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If you’ve Googled “Data Manager job description,” you’ve probably seen a hundred versions of the same thing.
Bullet points. Buzzwords. No real personality.
You’ll get a list of tasks like “manage databases,” “ensure data integrity,” and “collaborate with stakeholders.” And while technically accurate, these posts completely miss the point.
They don’t reflect the strategic role a Data Manager actually plays.
They don’t inspire qualified candidates.
And—worst of all—they don’t convert.
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.
Here’s the truth: Top data professionals aren’t just looking for tasks.
They want to know what mission they’re supporting.
What tools they’ll use.
How much impact they’ll have.
And whether your team treats data as a business asset—or an afterthought.
If your job post reads like a checklist, the best candidates will scroll right past it.
The good news? You don’t need to be a copywriter to fix this. You just need the right structure—and a bit of intentionality.
So if you’re hiring a Data Manager and want to attract someone great, not just someone available, this guide is for you.
We’ll cover:
- A plain-English definition of the role
- Two high-performing, human-first job description templates
- Why they work (and why generic posts fail)
- A teardown of a “bad” Data Manager post
- Advanced tips (privacy notes, flex time, Loom videos)
- Responsible ways to use AI in writing JD’s
- A copy-paste starter kit, plus a WorkScreen.io CTA to streamline evaluation
Ready? Let’s dive in.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What a Data Manager Actually Does - Their Roles
A Data Manager is the person who makes sure your company’s data is reliable, organized, secure, and actually useful.
They don’t just maintain databases—they build the systems that turn raw data into trusted insights for decision-making.
They ensure your dashboards tell the truth.
They help you avoid messy compliance issues.
And they make sure every department—from marketing to finance—can get the data they need, when they need it.
A great Data Manager is equal parts technologist, project manager, and data guardian.
They know how to work with tools like SQL, Python, BI platforms, and cloud data warehouses—but they also know how to talk to stakeholders who don’t speak “data.”
At their core, Data Managers protect the integrity of your company’s information—and help you unlock its value.
Two Great Data Manager Job Description Templates
✅ Job Post Template #1: Experienced Data Manager
📌 Job Title: Data Manager @ InsightFlow (Remote, US-Based)
💼 Full-Time | Remote-First | $90 K – $115 K + Stock Options | Flexible Hours
🎥 Meet Your Future Team
Watch a 90-second Loom from our CTO, Alex Rivera, on why this role matters and how our data stack is evolving.
[Loom link]
About InsightFlow
InsightFlow is a Series B SaaS platform helping 10,000+ small businesses automate back-office tasks with AI-powered workflows. We’re ~80 people, fully distributed across the U.S. and Canada, and backed by Accel and Lightspeed. Data is our heartbeat: marketing, product, and customer success all rely on a single source of truth—and that’s what you’ll own.
What You’ll Do
- Architect and maintain our Snowflake warehouse and dbt models
- Lead ELT pipelines (Fivetran, Airflow) and keep data 99.9 % reliable
- Build self-serve Looker dashboards for Product & GTM teams
- Establish data governance (naming, access, documentation)
- Drive SOC 2 & GDPR compliance initiatives company-wide
- Mentor two analytics engineers and grow the function
What We’re Looking For
- 3–5+ yrs owning a modern cloud data stack (Snowflake/BigQuery, dbt)
- Expert SQL plus solid Python for orchestration or analysis
- Stellar comms—translate data speak for non-technical stakeholders
- Bonus: experience in a high-growth SaaS environment
Perks & Benefits
- 100 % employer-paid medical, dental, vision (U.S.)
- 401(k) with 4 % match
- $1,500 annual learning stipend + paid certifications
- New-hire home-office budget ($1,000)
- Flexible PTO (minimum 15 days encouraged)
- Twice-a-year in-person team retreats
Why This Role Is a Great Fit
At InsightFlow you’ll own data end-to-end, not just maintain someone else’s dashboards. You’ll shape strategy for a product used by thousands, with leadership that cares about clean, trusted metrics—not vanity numbers. Your work will be visible, valued, and rewarded with real equity.
