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If you’ve searched “Clerical Data Entry job description,” you’ve probably seen the same copy-paste articles over and over again.
They all look alike:
Bullet points. Generic language. No personality. And zero insight into what actually attracts great candidates.
But here’s the truth:
A great data entry professional isn’t just someone who types quickly—they’re detail-obsessed, reliable, organized, and often the quiet engine behind smooth operations.
So if your job post sounds like it was written by a bot, you’re not going to attract someone who cares about getting things right.
This guide is different.
We’re not here to give you another lifeless template. We’re going to show you:
- What a clerical data entry role really involves
- How to write a job post that resonates with top talent
- Two ready-to-use templates—one for experienced hires, one for trainable talent
- And how to avoid the biggest mistakes that lead to low-effort applicants
We’ll even show you how to use AI the smart way—without ending up with a post that sounds like every other one online.
Before we get into examples, if you haven’t already, check 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/. It walks through everything you need to know—from structure to tone to candidate psychology.
Let’s start by breaking down what this role is—in plain English.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What Does A Community Manager Actually Do
A Community Manager isn’t just someone who posts on social media or moderates a forum.
They’re the bridge between your brand and your audience—the person who turns followers into loyal fans, and customers into active participants. They keep conversations alive, make people feel seen, and create that sense of belonging that turns a business into a community.
A great Community Manager listens just as much as they speak. They answer questions, spark engagement, manage feedback, and protect your brand’s reputation—both online and off. Whether it’s in a Facebook group, a Discord server, the comments section, or an IRL event, they’re the heartbeat of your brand’s public presence.
So if you’re hiring a Community Manager, you’re not just filling a marketing role.
You’re hiring a culture-builder. A people person. A connector.
Two Great Community Manager Job Description Templates.
✅ Job Description For Experienced Community Manager
(for Radiant Roots Wellness, a fast-growing, mission-driven wellness brand)
📌 Job Title: Community Manager, Radiant Roots Wellness
📍 Location: Remote-Friendly (USA & Canada) | Full-Time
💰 Compensation: $55K – $70K USD (DOE)
🕒 Schedule: Flexible core hours | Start Date: ASAP
🎥 A Quick Hello From Your Future Manager
Watch this 90-second Loom to meet Sarah (Head of Community) and learn why we believe community is the heartbeat of Radiant Roots:
👋 Who We Are
Radiant Roots Wellness is a digital-first brand helping 200,000+ people build sustainable self-care habits through evidence-based content, plant-powered supplements, and a supportive online tribe. Our vision is simple: wellness that feels human, not hype. After tripling our subscriber base last year, we’re investing in deeper conversations—turning casual followers into lifelong advocates.
🌱 What You’ll Do
- Nurture and grow our Facebook Group, Instagram community, and private Circle space (60 K+ combined members).
- Spark daily conversations, respond to comments & DMs with empathy, and elevate member stories.
- Host bi-weekly Instagram Lives or AMAs with in-house experts.
- Track sentiment & engagement metrics; share insights that shape content and product roadmaps.
- Collaborate with CX, Content, and Product to keep messaging on-point.
- Safeguard tone & guidelines, keeping every space inclusive and brand-safe.
🧠 What We’re Looking For
- 2+ years managing engaged online communities (wellness, lifestyle, or creator brands a big plus).
- You write like a real person—warm, punchy, typo-free.
- Comfortable on camera and in live chat.
- Familiar with Circle, Discord, Hootsuite/Sprout, and basic analytics dashboards.
- Proven knack for de-escalating conflicts and maintaining psychological safety.
🎁 Perks & Benefits
- 100 % company-paid medical, dental & vision (US) or health stipend (CA).
- 25 flex PTO days + 2 company-wide recharge weeks.
- $100/mo wellness stipend (gym, meditation apps, massage).
- Annual learning budget ($1,200) for courses, books & conferences.
- Home-office setup allowance ($750).
🌟 Why This Role Is Worth Your Time
You’ll own strategy and execution—not just “post & ghost.” Expect real autonomy, a direct line to leadership, and the chance to shape a brand that’s genuinely improving lives. We celebrate ideas, move fast, and promote from within; if you’re ready to build something meaningful, this is it.
