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If you’ve Googled “Credit Manager job description,” you’ve probably seen dozens of near-identical posts. Bullet points, corporate jargon, and lifeless templates. But here’s the problem: none of those will actually help you attract a great Credit Manager. They just give you a checklist.
The truth is, top talent doesn’t get excited by recycled job posts. They want to know the impact of their role, the team they’ll join, and why it matters. A generic post won’t inspire them—it will drive them to apply elsewhere.
That’s why this guide is different. Instead of a bland template, we’ll walk you through what a Credit Manager really does, show you examples of strong (and weak) job posts, and give you ready-to-use templates you can customize. And if you want a deeper dive into the science of writing job posts that attract top talent, make sure to read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ .
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
What a Credit Manager Actually Does - Their Roles
A Credit Manager is the person who keeps a company’s finances healthy by making smart decisions about who to extend credit to, how much risk to take on, and how to recover payments when things go wrong. In simple terms, they protect the business from bad debt while still helping sales grow.
Instead of just crunching numbers in the background, Credit Managers often work closely with sales teams, finance departments, and even senior leadership. They analyze financial data, set credit policies, monitor customer accounts, and ensure the company balances growth with financial security.
A great Credit Manager isn’t just detail-oriented—they’re also strong communicators and problem-solvers. They need to evaluate risk with a clear head, negotiate with clients when necessary, and guide internal teams on making smart financial decisions. In many companies, the Credit Manager is both a gatekeeper and a strategic partner.
Two Great Credit Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Template 1: Job Description For Experienced Credit Manager
Job Title: Credit Manager — NorthBridge Industrial Supply
Location: Columbus, OH | Hybrid (3 days onsite)
Salary Range: $78,000–$95,000 base + annual bonus
Type: Full-Time
A quick word from our hiring manager: (2-min video on the team, impact, and expectations)
[Insert Loom/YouTube link]
Who We Are — NorthBridge Industrial Supply
NorthBridge is a 25-year distributor of MRO and safety equipment serving 6,000+ manufacturing customers across the Midwest and Southeast. We’re known for responsive service, disciplined operations, and a culture that combines accountability with trust. Our finance team partners closely with sales and operations to fuel smart growth while protecting margins and cash flow.
What You’ll Do
- Own the credit approval process end-to-end: applications, limits, terms, and risk grading
- Monitor AR aging and lead proactive collections on at-risk accounts
- Build and refine credit policies that balance growth with cash protection
- Partner with Sales and Ops on releases, escalation paths, and payment plans
- Prepare monthly credit risk, DSO, and cash forecasts for the Controller/CFO
- Lead and mentor a small team (2–3 Credit/AR Specialists); drive process improvements
What You’ll Bring
- 4+ years in credit management, AR leadership, or commercial lending (B2B)
- Strong financial analysis (statements, ratios, trend analysis) and practical judgment
- Confident communicator/negotiator with customers and senior leadership
- Experience with ERP/AR tools (e.g., NetSuite, Microsoft Dynamics, HighRadius)
- Nice-to-have: NACM certification or similar
Why This Role Is a Great Fit
- High visibility: You’ll advise leadership on risk and cash strategy
- Real impact: Your policies will directly improve DSO and bad-debt outcomes
- Cross-functional seat: Partner daily with Sales, Operations, and Finance
- Autonomy: Freedom to redesign workflows and implement smarter tooling
Perks & Benefits
- Medical, dental, vision + HSA/FSA
- 401(k) with match
- 15 days PTO + 10 paid holidays + paid sick days
- Paid parental leave
- Annual learning stipend ($1,000) + NACM support
- Hybrid schedule, modern HQ, free parking/commuter benefits
Our Hiring Process
We review every application and respond within two weeks. Shortlisted candidates complete a brief WorkScreen.io skills assessment and a practical case exercise, followed by interviews with Finance and Sales leadership. We communicate clearly at every step.
📥 Apply via WorkScreen: [Insert WorkScreen.io link]
✅ Template 2: Job Description For Entry Level Credit Manager (Training Provided)
Job Title: Junior Credit Manager (Training Provided) — Cedar Grove Wholesale
Location: Phoenix, AZ | Onsite or Hybrid
Salary Range: $52,000–$64,000 base + performance bonus
Type: Full-Time
A quick word from our hiring manager: (90-second intro to the team, mentorship, and growth path)
[Insert Loom/YouTube link]
Who We Are — Cedar Grove Wholesale
Cedar Grove is a fast-growing regional wholesaler of eco-friendly home and hospitality products, supplying independent retailers and boutique hotels across the Southwest. We extend thoughtful net terms to customers who share our commitment to quality, and we invest heavily in training so early-career hires can grow into finance leaders.