How to Apply
We hire through WorkScreen.io to keep things fair and skills-first. Skip the cover letter—just complete a 15-minute data challenge so we can see your superpower in action.
👉 [WorkScreen link]
🪄 Job Post Template #2: Junior / Train-to-Grow Data Manager
📌 Job Title: Junior Data Manager @ EduBridge Foundation (Hybrid, Nairobi)
💼 Full-Time | 3 days onsite, 2 days remote | KES 80,000 – 100,000 / month
🎥 Hear from Our Programs Director
Watch a 2-minute video from Faith Wanjiku on how better data helps 40,000 students each year.
[YouTube link]
About EduBridge Foundation
EduBridge is a Kenyan nonprofit launched in 2011 that provides scholarships, mentorship, and digital-skills training to underserved youth across East Africa. Accurate, timely data lets us prove impact to donors and tailor support for every student—we’re looking for a detail-obsessed Data Manager to make that possible.
What You’ll Be Doing
- Clean and validate program data in Google Sheets & BigQuery
- Learn SQL and Tableau (we’ll pay for training)
- Support monitoring & evaluation reports for donor audits
- Spot data gaps and suggest process improvements
- Coordinate with field officers to standardize data collection
What We’re Looking For
- Sharp eye for detail and love of organized spreadsheets
- Demonstrated curiosity—maybe you’ve taught yourself Excel formulas or taken a free SQL course
- Strong communication skills; Swahili fluency a plus
- Bonus: volunteer or internship experience in admin/data roles
Perks & Benefits
- NHIF plus private inpatient cover
- 20 annual leave days + 5 flex “impact” days for volunteering
- Tuition reimbursement for approved data courses & certifications
- Monthly commuter stipend and laptop provided
- Catered team lunch every Wednesday
Why This Role Is a Great Fit
You’ll be trained by seasoned data mentors and see your work directly improve educational outcomes. We promote internally—our last two junior hires are now analysts managing their own projects. If you’re eager to build a data career that changes lives, you’ll thrive here.
How to Apply
We use WorkScreen.io for a quick, fair skills evaluation. It’s a 20-minute exercise that lets you show potential—no long CV needed.
👉 [WorkScreen link]
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
Why These Data Manager Job Posts Work (and Convert)
These two examples don’t just sound better—they perform better. Here’s a breakdown of why they attract more serious, qualified applicants (and why generic posts fail).
✅ 1. The Job Titles Are Clear and Specific
Instead of “Data Manager” on its own, the titles include:
- The company name
- The working style (remote/hybrid)
- A hook about the mission or role (“We’ll Train You,” “SaaS Startup”)
This improves relevance and helps your post stand out in search results, especially when job boards are crowded with copy-paste listings.
✅ 2. The Intros Feel Human and Mission-Driven
Both posts open with a quick video message from someone on the team (CTO or Programs Director), which adds a real human face to the opportunity.
The written intros tell a story. They explain:
- What the company does
- Why the role matters
- How the applicant’s work contributes to a bigger mission
This is what draws in thoughtful, purpose-driven candidates—especially the ones who care about what they’re joining, not just what they’re doing.
✅ 3. The Responsibilities Show Impact, Not Just Tasks
Most job posts say things like “manage databases.”
These say things like:
- “Make insights easier to access across the company”
- “Prove impact to donors and tailor support for students”
It gives meaning to the work. The candidate can picture themselves doing something valuable—not just checking boxes.
✅ 4. Transparency Builds Trust
Both job posts include:
- Clear compensation ranges
- Work setup (remote, hybrid, flexible hours)
- Exact benefits offered
When companies hide this info, it creates friction. When they’re open about it, it builds credibility and attracts applicants who are genuinely aligned.
✅ 5. Perks and Culture Aren’t Just Claimed—They’re Shown
These posts don’t say “we value growth.”
