Contract Manager Job Description (Roles, Responsibilities and Sample Template)

If you’ve Googled “contract manager job description template,” you’ve probably seen dozens of results. But let’s be honest—most of them are dry, outdated, and full of corporate jargon.

They follow the same tired pattern:

Generic bullet points.
Vague responsibilities.
No real context.
And zero insight into what makes a great contract manager apply.

And that’s a problem—because top candidates don’t get excited by a checklist. They want to know what they’re walking into. What they’ll own. Why it matters.

Here’s the truth: your job post is the first impression of your company—and the first filter for quality applicants. If it’s vague, lifeless, or forgettable, the best people will scroll right past it.

But the good news? Writing a job post that actually attracts the right contract manager doesn’t take a marketing degree. It just takes the right structure and a little intention.

So in this guide, you’ll learn:

What a contract manager really does (in plain English)
Two ready-to-use job description templates: one for experienced hires, one for entry-level talent
A breakdown of why these posts actually work
A real example of a bad job post—and what to do instead
Bonus tips to make your post stand out
How to use AI without losing authenticity
And a shortcut copy-paste version if you’re in a hurry

If you haven’t read our full guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/, we highly recommend starting there. But if you’re ready to create a job post that connects, converts, and helps you hire better—keep reading.

Hiring doesn’t have to be hard. If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.

What A Contract Manager Actually Does

A Contract Manager is the person who makes sure your business relationships are protected—on paper and in practice.

They review, draft, and negotiate contracts with customers, vendors, and partners. But they don’t just check boxes—they manage risk, track deadlines, and keep everyone aligned on what’s been promised.

Put simply:
A good contract manager helps you avoid costly mistakes, missed obligations, and legal headaches.
They bring structure to chaos, clarity to deals, and confidence to leadership.

Here’s what makes a great contract manager stand out:

They understand both legal language and business goals.
They’re detail-obsessed but know when to raise red flags.
They’re proactive communicators who follow through.
And they make sure everyone’s playing by the rules—without slowing things down.

Whether you’re closing client deals, managing vendor relationships, or overseeing project contracts, this role is mission-critical. Especially as your company scales.

Two Great Contract Manager Job Description Templates

Option 1: Experienced Contract Manager Job Description (Culture-First Style)

Job Title: Contract Manager for Fast-Growing SaaS Company (Remote, Full-Time)
Location: Remote (U.S. preferred)
Salary: $80,000–$100,000/year + health, dental, and equity options

A quick message from our Head of Legal
Want to hear what the role is like from the person you’ll work with directly? Watch this short video to get a feel for the work, the team, and our approach:
(Insert Loom or YouTube link here)

About Us

Hi, we’re ClearFlow. We’re a fast-growing SaaS company helping mid-market finance teams eliminate manual workflows and move faster with clean, automated data. We work with 400+ customers, including Notion, Grammarly, and Miro.

As we grow, we’re handling more enterprise deals, larger vendor contracts, and complex partnership agreements. That’s why we’re hiring a Contract Manager to take ownership of our contract review process, protect the business, and make sure deals close cleanly.

What You’ll Do:

Review, revise, and negotiate commercial agreements with customers, vendors, and partners
Work cross-functionally with legal, sales, and operations teams
Maintain contract templates and ensure version control
Track key deadlines and obligations in our contract management system
Flag risks or unusual terms that leadership should be aware of

What You’ll Bring:

3–5 years of contract review and negotiation experience (bonus if in SaaS or tech)
Strong understanding of commercial contract terms (NDAs, MSAs, SOWs, etc.)
Excellent attention to detail—especially around legal language
Clear communication skills and a collaborative attitude
A bias for action—you follow up, follow through, and help others do the same

Why Join Us?