What You’ll Do
- Learn to review credit applications and assist in setting credit limits/terms
- Monitor AR aging and follow up on past-due accounts with empathy and clarity
- Support payment plan arrangements and document account notes in our ERP
- Collaborate with Sales to release orders and resolve billing questions
- Contribute to weekly cash and collections targets; suggest improvements as you learn
What You’ll Bring
- Strong attention to detail, organization, and follow-through
- Clear, professional communication with customers and internal teams
- Curiosity about financial analysis and credit risk
- Comfort with spreadsheets/Excel; ERP exposure a plus
- Degree in Finance/Business is a plus (not required). We hire for potential.
Why This Role Is a Great Fit (Early-Career)
- Structured training and mentorship from seasoned credit pros
- A clear path to Credit Analyst or Credit Manager within 12–24 months
- Daily hands-on experience that builds real, transferrable finance skills
- Supportive, mission-driven culture where your growth matters
Perks & Benefits
- Medical, dental, vision + company-paid life insurance
- 401(k) with company match
- 12 days PTO + 10 paid holidays + volunteer day
- Tuition reimbursement for approved coursework/certifications
- Monthly wellness and transit stipends
- Flexible start/end times; hybrid option after ramp-up
Our Hiring Process
Every application is reviewed. Expect a WorkScreen.io skills assessment tailored to entry-level candidates, a short Excel exercise, and two interviews (Finance + Sales partner team). We aim to give you a clear decision within two weeks.
📥 Apply via WorkScreen: [Insert WorkScreen.io link]
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Breakdown Of Why These Credit Manager Job Posts Work
- Clear, Specific Job Titles
- Instead of just saying “Credit Manager,” the posts add detail: “Credit Manager — NorthBridge Industrial Supply” or “Junior Credit Manager (Training Provided) — Cedar Grove Wholesale.”
- This immediately tells applicants the level (senior vs. entry-level), the company, and in some cases, the industry. Specificity = stronger relevance.
- Instead of just saying “Credit Manager,” the posts add detail: “Credit Manager — NorthBridge Industrial Supply” or “Junior Credit Manager (Training Provided) — Cedar Grove Wholesale.”
- Human, Warm Introductions with Video
- A short Loom or YouTube video from the hiring manager makes the post personal and memorable. Candidates want to see who they might work with, not just read faceless text.
- This builds trust and gives applicants a first impression of the company’s culture.
- A short Loom or YouTube video from the hiring manager makes the post personal and memorable. Candidates want to see who they might work with, not just read faceless text.
- Authentic Company Story (“Who We Are”)
- Each example paints a picture of the company: NorthBridge as a disciplined, growth-minded supplier; Cedar Grove as a mission-driven wholesaler investing in training.
- Instead of vague “we’re a great place to work” statements, they describe mission, values, and reputation in a way candidates can connect with.
- Each example paints a picture of the company: NorthBridge as a disciplined, growth-minded supplier; Cedar Grove as a mission-driven wholesaler investing in training.
- Responsibilities Show Impact, Not Just Tasks
- NorthBridge frames duties as “protecting cash flow” and “advising leadership,” not just “managing AR.”
- Cedar Grove emphasizes learning and growth (“gain hands-on experience,” “supportive culture”) instead of dumping tasks.
- This connects the day-to-day job with a bigger mission.
- NorthBridge frames duties as “protecting cash flow” and “advising leadership,” not just “managing AR.”
- Qualifications Are Balanced
- Experienced version requires depth (4+ years, ERP tools, NACM preferred).
- Entry-level version emphasizes potential, soft skills, and eagerness to learn.
- This flexible approach broadens the talent pool without lowering standards.
- Experienced version requires depth (4+ years, ERP tools, NACM preferred).
- Separate “Why This Role Is a Great Fit” Section
- Instead of burying perks in the company description, the posts clearly sell the role: high visibility, real impact, structured mentorship, career path.
- This turns the post into a pitch, not just a listing.
- Instead of burying perks in the company description, the posts clearly sell the role: high visibility, real impact, structured mentorship, career path.
