Share
If you’ve ever Googled “Data Manager job description,” you’ve probably seen the same recycled format repeated across dozens of websites:
A long list of tasks. Buzzwords like “data governance” and “stakeholder alignment.” And a robotic tone that feels more like a compliance document than a real hiring tool.
Here’s the problem: those job posts don’t attract top candidates—they repel them.
Top-tier data professionals aren’t just looking for a list of responsibilities. They want to know:
- What kind of impact will they make?
- What kind of data challenges will they tackle?
- Who will they work with—and why does the role matter?
If your job description doesn’t answer those questions, the best candidates will scroll right past you.
Before we dive into templates and examples, we strongly recommend reading 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/ if you haven’t already. It breaks down why most job descriptions fall flat—and how to fix them with clarity, transparency, and personality.
Now, let’s talk about what a Data Manager actually does—and how to write a job post that attracts one.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What Does a Data Manager Actually Do? Their Role
A Data Manager is the person who keeps your organization’s data clean, organized, secure, and useful.
They’re responsible for collecting, storing, protecting, and analyzing data—so that teams can make smarter decisions. But they’re not just technical support. A great Data Manager is part strategist, part guardian, and part translator. They help your company turn raw information into actionable insights—and make sure the data people rely on is accurate and well-managed.
They often work closely with operations, IT, marketing, finance, or compliance teams, depending on your industry. And in today’s world—where every company is drowning in data—their work is absolutely mission-critical.
More than just managing spreadsheets or dashboards, Data Managers:
- Build data systems and processes
- Ensure privacy and compliance
- Help teams find the answers they need
- Prevent data chaos before it starts
In short, if your business relies on information to run, you need a data manager who treats that information like an asset—not an afterthought.
Two Great Data Manager Job Description Templates
Option 1: Experienced Data Manager
Job Title: Data Manager for a Fast-Growing Health Analytics Startup
Company: WellStat Health (Remote or Hybrid – Austin, TX)
Type: Full-Time | Mid to Senior Level
Salary Range: $85,000–$105,000/year + Equity Options
A quick word from our Head of Data: [Insert Loom or YouTube link]
Who We Are
At WellStat Health, we’re on a mission to help healthcare providers make faster, smarter decisions using real-time analytics. Our platform supports over 300 clinics across the U.S., helping them uncover trends, reduce costs, and improve patient outcomes through data. We’re a team of engineers, clinicians, and analysts who care deeply about solving real-world healthcare problems—and we’re growing fast.
Why This Role Matters
As our first dedicated Data Manager, you won’t just keep our data in check—you’ll shape how our entire company uses it. You’ll work with our CTO, product managers, and client success teams to make sure our internal data flows are reliable, secure, and scalable. If you love solving messy data problems, building systems from the ground up, and turning complexity into clarity—this is the role for you.
What You’ll Be Doing
- Own and improve our data infrastructure (ETL pipelines, storage, governance)
- Build processes that keep our internal analytics clean, consistent, and trustworthy
- Partner with engineering to ensure data quality across the product
- Define and enforce data security, privacy, and compliance standards (HIPAA)
- Support ad hoc data analysis for leadership and client teams
- Mentor junior data team members and help shape our data strategy
What We’re Looking For
- 3+ years in data management, engineering, or analytics
- Experience with modern data stacks (e.g., dbt, Snowflake, Airflow)
- Strong SQL and data modeling skills
- Comfortable navigating both structured and unstructured data
- Bonus: experience in healthcare or compliance-heavy environments
- Excellent communicator who can translate technical details into business value
Perks & Benefits
- Remote-friendly culture + optional coworking stipend
- 401(k) with employer match
- Health, dental & vision insurance
- Generous PTO (unlimited, minimum 15 days/year encouraged)
- Learning & development stipend ($1,000/year)
What to Expect From Our Hiring Process
We respect your time and effort. That’s why:
- Every application is reviewed by a real person
- We keep you updated at every stage
- Final candidates go through a short skills test via WorkScreen.io
- No ghosting—every applicant gets a response
How to Apply
Apply through our WorkScreen link: [Insert URL]
You’ll complete a quick evaluation designed to help us understand your strengths—so we can focus on what really matters: your ability to do great work.