We’re fully remote, async-friendly, and operate with trust
Our team moves fast, collaborates openly, and celebrates wins together
You’ll be the go-to contract expert, not just a back-office reviewer
We invest in our people with education stipends, PTO, and career growth paths

How to Apply

We use WorkScreen to evaluate candidates fairly and efficiently. Apply using this link:
https://app.workscreen.io/apply/contract_manager_1744874923499
We’ll review your application carefully and respond within 7 days.

If you’ve Googled “contract manager job description template,” you’ve probably seen dozens of results. But let’s be honest—most of them are dry, outdated, and full of corporate jargon.

They follow the same tired pattern:

Generic bullet points.
Vague responsibilities.
No real context.
And zero insight into what makes a great contract manager apply.

And that’s a problem—because top candidates don’t get excited by a checklist. They want to know what they’re walking into. What they’ll own. Why it matters.

But the good news? Writing a job post that actually attracts the right contract manager doesn’t take a marketing degree. It just takes the right structure and a little intention.

So in this guide, you’ll learn:

What a contract manager really does (in plain English)
Two ready-to-use job description templates: one for experienced hires, one for entry-level talent
A breakdown of why these posts actually work
A real example of a bad job post—and what to do instead
Bonus tips to make your post stand out
How to use AI without losing authenticity
And a shortcut copy-paste version if you’re in a hurry

If you haven’t read our full guide on [insert link on how to write job posts that attract top talent], we highly recommend starting there. But if you’re ready to create a job post that connects, converts, and helps you hire better—keep reading.

✅ Option 2: Entry-Level Contract Manager (Willing to Train)

📌 Job Title: Junior Contract Coordinator (We’ll Train You!) — On-Site in Austin, TX
💼 Type: Full-Time | Entry-Level | On-site
💰 Pay: $22–$26/hr + benefits after 90 days

🎥 Hear from our Operations Manager
Want to know what it’s like to work at BoldBuild and what we look for in this role? Here’s a quick video to give you the inside scoop:
👉 (Insert Loom or YouTube link here)

About Us

We’re BoldBuild, a construction management company with 30+ years of experience—and big plans ahead.

We’re hiring a Junior Contract Coordinator to support our contract admin team. You don’t need years of legal experience—just strong attention to detail, solid communication skills, and a willingness to learn. If you’re organized, reliable, and ready to grow—we’ll teach you the rest.

🛠 What You’ll Do:

Review vendor and subcontractor agreements for accuracy
Track deadlines, signatures, and renewal dates in our system
Follow up with vendors for missing documents
Keep digital records neat, updated, and searchable
Assist our senior contract manager with admin tasks

💡 What We’re Looking For:

High school diploma or equivalent (Bachelor’s a bonus)
Excellent organization and record-keeping skills
Strong written and verbal communication
Proactive and dependable—you get things done on time
Willingness to learn contract processes (we’ll train you)

🌱 Why Work With Us?

You’ll gain real legal/contract exposure without needing a law degree
You’ll work with a supportive team that’s big on growth and development
Paid training, access to mentorship, and opportunities to grow into a senior role
Health and dental insurance after 90 days, plus PTO and sick days

📥 How to Apply

We use WorkScreen to make sure we evaluate applicants fairly. Apply here:
👉 https://app.workscreen.io/apply/junior_contract_1744875501322
Expect a response within 5–7 business days. We’ll guide you every step of the way.

Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.

Breakdown of Why These Posts Work

Let’s break down what makes both job posts (the experienced and entry-level versions) effective—and why they’re more likely to attract the right candidates.

1. The Job Titles Are Clear, Specific, and Mission-Driven

Instead of vague labels like “Contract Manager” or “Admin Assistant,” we include context:
- “Contract Manager for Fast-Growing SaaS Company”
- “Junior Contract Coordinator (We’ll Train You!) — On-Site in Austin, TX”
Why it works: These titles instantly tell candidates what the job is, where it is, and who it’s for. That clarity boosts relevance and attracts more aligned applicants.

2. Each Post Starts With a Human, Purpose-Driven Intro

The “About Us” sections tell a mini-story—about the company’s mission, growth, and why the role matters.
This gives context and emotion, helping candidates connect instead of just scan.
Why it works: Top candidates don’t just want a job—they want to be part of something that matters.