- Transparent Perks & Benefits
- Salary ranges are included upfront, alongside PTO, healthcare, retirement, and extras like stipends, tuition reimbursement, or wellness benefits.
- Transparency builds trust and saves time for both sides.
- Salary ranges are included upfront, alongside PTO, healthcare, retirement, and extras like stipends, tuition reimbursement, or wellness benefits.
- Respectful, Clear Hiring Process
- Both posts explain how applications are reviewed, how WorkScreen.io assessments are used, and how long candidates can expect to wait.
- This sets them apart from the standard “only shortlisted candidates will be contacted” approach, which feels dismissive.
- Both posts explain how applications are reviewed, how WorkScreen.io assessments are used, and how long candidates can expect to wait.
- io Integration Feels Natural
- The call to apply through WorkScreen.io isn’t forced — it reinforces fairness, transparency, and skill-based hiring.
- For candidates, this signals a company that values ability over just résumés.
- The call to apply through WorkScreen.io isn’t forced — it reinforces fairness, transparency, and skill-based hiring.
Bad Credit Manager Job Post Example (And Why It Fails)
Job Title: Credit Manager
Company: Apex Financial Group
Location: New York, NY
Type: Full-Time
Job Summary
Apex Financial Group is seeking a Credit Manager to oversee customer credit policies and manage accounts receivable. The Credit Manager will ensure compliance with company procedures, approve credit applications, and supervise collections.
Key Responsibilities
- Approve and monitor credit applications.
- Manage accounts receivable processes.
- Ensure compliance with internal credit policies.
- Coordinate collections activity.
Requirements
- Bachelor’s degree in Business or Finance.
- 5+ years of experience in credit management.
- Strong analytical and organizational skills.
How to Apply
Interested candidates should submit their résumé and cover letter to careers@apexfinancial.com by June 30, 2025. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
- Generic Job Title
- Just “Credit Manager.” No mention of industry, seniority, or impact. Candidates can’t tell if it’s a leadership role, a mid-level role, or even the size of the company.
- Just “Credit Manager.” No mention of industry, seniority, or impact. Candidates can’t tell if it’s a leadership role, a mid-level role, or even the size of the company.
- Cold, Lifeless Introduction
- The summary doesn’t explain the company’s mission, values, or why the role exists. It reads like a compliance form, not an opportunity.
- The summary doesn’t explain the company’s mission, values, or why the role exists. It reads like a compliance form, not an opportunity.
- Vague Responsibilities
- “Approve and monitor credit applications” is too broad. There’s no context on the size of accounts, systems used, or how the role impacts growth.
- “Approve and monitor credit applications” is too broad. There’s no context on the size of accounts, systems used, or how the role impacts growth.
- Lack of Transparency
- No mention of salary range, benefits, or perks. Serious candidates expect clarity — hiding this information signals a lack of trust.
- No mention of salary range, benefits, or perks. Serious candidates expect clarity — hiding this information signals a lack of trust.
- No Company Culture or Story
- Nothing about what it’s like to work at Apex, how the finance team operates, or what they value. It feels sterile and uninviting.
- Nothing about what it’s like to work at Apex, how the finance team operates, or what they value. It feels sterile and uninviting.
- Dismissive Hiring Process
- “Only shortlisted candidates will be contacted” is outdated and impersonal. Top candidates expect respectful, transparent processes.
- “Only shortlisted candidates will be contacted” is outdated and impersonal. Top candidates expect respectful, transparent processes.
- No Call-to-Action Personality
- A plain email address to submit a résumé feels transactional. There’s no enthusiasm, no encouragement, no reason for a candidate to feel excited about applying.
- A plain email address to submit a résumé feels transactional. There’s no enthusiasm, no encouragement, no reason for a candidate to feel excited about applying.
👉 This kind of job post doesn’t attract top-tier talent — it repels them. It treats the job description as a formality, not as the powerful recruiting tool it should be.
Bonus Tips to Make Your Credit Manager Job Post Stand Out
If you want your Credit Manager job post to rise above the noise and attract top candidates, here are a few extra touches that make a big difference:
1. Add a Security & Privacy Notice
Candidates are cautious about scams. A simple statement builds trust:
“We take applicant privacy seriously. We will never ask for payment, banking information, or personal financial details during the hiring process.”
This immediately signals professionalism and protects your employer brand.
2. Mention Leave Days or Flexibility
Even finance professionals value downtime. If you offer PTO, flex days, or work-from-home options, highlight them. For example:
“Enjoy up to 20 paid vacation days per year plus two personal flex days so you can recharge.”
This small addition makes your company stand out.
3. Highlight Training & Growth Opportunities
Credit Managers are often looking to advance into senior finance or leadership roles. Show that you support growth:
“We invest in our team with annual training budgets, NACM certification support, and mentorship from senior finance leaders.”
This signals long-term commitment to your people.
4. Include a Loom or YouTube Video
Add a short video from your CFO, Controller, or Hiring Manager explaining:
- Why this role matters to the company
- What the finance team culture is like
- How the company supports career growth
Video humanizes your company and makes candidates feel connected before they even apply.
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. Share Real Employee Testimonials
If possible, include a short quote from a current team member in finance:
“At NorthBridge, leadership listens. I started as a Credit Analyst and within two years was promoted to Credit Manager. It’s the kind of place where hard work is noticed and rewarded.”
Nothing sells better than hearing from peers.
👉 These simple additions can transform a decent job post into one that inspires candidates to hit “Apply” right away.
Should You Use AI to Write a Credit Manager Job Post?
AI tools can be useful, but here’s the truth: if you rely on them blindly, you’ll end up with the same cookie-cutter job descriptions that every other company posts online. And those generic posts don’t attract top candidates—they turn them away.
❌ The Wrong Way to Use AI
- Typing “Write me a Credit Manager job description” into ChatGPT or your ATS’s one-click generator.
- You’ll get bland text full of clichés: “Manage credit policies… oversee receivables… ensure compliance.”
- It looks professional at first glance but feels soulless, uninspired, and disconnected from your actual company.
- Candidates can spot it instantly—and they’ll scroll right past.
✅ The Right Way to Use AI
Think of AI as your editor, not your author. You provide the ingredients, and AI helps polish the final product.
Here’s how to do it right:
- Gather your raw details first:
- What your company does and what makes it unique.
- Why this role matters to your business.
- The qualities of your ideal hire (skills + personality traits).
- Salary range, benefits, and perks.
- The hiring process you want candidates to expect.
- What your company does and what makes it unique.
- Then give AI a smart prompt, like:
“Help me write a Credit Manager job post for NorthBridge Industrial Supply. We’re hiring a Credit Manager to oversee AR, reduce risk, and support sales growth. Our culture is accountable but supportive, and we value analytical thinkers who can communicate well. We offer $78–95k, hybrid work, and professional development support. Please write the post in a conversational tone that attracts mid-senior level professionals. Include sections for responsibilities, qualifications, perks, and our hiring process. Here are a few notes I’ve written to get you started: [paste your notes]” - Review, refine, and add your human touch.
- Drop in a video link.
- Add a line from your company culture or mission.
- Include any “nice to have” requirements to show flexibility.
- Drop in a video link.
AI can save you time, but it can’t replace authenticity. Candidates respond to real stories, real missions, and real people.
Smart Hiring Starts Here
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
Copy-Paste Credit Manager Job Description Templates
Sometimes you don’t need a 2,000-word guide—you just need a solid starting point you can copy, paste, and tailor.
Here are two versions you can use right away.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Style
Job Title: Credit Manager – Protect Cash Flow & Enable Growth at [Company Name]
💼 Location: [Onsite/Hybrid/Remote] (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [$[X],000 – $[Y],000]/year + [bonus/commission if applicable]
A quick word from our hiring manager (90–120s): share the team’s mission, how the role drives impact, and what success looks like.
[Insert Loom/YouTube link]
Who We Are — [Company Name]
[Company Name] helps [your customer type/industry] operate smoothly by delivering [your product/service]. Our finance team partners with Sales and Operations to fuel smart growth while protecting margins and cash flow. We value accountability, clear communication, and pragmatic problem-solving.
What You’ll Do
- Own the credit approval process end-to-end: applications, limits, terms, risk grading
- Monitor AR aging, lead proactive collections, and manage payment plans when needed
- Build/refine credit policies that balance growth with risk control
- Partner with Sales/Operations on order releases and escalations
- Deliver monthly risk, DSO, and cash-flow reporting to leadership
- (If applicable) Coach a small Credit/AR team and drive process improvements
What You’ll Bring
- [3–5]+ years in credit management, AR leadership, or commercial lending (B2B)
- Strong financial analysis (statements, ratios, trends) and sound judgment
- Confident communicator/negotiator with customers and senior stakeholders
- Familiarity with ERP/AR tools (e.g., NetSuite, Microsoft Dynamics, [your tool])
- Nice-to-have: NACM certification (or similar)
Why This Role Is a Great Fit
- High visibility: Advise leadership on cash and risk strategy
- Real impact: Your policies materially improve DSO and bad-debt outcomes
- Cross-functional seat: Daily collaboration with Sales, Ops, and Finance
- Autonomy: Freedom to redesign workflows and pilot smarter tooling
Perks & Benefits
- Health, dental, vision + [HSA/FSA]
- 401(k) with [X%] match
- days PTO + [X] paid holidays + sick leave
- Paid parental leave
- Annual learning stipend ($[1,000]+) + NACM support
- [Onsite/Hybrid] schedule, modern office, [commuter/parking] benefits
Our Hiring Process
We review every application and reply within [timeframe]. Shortlisted candidates complete a brief WorkScreen.io skills assessment and a practical case, followed by interviews with Finance and cross-functional partners. Clear updates at every step.
📥 Apply via WorkScreen: [Insert WorkScreen.io link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Credit Manager – Safeguard Receivables at [Company Name]
💼 Location: [Onsite/Hybrid/Remote] (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [$[X],000 – $[Y],000]/year + [bonus if applicable]
Job Brief
[Company Name] seeks a Credit Manager to oversee customer credit approvals, manage receivables, and safeguard cash flow. You’ll balance financial analysis with relationship management and partner closely with Sales and Operations.
Responsibilities
- Evaluate credit applications; set limits and terms
- Monitor AR aging; lead collections and risk escalation
- Maintain credit policies, documentation, and audit readiness
- Collaborate with Sales to support growth while protecting margins
- Maintain accurate ERP records and deliver risk/cash reporting
Requirements
- Bachelor’s in Finance/Accounting/Business (or equivalent experience)
- [3–5]+ years in credit management, AR, or financial risk roles
- Strong analysis, communication, and negotiation skills
- ERP/credit software proficiency (e.g., [your stack])
Perks & Benefits
- Medical, dental, vision + company-paid [life/LTD]
- 401(k) with match
- PTO: [X] days + [X] holidays + [flex/volunteer day]
- Professional growth with mentorship and certification support
Our Hiring Process
All applications are reviewed. Expect a WorkScreen.io credit/risk skills assessment, a short exercise (e.g., Excel or case), and two interviews (Finance + partner team). We value transparency—so you’ll hear from us at every stage.
📥 Apply via WorkScreen: [Insert WorkScreen.io link]
Let WorkScreen Handle the Next Step of Hiring
Writing a strong job description is only the first step. Once your Credit Manager job post starts attracting candidates, the next challenge is figuring out who’s truly the best fit. That’s where WorkScreen.io comes in.
With WorkScreen, you can:
- Quickly identify your most promising candidates.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Easily run one-click skill tests.
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Eliminate low-effort applicants.
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Check Out WorkScreen.io today →
👉 Combine a compelling job description with WorkScreen’s smart evaluation process, and you’ll save time, avoid costly mis-hires, and feel confident that you’ve found the right person for your team.
Credit Manager Job Description - FAQs
A Credit Analyst typically evaluates individual customer or client creditworthiness—reviewing financial statements, ratios, and risk factors to make recommendations. A Credit Manager, on the other hand, oversees the entire credit function. They manage policies, approve limits, lead collections, and often supervise analysts or AR staff. Analysts focus on the data, while managers balance strategy, policy, and leadership.
The strongest Credit Managers combine:
- Analytical ability — interpreting financial data and credit risk
- Decision-making — setting terms, approving limits, and enforcing policies
- Communication & negotiation — handling sensitive customer conversations
- Leadership — guiding AR or analyst teams
- Commercial judgment — balancing risk with business growth opportunities
Compensation varies by location, company size, and industry, but in the U.S., Credit Managers typically earn between $65,000 and $95,000 per year. Senior-level roles at larger organizations can exceed $110,000, while entry-level or junior managers may start closer to $55,000–$65,000.
While their primary role is risk control, a good Credit Manager also enables growth by setting smart credit policies that allow the sales team to extend terms responsibly. They act as a strategic partner—protecting cash flow while ensuring that credit decisions support, not block, business opportunities.