📥 How to Apply
We hire on skill, not buzzwords. Click the WorkScreen link below, complete a short, scenario-based evaluation, and we’ll personally review every submission.
👉 [application link]
✅ Job Description For Entry-Level / Willing-to-Train Community Manager
(for EcoWave Collective, an early-stage climate-tech startup)
📌 Job Title: Junior Community Manager, EcoWave Collective
📍 Location: Remote (GMT-5 to GMT+3) | Full-Time
💰 Compensation: $40K – $50K USD (Based on Experience)
🕒 Schedule: Monday–Friday | Flexible core hours
🎥 Meet the Team in 60 Seconds
Get to know Daniel (Founder) and why community is central to fighting climate change:
👋 Who We Are
EcoWave Collective builds grassroots momentum for clean-energy adoption through bite-size education, open-source tools, and a vibrant Discord of 15 K climate enthusiasts. Our mission: make climate action feel doable, local, and fun. As a six-person startup fresh off a seed round, we’re big on ownership and learning-by-doing.
🌱 What You’ll Do
- Welcome new members in Discord & Slack, answer beginner questions, and surface user stories.
- Help schedule and moderate weekly “Climate Coffee Chats” on Zoom.
- Draft community updates and meme-friendly posts for X/LinkedIn.
- Collect FAQs and feedback, then share digest summaries with Product & Engineering.
- Learn moderation best practices, basic analytics, and simple design tools (Canva) along the way.
(Training & mentorship provided—no prior community role required.)
🧠 What We’re Looking For
- A genuine passion for sustainability and helping people.
- Clear, friendly written communication (bonus: you’re witty).
- Comfort diving into new tools quickly (Discord, Notion, Typeform).
- Empathy, patience, and calm conflict-resolution instincts.
- Any experience running a club, online group, or event—even volunteer—is a plus.
🎁 Perks & Benefits
- Fully remote with a $600 annual co-working or home-office stipend.
- 20 PTO days + unlimited “green days” for local climate volunteering.
- $500 annual learning allowance.
- Equity option package (because we want you to grow with us).
- Quarterly team retreats in eco-friendly locations.
🌟 Why This Role Is Worth Your Time
This is your launchpad into community, marketing, or ops. You’ll get 1:1 mentorship, a safe space to experiment, and real impact—your ideas will shape how thousands take climate action. If you’ve been waiting for a mission-led role where your enthusiasm matters more than your résumé, we’re ready to meet you.
📥 How to Apply
Skip the cover-letter limbo. Take our short WorkScreen challenge so we can see your potential in action. We reply to every applicant within two weeks.
👉 [application link]
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Community Manager Job Posts Work
Both job descriptions—whether for a senior or entry-level Community Manager—go far beyond a generic checklist. Here’s why they stand out (and why they’ll actually attract great candidates):
✅ 1. The Job Titles Are Clear, Specific, and Contextual
Instead of a vague “Community Manager,” each post specifies what kind of community, for which type of brand, and in some cases, even who they’ll report to or work with.
This helps the post appear in more relevant searches, filters out unqualified clicks, and immediately sets the tone for the right kind of applicant.
✅ 2. They Start With a Human Touch (Video)
Including a Loom video from the hiring manager or founder personalizes the post. It helps candidates feel connected to the team before they even apply—and shows that real people are behind the brand.
A short intro video builds trust, relatability, and buy-in—all of which are critical for community-facing roles.
✅ 3. The “About Us” Sections Tell a Story
Rather than copy-pasting the company’s boilerplate, both posts explain:
- What the company actually does
- Who it serves
- Why the mission matters
This gives candidates a reason to care and helps them imagine themselves in the role. It also reflects your culture, not just your product.
✅ 4. Responsibilities Are Described in Real Terms
Instead of buzzwords like “engage users,” the tasks are:
- Written in plain English
- Action-oriented (e.g. “host live chats,” “track sentiment,” “welcome new members”)
- Framed in terms of impact, not just activity
This helps applicants envision the role day-to-day and builds excitement for the work, not just the title.
✅ 5. The Requirements Are Inclusive and Encouraging
In the entry-level version, qualifications are written with permission to apply, even without traditional experience:
“Any experience running a club, online group, or event—even volunteer—is a plus.”