Option 2: Junior Data Manager (Entry-Level)
Job Title: Junior Data Manager – No Experience Needed (We’ll Train You)
Company: WellStat Health (Remote or Austin, TX)
Type: Full-Time | Entry-Level
Salary: $55,000–$65,000/year + Benefits
Meet the Team You’ll Be Joining: [Insert Loom or YouTube link]
Who We Are
At WellStat Health, we help healthcare providers make faster, smarter decisions using real-time analytics. Our platform supports over 300 clinics across the U.S., helping them uncover trends, reduce costs, and improve patient outcomes through data. We’re a mission-driven team of engineers, clinicians, and analysts, and we believe that great data should lead to better healthcare for everyone.
Why This Role Is a Great Fit
You don’t need to have a background in data—we’ll teach you everything you need to know. If you’re organized, curious, and love solving problems, this is your opportunity to break into one of the most in-demand fields in tech and healthcare. You’ll get hands-on experience, learn directly from experienced mentors, and play a key role in helping teams make better decisions with clean, well-managed data.
What You’ll Be Doing
- Maintain and update internal databases with accuracy and consistency
- Assist with reporting, dashboards, and ad hoc data requests
- Learn tools like SQL, dbt, Tableau, and others used in modern data teams
- Help identify and fix data quality issues
- Collaborate with team members to document workflows and processes
- Support basic data security and compliance procedures
What We’re Looking For
- Strong attention to detail and willingness to learn
- Comfortable working with spreadsheets (Excel or Google Sheets)
- Curious, organized, and proactive mindset
- Strong written and verbal communication
- Bonus: Any exposure to data concepts, coursework, or personal projects
Perks & Benefits
- Remote-friendly work culture with optional coworking support
- Comprehensive health, dental, and vision coverage
- 401(k) with employer match
- Generous PTO with a minimum of 15 days per year encouraged
- $1,000/year learning and development stipend
- Paid certifications and mentorship programs to help you grow
Our Hiring Process
We know how frustrating the job hunt can be—so we keep things respectful, fair, and clear:
- Every application is reviewed by a real person
- You’ll hear back from us within 7–10 business days
- Shortlisted candidates complete a quick skills evaluation via WorkScreen
- We’ll communicate at every stage—no ghosting
How to Apply
Apply now through this link: [Insert WorkScreen URL]
You’ll go through a simple, fair evaluation that helps us understand your strengths—no resume black holes, no keyword games. Just real people, looking for real potential.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These Data Manager Job Descriptions Actually Work
Here’s a breakdown of what makes both of these Data Manager job posts effective—and why they’re likely to attract high-quality candidates who are a great fit:
1. The Job Titles Are Clear, Specific, and Candidate-Focused
Instead of vague labels like “Data Manager” or “Data Admin,” both posts include qualifiers:
- “Data Manager for a Fast-Growing Health Analytics Startup” speaks directly to candidates who want purpose and growth.
- “Junior Data Manager – No Experience Needed (We’ll Train You)” instantly appeals to entry-level job seekers and career switchers. It removes intimidation and sparks curiosity.
Why it works: A strong title increases click-through rates and helps the right people self-identify quickly.
2. The Introductions Build Context and Connection
Rather than starting with a robotic company summary, both job posts begin by answering:
- What does this company do?
- Why does this role exist?
- What kind of person would thrive here?
This makes the opportunity feel real, human, and purposeful—not like it was copied from a template.
3. Salary Transparency Builds Trust
Both posts include clear salary ranges upfront, which:
- Saves time for everyone
- Attracts serious, informed applicants
- Builds credibility in a hiring landscape where transparency is now expected
No guessing. No wasted interviews.
4. Responsibilities Are Framed Around Impact, Not Tasks
Instead of saying “maintain data pipelines,” the posts explain why those tasks matter:
- “Support monthly reporting for teams”
- “Keep internal analytics clean, consistent, and trustworthy”
- “Help shape our data strategy”
Why it works: Candidates want to know the why behind the work. It helps them envision their contribution, not just the to-do list.
5. The Posts Show Culture Without Overhyping It
Culture isn’t just stated—it’s shown through:
- Personal language (“we’ll train you,” “we believe in mentoring”)
- Direct team videos
- Warm, inclusive phrasing
The company feels like a place people would want to work—without trying too hard to be trendy.
6. The Hiring Process Is Transparent and Respectful
Both posts make this clear:
- Every application is reviewed
- There’s a skills-based evaluation (via WorkScreen)
- No ghosting—everyone hears back
Why it works: Candidates have been burned before. When you clearly outline what happens after they apply, you reduce anxiety and build goodwill.
7. The Junior Role Encourages Learners, Not Just Experts
The second post specifically says:
“No experience needed—we’ll train you.”