3. Video Links Build Trust Instantly

A short video from a hiring manager or operations lead makes the post feel personal, modern, and transparent.
Even a 60-second Loom helps applicants get a sense of the team and tone.
Why it works: People trust people. A human face and voice boost credibility and connection.

4. The Responsibilities Are Framed Around Impact

Instead of just saying “Review contracts,” we explain how this protects the company or enables growth.
Every task ties back to the bigger picture.
Why it works: This shows candidates the why behind the what—which is what high performers care about.

5. Qualifications Are Grounded, Not Gatekeeping

The experienced post outlines exactly what’s needed for success—without bloated or unnecessary requirements.
The entry-level version encourages applications from coachable, eager learners by labeling advanced skills as “bonus” or “nice to have.”
Why it works: It widens the funnel without lowering the bar—and signals that you’re hiring for potential, not just pedigree.

6. The Culture & Benefits Sections Feel Real, Not Generic

Each post includes authentic details about the work environment (e.g., async-friendly, mentorship, promoting from within).
Benefits like PTO, health insurance, or training are presented as part of a supportive, people-first culture—not just perks on paper.
Why it works: It shows that you actually care about your team—and helps candidates assess whether they’d fit in.

7. The Hiring Process Respects the Candidate

The posts tell candidates what to expect after applying, including timelines and who’s involved.
Using WorkScreen also signals that your process is fair, skill-based, and respectful of their time.
Why it works: This builds trust—and reduces ghosting on both sides.

Example of a Bad Contract Manager Job Post

Let’s take a look at what a bland, outdated, and ineffective job description might look like—and why it drives away the very candidates you want to attract.

❌ Bad Job Post Example

Job Title: Contract Manager
Company: Global Business Services Group
Location: New York, NY
Type: Full-Time
Deadline: Open Until Filled

Job Summary
We are seeking a qualified contract manager to oversee contract development and compliance across multiple departments. The ideal candidate will possess excellent analytical skills and demonstrate knowledge of standard contract terms.

Responsibilities

Manage and oversee all company contracts
Draft and review contractual agreements
Ensure compliance with internal procedures and legal requirements
Coordinate with legal and finance departments as needed

Requirements

Bachelor’s degree in business, law, or related field
3–5 years of contract management experience
Strong communication and negotiation skills
Proficiency in Microsoft Office

How to Apply
Send your resume and cover letter to careers@gbsgroup.com
Only shortlisted candidates will be contacted.

🚫 Why This Job Post Falls Short

1. The Job Title Is Too Generic

“Contract Manager” doesn’t tell the reader who the job is for, what kind of company they’d be joining, or why the role matters.

2. The Introduction Lacks Personality or Purpose

“We are seeking a qualified contract manager…” is corporate filler. There’s no story, no mission, no context—just a dry summary.

3. No Mention of Salary or Benefits

Omitting compensation and perks signals a lack of transparency. Top candidates may skip the post entirely because it feels outdated or non-competitive.

4. There’s No Culture or Values Described

Candidates have no idea what it’s like to work at the company, who they’d be working with, or what the team stands for.

5. The Responsibilities Are Vague

“Manage contracts” and “coordinate with legal” are surface-level. There’s no explanation of how success is measured or what the day-to-day looks like.

6. The Hiring Process Feels Dismissive

“Only shortlisted candidates will be contacted” is cold and outdated. It makes candidates feel like they’re sending their résumé into a black hole.

7. There’s Zero Personality in the CTA

The call to action is transactional, not motivating. It doesn’t invite the candidate in—it pushes them away.

✅ Bottom Line:

This kind of post may check a compliance box, but it won’t attract high-performing contract managers. The best candidates are looking for clarity, purpose, trust, and culture—and this gives them none of that.