This expands your talent pool and draws in applicants with the right mindset, not just the right résumé.
✅ 6. Perks and Benefits Are Transparent and Realistic
Both versions include perks that are:
- Tangible (stipends, PTO, benefits)
- Role-aligned (e.g., learning budgets for junior roles, wellness stipends for wellness brands)
- Values-driven (e.g., green days for volunteering)
It builds trust, loyalty, and employer brand equity—because people want to know how they’ll be supported, not just what they’ll do.
✅ 7. “Why This Role Is Worth Your Time” Sells the Mission
Instead of letting the benefits do all the talking, both posts include a direct pitch to the applicant:
- Why this role matters
- What they’ll learn
- How their work will make a difference
It reframes the job as a partnership, not a transaction.
✅ 8. The Application Process Is Respectful and Modern
Using WorkScreen shows you value:
- Skills over credentials
- Structure over spam
- Real feedback over résumé black holes
You also reassure applicants that every application will be reviewed—which instantly sets your post apart in a sea of “only shortlisted candidates will be contacted” disclaimers.
Bad Community Manager Job Description Example (And Why It Fails)
📌 Job Title: Community Manager
📍 Location: Remote
💰 Compensation: Not disclosed
🕒 Job Type: Full-Time
Job Summary
We are seeking an experienced Community Manager to oversee our online communities. The successful candidate will engage with users, ensure community guidelines are followed, and represent our company in a professional manner.
Responsibilities
- Monitor all social media platforms
- Respond to comments and messages
- Moderate content and enforce rules
- Create weekly engagement reports
- Collaborate with other departments
Requirements
- Bachelor’s degree in Communications, Marketing, or related field
- 3–5 years experience in community management
- Strong written and verbal communication skills
- Familiarity with major social media platforms
- Ability to work independently and in teams
How to Apply
Interested candidates should send their resume and cover letter to careers@company.com. Only shortlisted candidates will be contacted.
🚫 Why This Job Post Fails
1. The Title Is Generic and Uninspiring
“Community Manager” on its own tells you nothing about the industry, audience, or purpose of the role. It could apply to any company in any sector.
Fix: Add specifics—“Community Manager for Women in Tech Network” or “Discord Community Manager for a Gaming Startup” makes it clearer and more appealing.
2. There’s No Context or Company Story
The intro doesn’t say who the company is, what they stand for, or why this role matters. There’s no connection point for the reader to latch onto.
Fix: Use the “Who We Are” section to tell a short, values-driven story. What’s your mission? Who do you serve?
3. The Responsibilities Are Vague and Robotic
The duties listed could apply to any entry-level role. There’s no sense of what the work feels like or what kind of impact the person would make.
Fix: Write responsibilities that are descriptive, specific, and meaningful. Use active verbs and frame each task around its purpose.
4. No Salary or Perks Mentioned
This creates a power imbalance—and signals a lack of transparency. Candidates today expect to know the compensation range before they apply.
Fix: Always include at least a salary range and basic benefits, even if you’re flexible.
5. No Culture, No Values, No People
There’s nothing in this post about team dynamics, company culture, leadership style, or how the candidate will be supported.
Fix: Include a section about what it’s like to work there—ideally with real language and voices from the team.
6. The Application Process Is Cold and One-Sided
“Only shortlisted candidates will be contacted” is one of the most discouraging lines a candidate can read. It immediately makes the process feel transactional.
Fix: Add a sentence or two about your hiring process, timelines, and communication expectations. Show basic respect and humanity.
7. No Personality, No Voice
The entire post reads like it was written by AI or pulled from a legal manual. There’s no warmth, humor, or tone—just a wall of text.
Fix: Write how you talk. Use natural language. Let your brand personality shine through.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written a solid job description with a clear title, warm intro, and structured role expectations—these extras can make a big difference. They’re the small touches that signal thoughtfulness, transparency, and respect for the candidate.
🔒 1. Add an “IMPORTANT NOTICE” to Build Trust
Unfortunately, scams and phishing in job boards are becoming more common. Including a simple security disclaimer helps candidates feel safer—and shows that you care about their privacy.
