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If you’ve Googled “event manager job description,” you’ve probably seen the same copy-paste format over and over again. Bullet points. Corporate jargon. A long list of duties no one will remember.
But here’s the problem:
Those posts don’t actually help you attract great candidates.
They’re written to fill space—not to spark interest. They say what the job is, but not why it matters. They tell people what to do, but not what they’ll be part of.
If you want to hire someone who can plan, lead, and execute memorable events—not just check off tasks—you need more than a generic template.
You need a job post that connects.
Before we dive into practical templates, here’s one quick recommendation:
👉 full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/. It breaks down exactly why most job posts fail—and how to fix them.
Now let’s break down what this role really is—and how to write a job description that speaks to the kind of event manager you actually want on your team.
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 An Event Manager Actually Does
An event manager isn’t just someone who “plans events.”
They’re the person who makes your brand visible, your guests feel something, and your team look good. Whether it’s a product launch, internal offsite, trade show, or community event—this role requires a unique mix of creativity, logistics, and calm under pressure.
At a high level, an event manager is responsible for planning, organizing, and executing events from start to finish. That means budgeting, booking vendors, managing timelines, coordinating teams, troubleshooting in real time, and making sure every detail reflects your company’s goals.
But here’s what most job descriptions miss:
Great event managers aren’t just organized—they’re emotionally intelligent. They think about how people will experience the event. They know how to work with different personalities, keep things on track, and solve problems quickly without panicking.
So when you write your job description, remember this:
You’re not just hiring a planner. You’re hiring a producer, communicator, and experience designer in one.
Two Great Event Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✨ Option 1: Experienced Event Manager (Culture-First Style)
📌 Job Title: Senior Event Manager to Lead Brand Experiences at ElevateCo
📍 Location: Hybrid (2 days/week in NYC office)
💼 Full-Time | Salary: $75,000–$90,000 + Benefits + Bonus
🎥 Meet Your Team
Before you apply, meet some of the people you’ll be working with:
👉 [Insert Loom or YouTube link]
🧠 Who We Are
We’re ElevateCo—a creative brand experience agency that helps companies turn their ideas into unforgettable in-person moments. We work with fast-growing startups, established brands, and mission-driven orgs to produce launch events, summits, offsites, and immersive activations.
We’re a small but mighty team of strategists, creatives, and operators who believe events should do more than impress—they should connect, convert, and inspire.
🎯 Who We’re Looking For
We’re hiring a senior event manager to lead high-impact events that build community, strengthen brands, and create lasting impressions. This isn’t just about logistics—it’s about leadership, creativity, and flawless execution.
🌟 What You’ll Do
- Own the full lifecycle of client and internal events (50–500 attendees)
- Manage budgets, vendors, timelines, and run-of-show
- Collaborate with creative, content, and client teams to bring event visions to life
- Coordinate venues, permits, catering, AV, and experiential elements
- Lead on-site execution with confidence and calm
- Analyze event success and lead post-mortem debriefs
✅ What We’re Looking For
- 3+ years of experience running high-level events (agency or brand side)
- Strong project management and vendor coordination skills
- Eye for detail and good taste in branding and experience design
- Ability to work cross-functionally and lead under pressure
- Bonus if you’ve managed brand activations, tech events, or conferences
💬 Why This Role Is Worth Your Time
Events are core to our brand. You’ll have room to lead, make creative decisions, and see the impact of your work up close. We move fast, respect your time, and invest in your growth. This isn’t just another planning job—it’s a chance to lead experiences that matter.
🛠️ What Our Hiring Process Looks Like
We use WorkScreen to keep things fair and fast. After applying, you’ll complete a short evaluation that helps us understand your strengths—without résumé guesswork or long waits. We reply to every applicant.
📥 Ready? Apply here → [Insert WorkScreen link]
🌱 Option 2: Entry-Level Event Coordinator (Trainable Role)
📌 Job Title: Event Coordinator (Entry-Level, No Experience Required)
📍 Remote or NYC-Based | Full-Time or Part-Time
💼 $18–$22/hour | Paid Training | Growth Opportunities
🎥 A Quick Welcome From the Team
Want to see who you’ll be working with? Watch this short team intro:
👉 [Insert Loom or YouTube link]
🧠 About Us
We’re ElevateCo, a team of creative thinkers and problem solvers behind some of the most engaging events in tech, startup, and mission-driven spaces. Our goal is to create real moments of connection—and we believe events are the most powerful way to do that.
We care about doing great work and being great to work with. We value curiosity, reliability, and people who want to grow.
🙌 Start Your Career in Events
You don’t need experience to thrive here—you just need the right attitude. We’re looking for someone who’s organized, eager to learn, and excited to step into the world of event management.
🧠 What You’ll Be Doing
- Help plan and coordinate logistics for in-person and hybrid events
- Communicate with vendors, guests, and internal teams
- Assist with travel, scheduling, research, and budgeting
- Support on-site execution (if local) or virtual coordination (if remote)
- Learn how to own your own projects over time
✅ What We’re Looking For
- Strong attention to detail
- Friendly communication style
- Organized and good at following up
- Willingness to learn, take feedback, and grow fast
- Bonus: Familiarity with Google Docs, Asana, or Canva
🌈 Why This Role Is a Great Fit
If you’re ready to break into the events industry, this is your chance. We’ll train you, support you, and give you real projects to own. You’ll work closely with senior team members who want to see you succeed—not just assign you tasks.
🛠️ Our Hiring Process
We believe every applicant deserves clarity. That’s why we use WorkScreen to keep things fair and efficient. You’ll complete a short evaluation (no résumé black holes), and we’ll stay in touch at every step.
📥 Apply now → [Insert WorkScreen link]
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Event Manager Job Posts Work
Both templates aren’t just job descriptions—they’re recruiting tools. Let’s break down why they’re effective and how they avoid the common mistakes most companies make.
✅ 1. Clear, Specific Job Titles
Instead of vague titles like “Event Manager” or “Coordinator,” each post includes:
- The seniority level (Senior vs. Entry-Level)
- The role purpose (“Lead Brand Experiences” or “Entry-Level, No Experience Required”)
- The company and context (e.g., “at ElevateCo”)
Why it works: It speaks directly to the right candidate and sets expectations immediately. No one’s guessing what the job is or who it’s for.
✅ 2. Warm, Human Introductions
Each post opens with a brief pitch—not just duties. It explains why the role exists, who the company is, and what kind of person would thrive in the role.
Why it works: Great candidates want to feel invited, not interrogated. A warm intro signals a healthy culture and makes the post more memorable.
✅ 3. Company Overview That Actually Says Something
Instead of corporate fluff, the “About Us” section explains what the company does, who they serve, and why it matters. It gives candidates a glimpse into the mission behind the events.
Why it works: Mission-driven candidates want to connect with your “why.” This helps filter in the right people while repelling those who aren’t aligned.
✅ 4. Team Video for Trust and Transparency
Both templates include a video from the team—usually a Loom or YouTube link. It’s simple, optional, but powerful.
Why it works: Candidates want to see the people behind the company. A video builds trust and humanizes the experience, especially for roles that are remote or hybrid.
✅ 5. Transparent Salary & Perks
No guessing games. Each post includes clear pay ranges and mentions growth opportunities, training, or bonus incentives.
Why it works: Salary transparency builds trust and attracts serious applicants. You reduce ghosting and save time by being upfront.
✅ 6. Respectful, Modern Hiring Process
Instead of saying “only shortlisted candidates will be contacted,” each post explains:
- That WorkScreen is used
- That every applicant gets a fair shot
- That clear communication is part of the process
Why it works: Candidates feel respected, not ignored. And you signal that your hiring process is efficient—not chaotic.
✅ 7. Tone That Actually Connects
These posts don’t feel robotic. They’re written in a friendly, direct, and clear tone—like a smart, approachable human wrote them (because one did).
Why it works: Top talent doesn’t want to read like they’re applying to the DMV. Tone is often the #1 factor in whether someone applies.
Bad Event Manager Job Description Example (And Why It Fails)
Let’s take a look at what a typical, outdated job post looks like—and why it fails to attract great candidates.
❌ Bad Job Post Example
📌 Job Title: Event Manager
Company: Horizon Events Group
Job Type: Full-Time
Location: Chicago, IL
Deadline: July 15, 2025
🧾 Job Summary
We are looking for an experienced Event Manager to oversee the planning and execution of various events, including corporate functions, trade shows, and internal meetings. The ideal candidate will be detail-oriented, organized, and capable of multitasking in a fast-paced environment.
📋 Responsibilities
- Plan and manage end-to-end logistics of all company events
- Coordinate with vendors and internal stakeholders
- Manage event budgets and timelines
- Handle on-site setup and breakdown
- Ensure all events run smoothly
🎓 Requirements
- Bachelor’s degree in Event Management or related field
- 3–5 years of experience in event planning
- Strong communication and time management skills
- Proficiency in Microsoft Office
📧 How to Apply
Please send your resume and cover letter to hr@horizonevents.com. Only shortlisted candidates will be contacted.
🛑 Why This Job Post Fails
Let’s break down exactly what’s wrong—and why this format repels, rather than attracts, top talent.
❌ 1. Generic Job Title
“Event Manager” says what the role is—but not why it matters or what kind of events are involved. It could apply to any industry or context.
Fix: Be specific. “Event Manager for Brand Activations” or “Senior Event Manager for Tech Conferences” tells the candidate exactly what they’re stepping into.
❌ 2. Cold, Boring Introduction
The summary reads like a checklist. There’s no context, no story, no purpose behind the role—just filler.
Fix: Start with a hook that explains why the role exists and why it matters to the company’s mission.
❌ 3. No Mention of Culture or Team
There’s no human element. You don’t learn who you’ll be working with, what kind of company it is, or why the work is meaningful.
Fix: Add a company overview with values, team dynamics, and real-world impact.
❌ 4. Missing Salary or Benefits
The post doesn’t mention pay, perks, or flexibility—just a deadline and vague responsibilities.
Fix: Transparency is essential. Include a salary range and benefits to show respect and attract the right people.
❌ 5. Vague, Broad Responsibilities
“Plan and manage events” is too general. There’s no detail, no scope, no insight into the day-to-day.
Fix: Paint a picture. Describe actual event types, scale, collaboration points, and ownership expectations.
❌ 6. Dismissive Application Process
Saying “Only shortlisted candidates will be contacted” sends a cold, impersonal message—and leaves applicants in the dark.
Fix: Outline your process clearly. Use a tool like WorkScreen to make hiring more fair, transparent, and efficient.
❌ 7. Zero Personality in the CTA
The call to action is robotic—just an email and nothing more.
Fix: Be human. Invite the candidate in. Speak directly to their values and make the process feel warm and intentional.
Bonus Tips to Make Your Job Description Stand Out
If you want your job post to rise above the noise—and truly connect with high-quality candidates—these are the details that make all the difference. They might seem small, but they show candidates that your company is thoughtful, transparent, and worth applying to.
✅ 1. Add a Security & Privacy Notice
Job seekers are wary of scams, especially when applying online. A short security statement builds immediate trust.
Example:
🔒 We take your privacy seriously. We will never ask for payment, financial info, or sensitive documents during the application process. If you’re ever unsure about a message claiming to be from us, reach out directly.
✅ 2. Mention Leave Days or Flex Time
Everyone values balance. Including leave entitlements or flexible schedules makes your role more appealing.
Example:
🛫 Enjoy 20 paid days off per year—including flex days you can use whenever you need a breather. We believe great work comes from well-rested teams.
✅ 3. Highlight Training & Growth Opportunities
Top candidates care about their future—not just their title. Make sure your job post shows them where this role can lead.
Example:
📈 You’ll receive ongoing mentorship from our senior events lead, access to quarterly training sessions, and the opportunity to grow into a leadership role within 12–18 months.
✅ 4. Include a Loom or Video From the Hiring Manager
We said it earlier, but it’s worth repeating: a short video builds instant rapport and helps candidates visualize themselves on your team.
Tips:
- Keep it under 90 seconds
- Let the hiring manager introduce themselves, explain the role, and share why they’re excited to hire
- Upload it to Loom or YouTube and embed the link in your job post
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. Make Your Call to Action Warm and Personal
Instead of “apply here,” speak directly to your ideal candidate.