Bonus Tips to Make Your Job Post Stand Out

If you want your job post to not only attract more applicants but the right ones, consider adding these small but powerful elements:

🔐 1. Add a Security & Privacy Notice

Build trust by letting candidates know you’ll handle their information with care—and never ask for payment or sensitive personal info.

Example:

⚠️ We take your privacy seriously. We will never ask for payment, banking information, or any personal financial data at any stage of the hiring process. If you ever receive a suspicious message about this role, please report it to us immediately.

🌴 2. Mention Leave Days or Flex Time

Time off is more than a perk—it signals that your company respects work-life balance.

Example:

🌿 Enjoy up to 20 flexible PTO days per year—so you can recharge, reset, and return refreshed.

📈 3. Highlight Growth & Training Opportunities

If you invest in your team, say it. Great candidates want to know there’s a future for them at your company.

Example:

🚀 We believe in growing from within. You’ll have access to mentorship, internal workshops, and an annual development budget to expand your skillset.

🎥 4. Add a Loom or YouTube Video

Already mentioned earlier, but worth repeating here—video adds a face, voice, and warmth to your post. It helps candidates feel what it’s like to work with you.

Pro Tip: Even a 60-second informal Loom from the hiring manager can increase qualified applications.

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.

💬 5. Explain Your Candidate Experience Promise

Let applicants know what to expect after they apply. It shows respect and professionalism.

Example:

🙌 We read every application and reply to all candidates. If you move forward, we’ll reach out within 5–7 business days. Regardless of outcome, you’ll always hear back from us.

These extras may take just a few minutes to add—but they show serious candidates that you’re a company worth applying to. And they help weed out those who are just “spraying and praying.”

Should You Use AI to Write Your Job Description?

Lately, it seems like everyone is using AI to generate job descriptions—even some hiring platforms include “one-click job post” tools.

But here’s the truth:

Yes, AI can help. But only if you bring the context.

Used the wrong way, AI will create generic, lifeless posts that sound like every other job on the internet. Used the right way, it can save you time and help you refine your message—without losing the human touch.

❌ The Wrong Way to Use AI

Prompting something like:

“Write a job description for a contract manager at a software company.”

This gives you something bland, disconnected, and stuffed with legal buzzwords. It might look fine at a glance—but it won’t connect with real candidates or represent your company well.

✅ The Right Way to Use AI

Give AI the raw ingredients. Treat it like your writing assistant—not your recruiter.

Use a detailed, structured prompt like this:

“Help me write a job post for our company, ClearFlow. We’re hiring a Contract Manager to help review and negotiate enterprise customer agreements. Our culture is fast-paced, remote-first, and highly collaborative. We want to attract candidates who are detail-oriented, proactive, and understand both business and legal priorities. We offer flexible PTO, health insurance, and equity. Our hiring process is human, respectful, and skill-based—we use WorkScreen to evaluate all candidates fairly. Here are a few bullet points I’ve written to start with [paste notes]”

Then ask AI:

“Can you help me structure this into a compelling job post with a warm, human tone? I want it to feel clear, inviting, and mission-driven.”

✨ Bonus Tip:

If you’ve seen a great job post before (like the examples in this guide), share it with the AI and say:

“Make something in this style, but for our contract manager role.”

Bottom Line:

AI is a tool—not a shortcut. It can’t replace your understanding of your team, culture, or ideal candidate.

So before you hit “Generate,” give AI something to build on—and always review what it gives you through the lens of connection, clarity, and credibility.

Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.

Need a Quick Copy-Paste Job Description?

Option 1: Conversational, Culture-First Style

Job Title: Contract Manager (Remote) at [Company Name]
Type: Full-Time | Remote
Compensation: $XXX–$XXX/year + benefits

Video from our Head of Legal: [Insert Loom/YouTube Link]

Hi! We’re [Your Company Name] — and we’re scaling quickly.
As our contracts get more complex and higher-stakes, we need someone who can review, negotiate, and manage them with care, precision, and a business-first mindset.

That’s where you come in.