Example:
IMPORTANT NOTICE: We take the privacy and security of all applicants seriously. We will never ask for payment, financial information, or access to personal accounts at any stage of the hiring process. If anyone claiming to represent [Your Company Name] asks you for such information, please report it immediately.
🌴 2. Mention Time Off or Flex Days
Candidates value their time just as much as their salary. Even small amounts of flexible paid time off can make a role more attractive.
Example:
Enjoy up to 24 flex days off per year, so you can recharge, travel, or take care of what matters—without waiting for approval.
Or for startups:
We offer untracked PTO, and we actually mean it. If you’re getting your work done and staying in sync with the team, we encourage regular breaks and mental health days.
📚 3. Highlight Training and Growth Opportunities
Most top candidates want to grow. Even entry-level applicants want to know there’s a path forward.
Example (Entry-Level):
You’ll receive 1:1 mentorship, regular check-ins, and access to paid training so you’re constantly learning and growing with us.
Example (Experienced):
We offer an annual learning stipend of $1,200 for courses, coaching, and events to help you sharpen your skills and lead with confidence.
📹 4. Add a Loom or YouTube Video From a Real Team Member
A 60-second intro from the hiring manager or founder can completely transform the post. It humanizes the process, shows team culture, and gives the candidate a feel for who they’ll be working with.
Example Intro Line in Post:
🎥 Watch this short video from [Hiring Manager Name] to hear why this role matters—and what makes our team special. [Insert Loom link]
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 Quote or Testimonial From an Existing Employee
It doesn’t have to be long. A short quote from someone already in the department can add credibility and warmth.
Example:
“I’ve worked at a few startups, but this is the first one where my ideas are actually implemented. I feel heard, trusted, and challenged in the best way.” — Priya, Community Associate
🛠 6. Show Off Your Tools and Tech Stack
For experienced hires, knowing what tools they’ll be using day-to-day helps set expectations and demonstrates modern operations.
Example:
We use Circle for community, Notion for docs, Figma for design handoffs, and Slack for internal comms. Don’t worry if you haven’t used them all—we’ll train you.
🧠 7. Reinforce That You Review Every Application
Most candidates assume they’ll never hear back. A simple line like this builds trust and improves response rates:
Example:
We read every application, and we respond to all candidates within 2 weeks—whether you move forward or not.
Should You Use AI to Write a Job Description?
Lately, everyone seems to be turning to AI tools like ChatGPT, Jasper, or even built-in ATS generators to write job descriptions with a single click.
And while that might sound like a time-saver…
⚠️ Here’s the truth:
Blindly using AI to generate your job description almost always backfires.
❌ Why You Shouldn’t Rely on AI Alone
When you use AI without context or input, you risk ending up with job posts that are:
- Generic and soulless
- Buzzword-heavy with no real personality
- Disconnected from your company culture and mission
- Boring to read and forgettable to apply to
The result?
You attract the wrong kind of candidates—those who are mass-applying to everything—and lose the thoughtful, mission-aligned people who would have been a perfect fit.
Worse, it reflects poorly on your brand. A job post is often the first impression someone gets of your team. Why waste it on something that sounds like it was written by a robot?
✅ The Right Way to Use AI: As a Thought Partner, Not a Shortcut
AI can be a powerful tool—if you use it intentionally.
Here’s how to do it right:
🔧 Step-by-Step Prompt Template to Use AI Effectively
If you’re going to use AI (like ChatGPT) to help you draft a job post, come prepared. Give it real context to work with.
Here’s a plug-and-play prompt you can use:
Prompt:
“Help me write a job post for our company, [Insert Company Name].
We’re hiring a [Insert Job Title] to help with [Insert Key Responsibilities].
Our company culture is [Describe your culture in 2–3 words or sentences], and we want to attract candidates who are [Insert ideal candidate traits].
We offer [List key benefits/perks], and here’s our salary range [Insert range].
We also care about [e.g., learning, diversity, candidate experience] and here’s what our hiring process looks like: [Brief explanation]
Here are a few bullet points or rough notes I’ve written to get you started:
- [Paste any internal notes, responsibilities, or examples from similar roles]”
Then tell AI:
“Use a human, friendly, and culture-forward tone. Don’t sound corporate or robotic.”
✨ Bonus Tip: Give AI a Great Example to Mirror
You can also paste in one of the good job descriptions you’ve seen (like the Radiant Roots or EcoWave examples in this guide) and tell AI:
“I want something similar to this in structure and tone—but for a [new role]. Use this as a model.”
🧠 Summary:
AI is a powerful assistant—but it’s not a substitute for your judgment, values, or voice.
Use it to polish your thinking, not replace it.
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 Template
📌 Job Title: Community Manager
📍 Location: [Insert Location or “Remote”]
💰 Salary Range: [Insert Salary Range]
🕒 Type: [Insert Job Type – e.g., Full-Time | Flexible Hours]
🎥 Meet the Team
Watch this quick intro video from [Hiring Manager Name] to learn why this role matters and what makes our community so special:
👉 [Insert Loom or YouTube Link Here]
👋 Who We Are
At [Company Name], we’re building more than a product—we’re building a movement. Our mission is to [briefly state your company mission in 1–2 lines].
Whether we’re supporting customers, running events, or sharing stories online, we believe community is at the heart of everything. And now, we’re looking for someone to lead that heartbeat—someone who can bring people together, spark conversations, and make every member feel seen and supported.
🌱 What You’ll Do
- Manage and grow our online communities (e.g. Facebook, Discord, Circle, etc.)
- Respond to comments, DMs, and messages in a timely, warm tone
- Host live events, Q&As, or AMAs with team members or guests
- Gather and share community feedback with internal teams
- Moderate discussions and uphold community guidelines
- Collaborate with content, marketing, and support to keep messaging aligned
🧠 What We’re Looking For
- 2+ years of experience in online community management
- Excellent written communication—you sound like a real person, not a script
- Comfortable on camera and in live formats (or willing to learn)
- You’re emotionally intelligent, thoughtful, and great at diffusing tension
- Familiarity with tools like Circle, Discord, Hootsuite, or Slack is a plus
🎁 Perks & Benefits
- [Insert Benefit – e.g., Health, Dental & Vision Insurance]
- [Insert PTO policy – e.g., 20+ days PTO + paid holidays]
- [Insert Stipends – e.g., Learning, Wellness, Home Office Setup]
- [Insert any additional perks – e.g., Annual Retreats, Flexible Hours]
🌟 Why This Role Is a Great Fit
This isn’t a checkbox role. It’s a chance to help shape a brand, a community, and real relationships. If you love people, value connection, and want to see the direct impact of your work—you’ll thrive here.
📥 How to Apply
We use WorkScreen to keep things fair and fast. Instead of a long form or cover letter, we’ll walk you through a quick scenario-based evaluation.
👉 Apply here: [Insert WorkScreen Link]
We read every application—and we’ll respond to everyone.
🧱 Option 2: Structured “Job Brief + Responsibilities + Requirements” Template
📌 Job Title: Community Manager
📍 Location: [Insert Location]
💰 Salary Range: [Insert Salary Range]
🕒 Type: [Insert Job Type – e.g., Full-Time | Contract | Remote-Friendly]
🎥 Meet the Hiring Manager
Before applying, take 90 seconds to hear from [Hiring Manager Name] about what success looks like in this role and how you’ll contribute:
👉 [Insert Loom or Video Link Here]
🧾 Job Summary
[Company Name] is looking for a Community Manager to lead the growth, engagement, and health of our online communities. You’ll serve as the brand’s human voice—facilitating conversations, building trust, and creating a sense of belonging across multiple platforms.
📋 Key Responsibilities
- Grow and manage communities across platforms (e.g., Discord, Facebook, LinkedIn)
- Host online events and live Q&As
- Respond to messages and moderate conversations
- Share insights and trends from the community with relevant teams
- Track engagement metrics and help improve retention
- Enforce community rules and manage conflict when necessary
✅ Requirements
- 2+ years of experience in a similar role
- Excellent verbal and written communication
- Comfortable with basic analytics and community tools (e.g., Hootsuite, Slack, Notion)
- Ability to work independently and cross-functionally
- Previous experience in a customer-facing or community-building role preferred
🎁 Benefits
- [Insert relevant perks – e.g., Remote Work Stipend, Flexible PTO]
- [Insert health-related benefits – e.g., Medical, Dental, Vision]
- [Insert development perks – e.g., Training Budget, Conferences]
- [Insert any company-specific benefit – e.g., Profit Share, Equity Options]
📥 How to Apply
We use WorkScreen to evaluate skills quickly and fairly—so you won’t need to write a long cover letter or wonder if your resume made it through.