Example:
💬 If you’re someone who thrives in fast-paced environments, loves bringing people together, and finds joy in the details—this is your role. We can’t wait to meet you.
Should You Use AI to Write a Job Description?
Short answer? Yes—but not the way most people do.
AI tools can absolutely help you write better job posts. But if you use them the wrong way—without context, intention, or human input—you’ll end up with the same generic, lifeless content we’re trying to avoid.
❌ The Wrong Way to Use AI
Here’s what too many companies do:
“Write me a job description for an event manager.”
And just like that, AI spits out something that looks decent on the surface—bullets, responsibilities, qualifications—but it sounds like every other post on the internet.
What’s the problem?
- It doesn’t reflect your company’s values or voice
- It attracts generic applicants, not the right ones
- It wastes time instead of saving it
✅ The Right Way to Use AI
AI should support your thinking—not replace it. It’s a smart assistant, not your voice.
Start with the raw ingredients:
- What your company does
- What makes this role unique
- Your values, culture, and team dynamic
- Salary, perks, flexibility, and growth opportunities
- What kind of person you’re actually looking for
Then give AI a thoughtful prompt like this:
“Help me write a job post for our company, ElevateCo. We’re hiring a Senior Event Manager to lead branded experiences for our startup and nonprofit clients. Our culture is fast-paced, collaborative, and mission-driven. We want someone who’s creative, detail-oriented, and great under pressure. We offer hybrid work, $75K–$90K salary, and real ownership over projects. Here are some notes to guide you: [insert bullet points or a rough draft].”
Now AI is helping you polish a human message—not fabricate one.
💡 Pro Tip:
You can even paste a strong example (like the two templates above) and say:
“Make something similar to this—but for our role at [Company Name].”
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?
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide and understand how to attract great candidates… but you also want a strong starting point you can tweak and publish quickly.
That’s what this is.
✏️ 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 kitchen.
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 Template
📌 Job Title: Event Manager for Impactful Experiences at [Your Company Name]
📍 Location: [City, State or Remote]
💼 Full-Time | $XX,XXX–$XX,XXX | [Mention Benefits]
🎥 A Quick Hello From the Team
👉 [Insert Loom or YouTube link introducing your team or hiring manager]
🧠 About Us
[Your Company Name] is a [describe what your company does in 1–2 sentences]. We believe events should spark connection—not just fill a calendar. Whether we’re hosting internal offsites or large-scale brand activations, we care about details, purpose, and people.
🎯 What You’ll Be Doing
This role isn’t just about planning events—it’s about creating moments people remember. You’ll own the process from strategy to execution, working closely with our marketing, ops, and creative teams to make sure everything runs smoothly and feels on-brand.
🧩 What We’re Looking For
- [X]+ years of event planning or coordination experience
- Strong organizational and communication skills
- Calm under pressure, proactive in problem-solving
- Bonus if you’ve worked with [insert any specific industries or event types]
🌟 Why This Role Matters
You’ll be a key part of how our brand shows up in the world. From logistics to emotional moments, you’ll make sure every experience reflects what we stand for.
🛠️ How to Apply
We use WorkScreen to evaluate all candidates fairly and efficiently. You’ll complete a quick skills-based assessment (no résumé black holes), and we’ll keep you updated at every step.
📥 Apply here → [Insert WorkScreen link]
📋 Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Event Manager
Location: [Remote/In-Person/Hybrid – City]
Salary: $XX,XXX–$XX,XXX + Benefits
Type: Full-Time
🧾 Job Summary
We are hiring an Event Manager to plan, coordinate, and execute in-person and virtual events that align with our brand’s goals. This includes conferences, team offsites, partner events, and internal activations. The ideal candidate is detail-oriented, proactive, and able to manage multiple timelines and stakeholders.