They show it: training stipends, mentorship, promotion stories, team retreats.
They don’t just say “we’re flexible.”
They prove it with flex hours, hybrid setups, and leave policies.
These kinds of real-world details resonate far more than generic culture claims.
✅ 6. The Hiring Process Is Clear and Respectful
Each post explains what to expect:
- A short WorkScreen evaluation (no cover letter)
- No black-box process—candidates know when and how they’ll be contacted
- For junior roles: no need for a polished résumé or perfect background
It makes your company feel organized, modern, and considerate. That’s rare—and it leaves a strong first impression.
✅ 7. The Tone Is Conversational, Not Robotic
The language is:
- Direct but warm
- Friendly but professional
- Clear but not sterile
That tone signals that your company knows how to communicate—internally and externally. It also makes your post more memorable in a sea of bland listings.
✅ 8. Each Post Is Tailored to the Type of Candidate
- The InsightFlow post speaks to someone technical and strategic who wants ownership.
- The EduBridge post speaks to someone curious, reliable, and excited to learn.
You’re not trying to attract everyone. You’re speaking directly to the right person.
Example of a Bad Data Manager Job Description (and Why it Fails)
📌 Job Title: Data Manager
Company: AlphaTech Solutions
Location: Nairobi, Kenya
Job Type: Full-Time
Application Deadline: August 15, 2025
Job Summary
AlphaTech Solutions is looking for a Data Manager to oversee data processes within the organization. The ideal candidate will be responsible for managing data collection, storage, and analysis to support business functions.
Key Responsibilities
- Maintain and update databases
- Ensure data integrity and accuracy
- Prepare reports and dashboards as needed
- Collaborate with various departments on data needs
- Adhere to company data policies and guidelines
Requirements
- Bachelor’s degree in Information Technology or related field
- 3+ years of data management experience
- Strong knowledge of Microsoft Excel
- Ability to work independently and meet deadlines
How to Apply
Interested candidates should send their CV and cover letter to hr@alphatech.com by the deadline. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Too Generic
“Data Manager” is fine in theory, but without context, it’s lifeless. It doesn’t say:
- What industry it’s in
- What kind of data
- What kind of company or mission is behind the role
A better title could be:
“Data Manager for Tech-Enabled Logistics Firm (Nairobi)” — now it’s clearer, more targeted, and more relevant.
2. The Introduction Is Cold and Uninspired
The summary could be copy-pasted into any company in any sector. There’s no mention of:
- What AlphaTech does
- Why data is important to their mission
- What makes this role impactful or exciting
Without any narrative, it’s just a list of duties. Top candidates want to feel something. This feels like an HR form.
3. No Salary or Benefits Listed
Failing to include compensation details makes the company seem outdated and non-transparent.
Great candidates expect clarity—leaving out salary narrows your applicant pool to those who are willing to guess.
Also missing: any mention of perks, team culture, career growth, or values.
4. Responsibilities Are Vague and Boring
“Maintain and update databases” gives no context on:
- What kind of data
- Which tools are used
- What the business outcomes are
It’s task-oriented, not impact-oriented. There’s no motivation to apply.
5. Requirements Feel Rigid and Dated
Listing “Bachelor’s degree” first and nothing about mindset, learning ability, or adaptability can exclude great non-traditional candidates.
Also, “strong Excel knowledge” is outdated if your stack includes cloud warehouses or BI tools—but there’s no clarity.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends the message:
“We don’t value your time. Don’t expect a reply unless we like your CV.”
That tone might have flown 10 years ago—but today, it hurts your brand and deters thoughtful applicants.
7. No Personality in the Call to Action
“Send CV and cover letter” is passive and uninspiring. There’s no encouragement, no explanation of the next steps, and no human touch.
A better CTA would be:
“We use WorkScreen.io to keep the process fair and transparent. Apply below—no cover letter needed.”
Bottom line?
This job post checks boxes but fails to sell the opportunity. It feels like a formality, not an invitation. And that’s exactly why the best candidates won’t apply.
Bonus Tips to Make Your Job Description Stand Out
Once you’ve nailed the structure, here are a few high-impact details that most companies forget—but great candidates definitely notice:
✅ 1. Add a Security & Privacy Notice to Build Trust
With so many hiring scams online, job seekers are cautious—and rightly so. Add a short statement in your job post to make candidates feel safe applying.
Example:
🔒 Important Notice: We take the privacy and security of all job applicants seriously. We will never ask for payment, bank details, or personal financial information at any stage of the hiring process.
This small line can go a long way in building credibility and reducing drop-off.
✅ 2. Mention Leave Days or Flex Time
Work-life balance matters more than ever. Including specific time-off policies shows you respect people’s boundaries.
Example:
🌴 We offer 20 annual leave days and 5 additional flex days to recharge or volunteer. Use them however you need—we trust you to manage your time.
Even a single sentence about time off shows you value wellness, not just output.
✅ 3. Highlight Training & Growth Opportunities
Great candidates want to grow. If you invest in professional development, say so.
Example:
📚 We cover the cost of certifications and give every team member a KES 50,000/year learning stipend. Whether it’s a course, a book, or a bootcamp—we’ve got you.
This signals long-term thinking, and shows that you’re not just hiring a role—you’re developing a person.
✅ 4. Add a Video From the Hiring Manager or CEO
Even a 60–90 second Loom or YouTube video can make a big impact. It humanizes your company, sets expectations, and creates instant connection.
What to include in the video:
- Why this role matters
- What kind of person will thrive
- A brief intro to the team or culture
Don’t worry about being polished. Being authentic is 10× more powerful than being perfect.
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. Reinforce That You’ll Actually Respond
Many job seekers never hear back from employers. So if you do better—say so in your job post.
Example:
🙌 We read every application and respond to all candidates—no ghosting here. Expect to hear from us within 1–2 weeks of applying.
This positions your company as organized, respectful, and human. And that’s rare in recruiting.
Should You Use AI to Write Job Descriptions?
It’s tempting, right?
Click a button, generate a job post in seconds, and boom—you’re done.
In fact, many platforms like Workable, Manatal, and Breezy HR now offer AI-generated job descriptions with one-click templates.
But here’s the truth:
The fastest way to ruin a great hire is to post a generic job description.
❌ Why You Shouldn’t Rely on AI Alone
Using AI without any input or context will almost always lead to the same result:
- Boring, lifeless job posts that say nothing specific about your company
- Buzzword-heavy language that looks impressive but says very little
- Generic templates that attract the wrong people—or worse, no one at all
And most of all, these AI-generated job posts completely fail to reflect your values, team culture, or mission—the very things that attract high-quality, aligned candidates.
✅ The Smart Way to Use AI for Job Posts
AI can be a powerful assistant, not a substitute.
You just have to give it the right raw ingredients first.
Here’s how to use it responsibly:
✏️ Step 1: Start with Real Information
Before prompting AI, write down:
- What your company actually does
- Why this role matters
- What tools, systems, or values are relevant
- What kind of person succeeds in the role
- What your hiring process looks like
- What perks or benefits you offer
Even if it’s messy or bullet points—that’s fine. This is your foundation.
🤖 Step 2: Give AI a Structured Prompt
Then give AI a detailed prompt like this:
“Help me write a job post for our company, InsightFlow. We’re hiring a Data Manager to help us scale our analytics infrastructure and deliver clean, reliable insights to product and marketing teams. Our culture is remote-first, results-oriented, and we value transparency and ownership. We offer flexible hours, a learning stipend, equity, and full medical coverage. Here’s a rough outline I’ve written with key responsibilities and team info. Can you turn it into a compelling, conversational job post with clear structure and warm tone?”
Then paste in your notes or outline.
🎯 Step 3: Use AI to Polish, Not Generate From Scratch
Once AI gives you a draft:
- Edit it to sound like your company
- Add a real human touch—like a Loom video or CTA that reflects your process
- Double-check for clarity, clichés, and voice
Think of AI like Grammarly + Canva + a junior writer rolled into one: great for structure and flow, but it still needs you to bring authenticity and clarity.
Bottom Line?
Don’t delegate your first impression to a robot.
Use AI to sharpen your message—not replace your voice.
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.
Need a Quick Copy-Paste Job Description?
✅ Option 1 – Conversational, Culture-First (Experienced Hire)
📌 Job Title: Data Manager @ [Company Name] (Remote / [Location])
💼 Job Type: Full-Time | Flexible Hours | Salary: [Insert Range]
🎥 Meet the Team
Watch a 90-second Loom from our [CTO / Hiring Manager] on why this role matters and how our data stack is evolving.
[Loom link]
Who We Are
At [Company Name], we help [one-line mission/industry]. We’re a remote-first team that values clean data, transparency, and collaboration across functions. We believe data is the fuel behind every smart decision—and we need someone to own that engine.
What You’ll Do
- Build and maintain our cloud data infrastructure (Snowflake, BigQuery, etc.)
- Own dbt models, dashboards, and ELT pipelines
- Collaborate with product, marketing, and exec teams to drive insight
- Enforce data governance, quality checks, and documentation standards
- Mentor junior analysts as we grow
What We’re Looking For
- 3–5+ years in a data-focused role
- SQL mastery + experience with BI tools (Looker, Tableau, etc.)
- Strong communicator—comfortable explaining insights to non-technical teams
- Bonus: Python, Fivetran, Airflow, GDPR or SOC 2 exposure
Perks & Benefits
- [List your actual benefits here: health, PTO, equity, stipends, etc.]
Why This Role Is a Great Fit
This isn’t a “keep the lights on” data job. You’ll build the foundation for smarter decisions across the company—and your work will directly shape our growth. We value autonomy, ownership, and results.
How to Apply
We use WorkScreen.io to keep hiring fair and skills-first. Click below to complete a short, practical evaluation—no cover letter required.
👉 [WorkScreen link]
🪄 Option 2 – Structured “Job Brief + Responsibilities + Requirements” (Traditional Format)
Job Title: Data Manager
Company: [Company Name]
Location: [City or Remote]
Job Type: [Full-Time]
Salary Range: [Insert Range]
🎥 Hear from the Hiring Manager
A quick 60-second intro video explaining the impact of this role and what success looks like.
[Video link]
Job Summary
[Company Name] seeks a Data Manager to develop and maintain our data systems, ensuring quality, accessibility, and governance that empower every department to make smarter decisions.
Key Responsibilities
- Develop and maintain ETL pipelines and data-warehouse infrastructure
- Implement and monitor data validation and quality checks
- Collaborate with business teams to gather data needs and deliver reports
- Manage access controls and ensure compliance with data-privacy policies
- Document data structures, processes, and metrics for long-term use
Required Qualifications
- Bachelor’s degree in Computer Science, Data Science, or related field
- 3+ years in data management or analytics
- Advanced SQL knowledge; experience with BI tools and cloud databases
- Excellent analytical and problem-solving skills
Preferred Skills
- Familiarity with dbt, Airflow, or similar tools
- Knowledge of compliance frameworks (GDPR, HIPAA, etc.)
Benefits
[List benefits clearly: medical, PTO, training stipend, etc.]
Application Process
We hire through WorkScreen.io to evaluate real-world skills, not just résumés. Apply via the link below; the process includes a brief data task and a structured follow-up.
👉 [WorkScreen link]
What Happens After You Write a Job Post? Let Workscreen Handle the Rest
Writing a strong job description is step one. But what happens once the applications start rolling in?
If you’re still stuck sorting through a pile of résumés, guessing who’s legit and who just sounds good on paper—you’re doing way too much work manually.
That’s where WorkScreen.io comes in.
🎯 WorkScreen helps you:
✅ Quickly identify your best candidates
WorkScreen automatically evaluates applicants using short, real-world challenges.
Then it scores and ranks them on a performance-based leaderboard, so you know exactly who to move forward—without second-guessing.
✅ Focus on skills—not polished CVs
Anyone can talk a big game on a résumé. WorkScreen helps you test for real ability from the start—especially useful for roles where execution matters more than credentials.
✅ Filter out low-effort, AI-generated, or one-click applicants
Job seekers are using AI tools like Parakeet, Beyz, and ChatGPT to mass-apply with polished answers.
WorkScreen protects your pipeline by detecting who actually shows up—not just who sounds good.
✅ Save hours of screening time
Instead of reviewing every CV manually or running multiple interviews just to “see if they’re competent,” WorkScreen gives you instant clarity—who’s great, who’s not, and who’s worth your time.
🛠️ Built for teams that care about smart hiring
Whether you’re hiring your first data manager or scaling a 50-person team, WorkScreen helps you:
- Avoid hiring mistakes
- Move faster
- And hire with confidence
Write a better job post. Share your custom apply link. Let WorkScreen do the heavy lifting—and start hiring smarter, not harder.
FAQ
A strong Data Manager blends technical expertise with communication and leadership skills. Here’s what to look for:
- Technical Skills:
SQL proficiency, data modeling, experience with cloud data warehouses (e.g. Snowflake, BigQuery), ETL tools (dbt, Fivetran, Airflow), and BI platforms (Looker, Tableau, Power BI). - Governance & Compliance:
Knowledge of data privacy laws (GDPR, HIPAA), data security best practices, and ability to enforce naming conventions, access controls, and documentation standards. - Analytical Mindset:
Ability to translate messy data into actionable insights—and guide business decisions with clarity. - Cross-Functional Communication:
Can work closely with non-technical teams and make complex data understandable. - Project Ownership:
Experience leading data projects end-to-end, with accountability for results.
Salaries vary based on experience, industry, and location. Below are general ranges:
- United States:
$85,000 – $120,000/year
(Higher in tech hubs like San Francisco or NYC) - United Kingdom:
£45,000 – £70,000/year - Kenya:
KES 120,000 – 250,000/month
(In Nairobi or regional offices for nonprofits or fintechs) - Remote (Global SaaS/Startups):
$90,000+ with added benefits like equity, stipends, and flexible hours
Tip: Always include a salary range in your job post. Transparency helps attract the right talent and builds early trust.
Some of the most in-demand tools and platforms today include:
- Cloud Warehouses: Snowflake, BigQuery, Redshift
- ETL/ELT: dbt, Fivetran, Stitch, Airbyte, Airflow
- BI Tools: Looker, Tableau, Power BI, Metabase
- Data Orchestration & QA: Great Expectations, Dagster
- Languages: SQL (must-have), Python or R (bonus)
The right tools depend on your stack—but candidates with exposure to modern data tooling are more adaptable and productive.
It depends on your goals:
- Hire a Data Analyst if you need dashboards, reporting, and insight generation from existing tools and structures.
- Hire a Data Manager if you need someone to own the data architecture, improve data quality, implement governance, and enable analytics at scale.
If you don’t yet have a proper data foundation, hiring a manager-level candidate first can help set your systems up for long-term success.
- Proactive problem-solving — spotting issues before they affect decision-making
- Collaboration — working across teams with humility and clarity
- Attention to detail — tiny errors in data can have massive downstream effects
- Accountability — owning outcomes, not just outputs
- Curiosity — constantly learning new tools and refining systems
Soft skills are what make a technically capable data manager become indispensable to your business.
Instead of relying solely on interviews and resumes, use tools like WorkScreen.io to test real-world ability. You can:
- Give candidates a short SQL or data-cleaning task
- Ask them to interpret a messy dataset and suggest improvements
- Evaluate their ability to communicate findings in a non-technical way
A quick skills-based assessment saves time and reveals whether they can actually do the job, not just talk about it.