👉 Apply here: [Insert WorkScreen Link]
Every applicant will receive a response within 14 days.
What Happens After You Post the Job? Let WorkScreen Handle the Next Step
Writing a great job description is only half the battle.
Once your post starts attracting candidates, the real question becomes:
How do you quickly and confidently figure out who’s actually the best fit?
That’s where WorkScreen comes in.
✅ Let WorkScreen Handle the Next Step
WorkScreen helps you move from “great job post” to great hire—without spending hours reviewing resumes or chasing applicants.
Here’s how it works:
⚡ 1. Automatically Identify Top Candidates
As soon as someone applies, WorkScreen runs them through a structured, role-specific evaluation.
It automatically scores and ranks them on a performance-based leaderboard, so you can immediately see your most promising applicants.
No guesswork. No resume roulette.
🛠 2. Assess Real-World Skills, Not Just Resumes
Instead of relying on buzzwords or job titles, you’ll get to see how candidates think and solve problems—based on challenges tailored to the role.
Whether you’re hiring for community, marketing, support, or operations, you’ll be able to:
- See how candidates would actually respond in real scenarios
- Understand their communication style
- Gauge cultural alignment early on
🚫 3. Eliminate Low-Effort Applicants
Tired of AI-generated cover letters or copy-pasted answers?
WorkScreen filters out low-effort, disengaged applicants—including those using tools to mass apply.
You’ll only spend time on people who actually want the job and are willing to show up for it.
🎯 The Result: Faster, Smarter, More Confident Hiring
WorkScreen gives you the clarity and structure to move quickly—without sacrificing quality.
So once you’ve written that standout job description, don’t leave the rest of your hiring to chance.
Let WorkScreen take over from there.
👉 Start your next hire with WorkScreen: [Insert your signup or product link here]
FAQ
While technical tools can be taught, the most valuable skills in a great Community Manager tend to be human-centered:
- Emotional intelligence – the ability to understand and navigate people’s emotions with empathy
- Conflict resolution – knowing how to de-escalate tense situations with grace
- Clear written communication – writing messages that are warm, concise, and on-brand
- Listening skills – not just responding, but capturing the mood, sentiment, and concerns of the community
- Consistency and follow-through – people trust a CM who shows up, responds reliably, and keeps their word
- Content sensibility – knowing what kinds of posts, questions, or formats will engage the audience
- Cultural awareness – being sensitive to diverse voices, values, and norms within a global community
You can train someone on tools like Discord or Circle—but these soft skills are often the difference between a good CM and a great one.
It depends on factors like experience, location, industry, and company size. But here’s a general guide:
- Entry-Level (0–2 years): $40,000 – $55,000/year
- Mid-Level (2–5 years): $55,000 – $75,000/year
- Senior or Lead CM (5+ years): $75,000 – $100,000+
- Specialized CM Roles (e.g., Web3, Gaming, Tech): can exceed $120K depending on community size and impact
💡 Note: Many remote or global companies now hire based on role banding, not geography—so compensation is more transparent and standardized than it used to be.
While these roles sometimes overlap, they serve different purposes:
- A Social Media Manager is focused on broadcasting—creating and scheduling content, managing brand channels, and optimizing for reach and performance.
- A Community Manager is focused on engagement—sparking conversations, building relationships, and nurturing two-way dialogue.
Think of it this way:
Social = publishing.
Community = connecting.
Some companies combine both roles into one, but the most effective brands give each area its own dedicated focus.
Yes—if you hire for mindset and people skills.
Many strong Community Managers come from non-traditional paths: event coordination, education, retail, even hospitality. What matters most is:
- Can they connect with people?
- Do they communicate clearly and kindly?
- Are they calm under pressure?
- Are they curious enough to learn the tools and workflows?
If you’re hiring for potential, just be sure to provide training, mentorship, and a clear growth path.