📋 Responsibilities
- Plan and lead events from concept through execution
- Manage budgets, vendors, and venues
- Coordinate with internal teams for logistics and promotion
- Handle run-of-show, day-of setup, and real-time problem solving
- Collect feedback and report on event success
🎯 Requirements
- years of experience in event planning or coordination
- Excellent communication and time-management skills
- Comfortable working under pressure and managing multiple events
- Familiarity with [Zoom, Eventbrite, Monday.com, etc.] is a plus
💬 Why You’ll Love Working Here
We offer a collaborative culture, clear growth opportunities, and real ownership over your work. You’ll be joining a team that values creativity, efficiency, and mutual respect.
📥 Apply via WorkScreen → [Insert Link]
🔁 Reminder: These templates are starting points, not shortcuts.
Edit them. Inject your company’s voice. Add your video, values, and unique pitch. A few small tweaks can turn a decent post into your best recruiting asset.
What Happens After You Post the Job? Let WorkScreen Handle It.
You’ve put in the effort to write a compelling, thoughtful job description—don’t let all that hard work go to waste by guessing who to hire.
This is where WorkScreen.io comes in.
Our platform takes over after you hit publish, helping you quickly identify top talent—without wasting time on unqualified or low-effort applicants.
✅ WorkScreen helps you:
● Spot your best candidates faster.
No more résumé roulette. WorkScreen automatically evaluates each applicant, scores their performance, and ranks them on a real-time leaderboard—so you instantly see who’s most promising.
● Test for real skills, not just past roles.
With one-click skill tests and custom challenges, you’ll evaluate how candidates actually think and work. This helps you spot people who can do the job—not just talk about it.
● Filter out low-effort, AI-generated, and one-click apply candidates.
If someone copy-pastes their way through applications or uses AI to fake their way in, WorkScreen detects it. That way, your shortlist is filled with real, motivated people—not résumé fluff.
● Give every applicant a fair, respectful process.
WorkScreen makes your hiring process more transparent, structured, and equitable—without adding to your workload. Everyone gets a chance. No more ghosting. No more guesswork.
📥 Ready to try it?
Post your job on WorkScreen, invite applicants to complete a short evaluation, and let the platform surface your top performers—automatically.
👉Start Hiring Smarter with WorkScreen
Event Manager Job Description - Frequently Asked Questions (FAQ)
Salaries vary based on location, experience, and company size—but in the U.S., the average salary for an event manager falls between $55,000 and $80,000 per year. Senior-level or specialized roles (e.g., in tech or brand activations) can reach $90,000 to $110,000+, especially in major cities like New York or San Francisco.
Hourly freelance or contract event managers typically earn $30 to $60 per hour, depending on the complexity and duration of the event.
Beyond logistics and planning, great event managers bring a mix of hard and soft skills, including:
- Project management
- Vendor negotiation and coordination
- Budgeting and resource allocation
- Strong communication (both written and verbal)
- Problem-solving under pressure
- Emotional intelligence and team leadership
- Creativity in designing guest experiences
- Bonus: Familiarity with tools like Asana, Eventbrite, Trello, or Canva
Hiring for emotional intelligence, not just organization, is often the difference between a good and a great hire.
It depends on your event volume and goals:
- Hire full-time if you run frequent events, need someone embedded in your team, or require ownership across planning, execution, and reporting.
- Hire freelancers or contractors for one-off events, seasonal needs, or highly specialized occasions (e.g., product launches or exhibitions).
A hybrid model—freelancers plus an in-house coordinator—can work well for growing teams.
Not necessarily. While some hold degrees in event management, marketing, or hospitality, many great event managers succeed based on experience, skill, and track record—not formal education.
What matters more:
- Can they plan and execute?
- Can they stay calm under pressure?
- Can they lead a team and deliver results?
Always prioritize real-world ability over credentials—and use tools like WorkScreen to test for it.
Skip the generic interview questions. Instead:
- Ask them to walk you through an event they’ve run—from planning to results
- Use a realistic scenario test (e.g., “You have 3 weeks to plan a 200-person product launch. Walk us through your process.”)
- Evaluate communication clarity, prioritization, and adaptability
Use WorkScreen to run a short, custom skills evaluation and compare results across applicants
On average, it takes 3 to 5 weeks—but that can be faster if you use structured hiring tools and skill-based evaluations.
To speed up the process:
- Write a strong, clear job post (see template above)
- Use WorkScreen to instantly evaluate applicants
- