of your company—internally and externally.
In simple terms, a Communication Manager is responsible for making sure your message is clear, consistent, and compelling across all platforms. That might include crafting content for your website, pitching stories to the media, shaping how your team talks about your brand, or managing internal updates so your employees feel informed and aligned.
It’s a role that requires:
- Strategic thinking (because great messaging starts with great positioning)
- Strong writing and editing skills (because words matter)
- Emotional intelligence (because communication isn’t just what you say—it’s how it lands)
Most importantly, this person helps shape how your company is perceived—by customers, partners, and even your own team.
Whether you’re hiring a senior communications leader or someone earlier in their career, the same truth applies:
This is a storytelling role.
You’re hiring someone to tell your story the right way—to the right people—at the right time.
Great Communications Manager Job Description Templates
Option 1: For Experienced Communication Managers
Job Title: Strategic Communication Manager for High-Growth SaaS Startup
Type: Full-Time | Remote-friendly | $70,000–$90,000/year (DOE)
Location: Hybrid – Austin, TX (2 days/week in office)
A quick hello from our CEO:
Before you read the full description, take a minute to watch this short Loom video from our founder explaining what we’re building, why this role matters, and what it’s like to work with us.
[insert video]
Hi, we’re MetricStack.
We help B2B companies understand their data without needing a PhD in analytics. We’re a small but mighty SaaS company backed by top-tier investors—and now we’re looking for a Communication Manager to help shape and share our story with the world.
What you’ll be doing
You’ll own our messaging across channels: email, PR, internal announcements, press kits, and content campaigns.
You’ll work closely with our founders, customer success, and product team to turn technical updates into human-centered messaging that builds trust and drives action.
- Develop and execute communication strategies across internal and external channels
- Create high-quality content: blog posts, media statements, investor updates, newsletters
- Pitch and manage media opportunities
- Coordinate with leadership for crisis comms, brand voice alignment, and internal messaging
- Track results and adjust strategy based on engagement and feedback
What we’re looking for
- 3+ years in a communication or PR role
- Excellent writing and editing skills (and a portfolio that proves it)
- Experience working cross-functionally with product and leadership teams
- Confidence in managing multiple projects under tight deadlines
- Bonus: experience in B2B, SaaS, or startups
Why work with us
- Health, dental, and vision insurance
- Unlimited PTO and true flexibility
- Monthly learning stipends
- Quarterly team retreats
- A leadership team that genuinely listens and communicates openly
How to Apply
We use WorkScreen.io to evaluate applicants based on skill, not just résumé polish.
Apply here via WorkScreen [insert Workscreen application link]
We reply to every application and move fast.
Option 2: For Entry-Level or Willing-to-Train Candidates
Job Title: Communication Assistant (We’ll Train You) for Impact-Driven Nonprofit
Type: Full-Time | $18–$22/hr | On-site – Denver, CO
Location: In-person | Nonprofit sector
Meet the team before you apply:
Check out this Loom video from our Communications Director sharing why this role matters, what we look for in candidates, and what it’s like to work here.
[insert loom video]
About Us
We’re Rising Futures, a nonprofit that provides job training and housing support to underserved youth in Colorado. Our work changes lives—and we need someone to help us share those stories with the community, funders, and partners.
Who we’re looking for
You don’t need a fancy degree or years of experience. What matters most is that you’re:
- A strong writer
- Passionate about communication and social impact
- Comfortable using tools like Canva, email, and Google Docs
- Eager to learn, grow, and contribute to a mission-driven team
What you’ll be doing
- Assist with writing donor updates, internal memos, and blog posts
- Support our events team with communications and promotional materials
- Help manage our social media presence
- Interview program participants and craft success stories
- Learn the basics of media relations and digital storytelling
What you’ll get
- Mentorship from a senior communication director
- A clear growth path toward a full Communication Manager role
- Health benefits, paid time off, and mental health support
- A close-knit team that values trust, kindness, and purpose
Our Hiring Process
We respect your time. That’s why we use WorkScreen to give you a skills-based chance to shine, no matter your background.
Apply here via WorkScreen [insert Workscreen application link]
We’ll keep you updated at every step—no ghosting here.
Why These Communication Manager Job Posts Actually Work
These aren’t your average job descriptions—and that’s the point. Here’s why they’re effective at attracting high-quality, aligned candidates:
1. The Job Titles Are Clear and Compelling
Instead of generic titles like “Communications Manager” or “Assistant,” the titles include:
- A mission or purpose (e.g., “Strategic Communication Manager for High-Growth SaaS Startup”)
- A context (e.g., “We’ll Train You” or the sector—“Nonprofit”)
- A specific audience or environment (e.g., “Phoenix Day Program,” “Hybrid in Austin”)
This instantly filters in the right applicants and filters out the wrong ones.
Generic titles get generic applicants.
2. Loom Videos Add a Human Touch
Let’s be honest: most job posts feel like they were written by a committee of robots.
But when you embed a quick video from the hiring manager or founder, it:
- Humanizes the opportunity
- Builds trust
- Gives candidates a feel for the team before applying
That’s a big competitive edge—especially when you’re hiring in a noisy market.
3. 
The Introductions Tell a Story, Not Just a Summary
Both job posts open with real context—not corporate fluff. They tell the candidate why this role exists, what the organization is trying to do, and how the candidate can contribute.
This emotional clarity is what helps a great candidate say:
“I want to be part of that.”
4. 
The Language Is Human and Conversational
No “synergies.” No “dynamic self-starters.” No “fast-paced environment” clichés.
Instead, the writing feels like a real person wrote it. That’s what attracts real people—not just résumé sprayers.
5. 
The Pay Range Is Clearly Stated
This might sound small, but it’s huge.
Listing compensation:
- Builds trust
- Saves everyone time
- Shows candidates you respect their need to plan
And it discourages lowball offers later in the process—because expectations were aligned from day one.
6. 
Responsibilities Tie to Real Outcomes
Rather than vague lists like “Manage communications,” these job posts explain:
- What success looks like
- Who the candidate will work with
- How their work fits into the bigger picture
This helps candidates envision themselves in the role—and understand how they’ll contribute.
7. 
The Hiring Process Is Transparent and Respectful
Many job descriptions still say things like:
“Only shortlisted candidates will be contacted.”
That’s outdated—and it turns people off.
These templates flip the script by:
- Using WorkScreen for skill-based fairness
- Promising updates at each step
- Showing respect for applicants’ time and energy
Top candidates notice that—and it makes them more likely to apply.
8. 
They’re Written to Attract, Not Just Inform
Most job posts focus on what the company wants.
These focus on what the candidate gets—and why the role is worth their time.
The “Why Work With Us” and “What You’ll Get” sections speak to real motivations:
- Growth
- Impact
- Trust
- Belonging
That’s what turns a casual browser into an actual applicant.
Bad Job Description Example (and Why It Fails)
Let’s take a look at the kind of post you’ll often find online—and why it completely fails to attract the right Communication Manager.
Bad Job Post Example
Job Title: Communications Manager
Company: GlobalCorp Ltd
Job Type: Full-Time | Location: Remote
Deadline: June 30, 2025
Job Summary
We are seeking a Communications Manager to oversee corporate messaging, public relations, and internal communications. This role is responsible for managing the company’s brand voice across various channels and supporting senior leadership with communications strategy.
Responsibilities
- Manage media relations and corporate announcements
- Draft internal memos and newsletters
- Create PR and marketing content as needed
- Collaborate with other departments to align messaging
- Monitor communications KPIs
Requirements
- Bachelor’s degree in Communications or related field
- Minimum 5 years of experience in corporate communications
- Excellent written and verbal communication skills
- Strong organizational and analytical skills
Application Instructions
Interested candidates should send a cover letter and résumé to hr@globalcorp.com.
Only shortlisted candidates will be contacted.
Why This Job Post Falls Short
1. The Job Title Is Generic and Uninspired
“Communications Manager” could mean anything, anywhere. There’s no hint of what industry, team, or purpose the role serves. It doesn’t filter or excite the right people—it just blends in.
2. The Intro Doesn’t Say Anything
There’s no “why.” No context. No mission. No reason for the role to exist other than “we need one.” Great candidates want to join a story—not fill a void.
3. No Salary = No Trust
Withholding salary info makes it look like the company is either hiding something or waiting to “see what they can get away with.” In today’s market, that kills interest.
4. No Culture or Team Context
There’s zero mention of who the candidate would work with, what the company values, or what kind of team environment they’d be joining. That’s a red flag for anyone who cares about alignment and growth.
5. Responsibilities Are Vague and Overused
Terms like “manage messaging” and “align strategy” don’t tell the applicant what they’ll actually do each day. It’s filler, not substance.
6. The Hiring Process Feels Cold
“Only shortlisted candidates will be contacted” is a line that signals one thing:
“We don’t really respect your time or effort.”
In a hiring market where people are craving clarity and fairness, this feels dismissive.
7. The Call to Action Lacks Energy
There’s no encouragement, no link, no explanation of next steps—just an email address and a shrug. It feels transactional, not like an opportunity.
Bottom line?
This kind of job post might technically “get the job done,” but it won’t attract the kind of communicator you actually want on your team.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the essentials—clear title, compelling intro, transparent pay, human tone—it’s time to go the extra mile. These advanced tips will help your job post stand out in a sea of sameness and build instant trust with the right candidates.
✅ 1. Add a Security & Privacy Notice
Show candidates you take their safety seriously.
Here’s a line you can include at the bottom of your job description or application instructions:
🔒 Important Notice: We take the security and privacy of all applicants seriously. We will never ask for payment, banking information, or personal financial details at any stage of the hiring process. Please report any suspicious activity claiming to be from us.
This builds immediate trust—and differentiates you from scammy, careless job posts.
🏖️ 2. Mention Leave Days or Flex Time
Yes, candidates care about salary—but they also care about rest.
Even a simple line like this can boost your post’s appeal:
“Enjoy up to 20 paid flex days off per year to recharge, travel, or just take a breather—no questions asked.”
It signals that you see your team as humans, not just output machines.
📈 3. Highlight Training & Growth Opportunities
If you offer mentorship, courses, or promotions from within—say so! Candidates, especially in communication roles, often care deeply about professional development.
You can include something like:
“We believe in growing our team from within. You’ll have access to mentorship, skill-building workshops, and opportunities to shape your own career path.”
This is especially useful in entry-level job posts, but it’s meaningful at all levels.
🎥 4. Add a Loom Video from the Hiring Manager
We’ve said it before, but it’s worth repeating: a quick Loom or YouTube video changes everything.
Just 60 seconds of your hiring manager or CEO talking to the candidate directly makes the job feel real, personal, and urgent.
Here’s a quick line you can use:
“👋 Before you apply, watch this 60-second video from our [Hiring Manager/CEO] explaining why this role matters and what kind of communicator we’re looking for.”
Pro tip: Don’t overthink production—authentic > polished.
Each of these tips takes just a few minutes to implement, but they can radically improve the quality (not just the quantity) of your applicants.
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.
Should You Use AI to Write a Job Description?
Let’s be real—AI is everywhere. And yes, it can help you write faster.
But here’s the truth:
If you rely on AI alone to write your job description, you’ll end up with something that sounds like it was written by… well, AI.
That means:
- Generic wording
- No personality
- Zero connection to your company or role
- Attracting the wrong applicants—and repelling the right ones
AI isn’t the problem. Using it blindly is.
The Wrong Way to Use AI:
“Write me a job description for a Communication Manager.”
What you’ll get:
- Corporate buzzwords
- Vague responsibilities
- No context
- A post that sounds like every other one on LinkedIn
The result?
A bland job post that disappears into the void.
The Right Way to Use AI:
Use AI as a refinement tool, not a replacement for your thinking.
Here’s how to prompt it properly:
Step 1: Gather your raw material
Before you open ChatGPT or any AI tool, answer these questions:
- What does your company actually do?
- What are the real responsibilities of the role?
- Who will they work with, and why does the role matter?
- What’s your tone—casual, mission-driven, bold, quirky?
- What perks, pay, and values do you want to highlight?
Step 2: Give AI a strong, specific prompt
Here’s a sample prompt that works:
“Help me write a job post for our company, Rising Futures. We’re hiring a Communication Assistant to support storytelling, donor communication, and social media. Our tone is warm, mission-driven, and inclusive. We offer mentorship, paid time off, and flexible hours. The role is based in Denver, and the salary range is $18–$22/hour. Here are some notes I’ve written to help shape the description: [paste your notes]. Write a warm, clear, human-centered job description that will attract purpose-driven applicants.”
Step 3: Edit like a human
Even after AI gives you a draft, go through it:
- Add a Loom video
- Insert your “Why this role matters” context
- Personalize the tone and language
- Make sure the real you shines through
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description?
Option 1: Conversational, Culture-First Style (Great for Startups, Creative Teams, or Mission-Driven Orgs)
Job Title: [Communication Manager] for [Company Name]
Type: [Full-Time | Remote | Hybrid | In-Person]
Location: [City, State or “Remote”]
Salary Range: [$XX,000 – $XX,000/year]
A quick hello from our team:
Watch this short Loom video from our Head of Marketing on why this role matters and how you’ll shape our voice moving forward.
[insert video link]
Who we are:
We’re a tight-knit SaaS team helping businesses communicate complex ideas with clarity. Now, we’re looking for a Communication Manager who’s part strategist, part storyteller, and part “how-do-they-write-so-clearly” unicorn.
What you’ll do:
- Craft messaging for product launches, press releases, internal updates, and more
- Help us define our voice across platforms
- Pitch stories to media, manage PR, and make us sound like actual humans
- Work closely with our CEO, product team, and customers to surface stories worth telling
Who you are:
- You’ve done this before (2–4 years in a comms or PR role)
- You write clearly, think strategically, and know how to simplify complex things
- You’ve got a portfolio that proves it
- Bonus: experience in SaaS, B2B, or tech
Why this job is worth your time:
- We’re growing fast and care about culture
- You’ll have autonomy, mentorship, and a seat at the table
- Health insurance, remote flexibility, learning budget, and unlimited PTO
- Oh—and you’ll never be told to “make it more corporate”
Apply via WorkScreen here: [Insert your WorkScreen application link]
We respond to every applicant and use skills-based assessments to keep things fair.
Option 2: Structured Format (Great for Corporates or Formal Orgs)
Job Title: [Job Title]
Company: [Company Name]
Location: [City, State or Remote]
Type: [Full-Time | Contract | Part-Time]
Salary Range: [$XX,000–$XX,000/year]
Reports To: [Title of Supervisor]
About the Role
We are seeking an experienced Communication Manager to lead internal and external messaging initiatives across the organization. This role will oversee the company’s brand voice, manage media relationships, and ensure consistent, high-quality communication.
Key Responsibilities
- Develop and execute strategic communication plans
- Write and edit press releases, company newsletters, executive messaging
- Manage internal communication systems and feedback loops
- Coordinate with leadership, HR, and marketing to align messaging
- Track engagement and report on KPIs
Qualifications
- 3+ years of experience in a corporate communication role
- Strong written and verbal communication skills
- Experience managing media relations and crisis comms
- Bachelor’s degree in Communications, Public Relations, or related field
Perks and Benefits
- Medical, dental, and vision coverage
- 401(k) with matching
- Paid vacation and holidays
- Ongoing professional development
Apply via WorkScreen here: [Insert your WorkScreen application link]
We value every applicant and provide updates at every stage of the hiring process.
What Happens After You Post the Job? Let WorkScreen Handle It.
Writing a strong job post is step one.
But once applications start rolling in, the real question becomes:
How do you quickly identify your best candidates—without wasting hours reviewing generic résumés or getting ghosted after interviews?
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
● Quickly spot your most promising applicants
WorkScreen automatically evaluates, scores, and ranks candidates on a performance-based leaderboard—so you know who’s actually qualified without second-guessing.
● Send skill tests with just one click
Forget vague credentials. With WorkScreen, you can assess candidates based on real-world ability—not just résumés. You get a clear picture of what they can actually do before the interview.
● Eliminate low-effort applicants
You’ll automatically filter out spammy applicants—like those who use AI to write their answers or mass-apply to every job.
No more guessing who’s serious.
If you’ve written a great job description, don’t let the next step slow you down. Let WorkScreen streamline your process so you can hire smarter, faster, and with total confidence.
Final Thought
AI can help you move faster.
But the best candidates can feel when a job post is authentic—and when it’s a lazy copy-paste.
Use AI wisely. Don’t let it flatten your message.
This is your first impression—make it count.
FAQ
Salaries can vary depending on location, industry, and experience level.
As of 2025, the average salary for a Communication Manager in the U.S. ranges from $70,000 to $105,000 per year, according to data from sites like Glassdoor and Payscale.
Here’s a general breakdown:
- Entry-level (1–3 years): $55,000–$70,000
- Mid-level (3–6 years): $70,000–$90,000
- Senior-level (7+ years or managing teams): $90,000–$120,000+
Keep in mind: non-profit roles tend to pay on the lower end, while tech and corporate roles can go higher, especially with added responsibilities like brand strategy or investor relations.
While both roles deal with messaging, a Communication Manager focuses on brand voice, internal comms, media relations, and storytelling, while a Marketing Manager is typically focused on lead generation, paid campaigns, and customer acquisition.
In short:
- Comms = messaging and reputation
- Marketing = promotion and conversion
Some companies blend both roles, but larger orgs typically keep them separate.
Yes—100% yes.
Including a salary range:
- Builds trust
- Attracts more qualified candidates
- Saves time by filtering out mismatched expectations early
Candidates today expect transparency. Omitting pay makes your job post feel outdated—and can hurt your brand.
Absolutely.
While a degree in Communications, Journalism, PR, or English can be helpful, what truly matters is:
- Strong writing skills
- Strategic thinking
- Emotional intelligence
- Ability to align messaging with business goals
Many of the best communication professionals come from diverse academic backgrounds—but know how to tell great stories and adapt across channels.