This widens your talent pool by:
- Attracting people with transferable skills
- Removing unnecessary barriers (like requiring a CS degree)
- Creating a fairer, more inclusive hiring process
8. Personal Video Adds Trust and Warmth
The video links from the Head of Data or the hiring team make these job posts feel personal and authentic. It’s a subtle way to stand out in a sea of lifeless listings.
Example of a Bad Data Manager Job Description
Job Title: Data Manager
Company: HealthData Inc.
Type: Full-Time
Location: Remote
Application Deadline: August 30, 2025
Job Summary
HealthData Inc. is seeking a Data Manager to oversee data systems, ensure compliance, and manage reporting. The ideal candidate will work cross-functionally to support organizational goals and improve data outcomes.
Key Responsibilities
- Manage and maintain data systems
- Ensure data accuracy and compliance
- Coordinate with internal teams
- Generate and review reports
- Assist with internal data audits
Requirements
- Bachelor’s degree in Data Science, Computer Science, or related field
- 3–5 years of experience in data management
- Familiarity with SQL and Microsoft Excel
- Strong communication and analytical skills
How to Apply
Please send your CV and cover letter to hr@healthdata.com by August 30, 2025. Only shortlisted candidates will be contacted.
Why This Job Post Falls Flat
1. The Title Is Vague and Uninspired
“Data Manager” gives no indication of who the role is for, what industry it serves, or why it matters. It sounds like it could apply to any company in any sector.
2. The Intro Is Cold and Generic
There’s no context about the company’s mission, industry, or team. It reads like it was written by HR software, not a real person. There’s no hook to make a qualified candidate care.
3. No Salary or Perks Listed
Omitting salary is a red flag in 2025—it suggests a lack of transparency or competitiveness. There’s also no mention of benefits, PTO, flexibility, or professional growth.
4. Tasks Are Vague and Repetitive
“Manage data systems” and “generate reports” don’t help a candidate picture what they’ll be doing or what success looks like. There’s no specificity or value communicated.
5. Culture and Values Are Nowhere to Be Found
There’s no insight into how the team works, what they care about, or what it’s like to be part of the company. Nothing to help someone assess whether they’ll belong or thrive.
6. The Hiring Process Feels Dismissive
The line “Only shortlisted candidates will be contacted” is a red flag. It implies ghosting is the norm—and instantly lowers the candidate experience.
7. No Personality in the Call to Action
There’s no encouragement, no warmth, and no sense of urgency or enthusiasm. It’s just: send an email and hope for the best.
Bottom Line:
This kind of job post doesn’t just fail to attract great candidates—it actively drives them away. It looks outdated, indifferent, and forgettable. Even if the role itself is exciting, the way it’s presented here kills all momentum.
Bonus Tips to Make Your Data Manager Job Post Stand Out
If you want to go beyond “good enough” and truly grab the attention of top candidates, here are a few extra touches you can include in your job description. These small details make a big difference in how your role is perceived—and how much trust you build from the very first click.
🔒 1. Add a Security & Privacy Notice for Applicants
In today’s job market, candidates are wary of scams and phishing attempts—especially in remote roles. Add a quick reassurance like this at the end of your job post:
IMPORTANT NOTICE:
We take the privacy and security of our applicants seriously. We will never ask for payment, banking details, or sensitive personal information during any stage of the hiring process.
📌 Why it works: It builds trust, shows professionalism, and helps candidates feel safe applying to your role.
🛌 2. Mention Leave Days or Flex Time
Your benefits aren’t just about healthcare. Many candidates—especially post-pandemic—are prioritizing time off, mental health, and flexibility. Include something like:
“Enjoy 15+ days of paid time off each year, plus flexible working hours so you can recharge and come back strong.”
📌 Why it works: It shows you respect work-life balance, which is a huge draw for top talent.
📈 3. Highlight Growth & Training Opportunities
Even experienced hires want to know they won’t stagnate. And for junior candidates, growth is often more important than salary.
Include a line like:
“We offer hands-on training, paid certifications, and a $1,000/year learning stipend to support your development and help you level up your career.”
📌 Why it works: High-potential candidates are looking for long-term fit—not just a job, but a path.
🎥 4. Add a Loom or YouTube Video
A 60-second video from the hiring manager or team gives your post a human face. It builds connection and lets candidates see who they’ll be working with. For example:
“Want to hear what it’s like to work with us? Here’s a quick intro from our Head of Data: [Insert link]”
📌 Why it works: Video makes your post stand out visually, increases engagement, and makes your company feel real—not just another logo on a job board.
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. Use “We” and “You” Language, Not Just “The Company” and “The Candidate”
✅ “We’re looking for someone who…”
✅ “You’ll be helping us…”
🚫 “The company seeks a qualified applicant who…”
📌 Why it works: Writing in a conversational tone makes the post feel more personal, more welcoming, and more engaging.
Should You Use AI to Write Your Job Post?
These days, it feels like every platform—LinkedIn, Workable, Manatal—is offering AI-generated job descriptions with the click of a button. And sure, it sounds convenient. But here’s the truth:
Yes, AI can help—but only if you use it the right way.
Why You Shouldn’t Rely on AI Alone
Instant, out-of-the-box job descriptions are tempting, but here’s what happens when you let AI do all the work without your input:
- You get generic, lifeless content that could apply to any company
- It attracts the wrong candidates—people who are spraying résumés, not genuinely interested in your mission
- It makes your brand sound boring, robotic, and forgettable
- It misses key context about your team, values, and goals
Remember: Your job post is your first impression. It’s not just about filling a role—it’s about selling your mission, culture, and why the role matters.
How to Use AI the Right Way
AI isn’t the enemy—it’s a tool. And like any tool, it works best when you guide it with real inputs.
Here’s how to prompt it correctly:
“Help me write a job post for our company, WellStat Health. We’re hiring a Data Manager to help us manage, clean, and scale our internal data systems as we grow.
Our culture is mission-driven, collaborative, and remote-friendly, and we want to attract candidates who are detail-oriented, proactive, and excited about working in healthcare analytics.
We offer a salary range of $85K–$105K, plus equity, health insurance, and unlimited PTO.
We also offer training, mentorship, and fast growth opportunities.
Here’s how our hiring process works: [describe it briefly].
Please write this in a conversational tone and include why the role matters.”
Then, you can say:
“Here are a few notes I’ve written—please help me shape them into a clear, inspiring post: [Paste your rough draft or bullet points]”
Pro tip: You can also give AI a reference post and say, “Write something similar in tone and structure to this one.” That way, it adapts to your style.
Use AI to Polish—Not to Replace
Once you’ve written a thoughtful draft:
- Use AI to improve clarity and tone
- Ask it to shorten or restructure long paragraphs
- Have it suggest alternative phrasing or bullet point formatting
That’s where AI shines. It enhances your writing. But you provide the heart, the context, and the voice.
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 Job Description Template
Job Title: Data Manager for High-Growth Analytics Startup
Type: Full-Time | Remote or Hybrid
Salary: $XXX–$XXX/year + Equity
Who We Are
We’re a fast-growing analytics company helping [solve their problem]. We work with [target audience] to help them make faster, smarter decisions using clean, reliable data.
Why This Role Matters
We’re hiring a Data Manager to help us manage and scale our internal data systems. This isn’t just a maintenance role—you’ll be helping us build our data stack from the ground up, design better processes, and create a culture of clean, trustworthy data.
What You’ll Be Doing
- Build and maintain internal data infrastructure
- Ensure quality and governance across data sources
- Partner with product and engineering teams
- Support internal reporting and strategic decisions
- Help shape data strategy as we scale
What We’re Looking For
- 3+ years experience in data management or analytics
- Strong SQL and data modeling skills
- Familiar with tools like dbt, Snowflake, or similar
- Organized, curious, and comfortable with ambiguity
Perks & Benefits
- Remote work + flexible hours
- Health, dental & vision insurance
- $1K/year learning stipend
- Unlimited PTO (minimum 15 days/year)
- Supportive, fast-moving team
How to Apply
Apply via [WorkScreen link]. We use WorkScreen to run a short skills-based evaluation to help us understand your strengths—so we can focus on talent, not keywords. Every applicant gets a response.
Option 2: Traditional Structure (Job Brief + Responsibilities + Requirements)
Job Title: Data Manager
Location: Remote (US only)
Salary Range: $XXX–$XXX/year
Job Brief
We’re looking for a detail-oriented Data Manager to join our analytics team. You’ll be responsible for maintaining high-quality data pipelines, improving internal data operations, and supporting company-wide reporting initiatives.
This is a great opportunity for someone who enjoys working with structured systems and solving complex data challenges across teams.
Responsibilities
- Manage ETL pipelines and ensure data quality
- Collaborate with engineers to maintain warehouse structure
- Standardize internal dashboards and reporting workflows
- Support internal teams with ad hoc queries
- Maintain documentation and data access protocols
Requirements
- 3+ years in a data-focused role
- Excellent SQL skills and data modeling experience
- Familiar with dbt, Airflow, Snowflake, or equivalent tools
- Strong organizational and communication skills
- Experience working with cross-functional teams
Benefits
- 401(k) with company match
- Medical, dental, vision insurance
- Paid time off and holidays
- Learning & development support
How to Apply
Send your application via [WorkScreen link]. All applicants will be reviewed, and we respond to every submission.
Done Writing Your Job Post? Let WorkScreen Handle the Next Step.
A great job description attracts candidates. But what happens next?
If you’re still sorting through piles of résumés manually, trying to guess who’s actually qualified—or worse, relying on keyword filters—you’re setting yourself up for frustration and missed opportunities.
That’s where WorkScreen.io comes in.
🧠 WorkScreen helps you:
● Instantly Identify Top Candidates
Our platform automatically evaluates every applicant, scores them based on performance, and ranks them on a real-time leaderboard.
You get a clear picture of who stands out—without needing to read every résumé line by line.
● Test for Real-World Skills
WorkScreen allows you to run one-click assessments tied to the role—so you’re evaluating people based on what they can do, not just what they claim.
No more over-relying on degrees, buzzwords, or experience alone.
● Filter Out Low-Effort Applicants
Tired of “one-click” apply spammers and AI-generated cover letters?
WorkScreen helps you focus only on committed, high-effort candidates—the ones who are truly interested and qualified.
🔄 Seamless for You. Fair for Candidates.
You’ll create a WorkScreen job link in minutes—then post it anywhere: LinkedIn, your site, job boards, even WhatsApp.
Candidates get a fair, respectful experience. You get a fast, data-driven way to hire with confidence.
Ready to Make Better Hires—Faster? Create your job post in WorkScreen today, share your unique link, and let the platform handle everything from applicant evaluations to rankings.
FAQ
A data manager typically oversees four core functions:
- Data Collection – Ensuring that the right data is gathered, stored correctly, and is accessible for analysis.
- Data Maintenance – Keeping data accurate, up-to-date, and clean across systems.
- Data Security & Compliance – Protecting data privacy, enforcing access controls, and ensuring regulatory compliance (e.g., HIPAA, GDPR).
- Data Accessibility & Reporting – Making data useful to other teams through dashboards, queries, and reports.
In short, a data manager makes sure the right people have the right data at the right time—safely and reliably.
The roles are related but different:
- Data Managers are responsible for the systems, pipelines, structure, and governance of data. They focus on data quality, security, and operations.
- Data Analysts focus on interpreting data to produce insights, trends, and recommendations for the business.
Think of it this way: a data manager builds and maintains the roads, while a data analyst drives on them to deliver insight.
Look for a mix of technical and soft skills. The best data managers are both systems-oriented and cross-functional.
Top skills include:
- SQL and data modeling
- Familiarity with modern data tools (e.g., dbt, Snowflake, Airflow, Tableau)
- Data governance and security best practices
- Excellent documentation and communication skills
- Ability to collaborate with product, engineering, and operations teams
- Strategic thinking around data workflows and usage
Bonus: Look for curiosity and pattern recognition. Great data managers often solve problems before they’re noticed.
Salaries vary by industry, region, and experience, but here are general benchmarks for the U.S. in 2025:
- Entry-Level / Junior Data Manager: $55,000–$70,000
- Mid-Level Data Manager: $75,000–$95,000
- Senior Data Manager / Data Operations Lead: $100,000–$130,000+
- Specialized Roles in Regulated Industries (e.g., healthcare, finance): May exceed $140K+
Transparent salary bands in your job post will help you attract the right level of candidates and build trust.
Yes—if you’re hiring for potential. Many entry-level roles can be filled by people who are detail-oriented, comfortable with spreadsheets, and eager to learn.
Trainable hires are a smart option if:
- You have strong mentorship in-house
- The data systems are not yet overly complex
- You want to grow talent internally
Just be clear in your job post that you’re open to junior candidates, and offer support for onboarding and upskilling.
You likely need one if:
- Data is spread across too many tools or teams
- Reporting is slow or inconsistent
- You’re dealing with messy spreadsheets instead of reliable dashboards
- You’re storing sensitive data that requires compliance
- You’re scaling and need to future-proof your data operations
If data is critical to your product, performance, or operations—it’s time.
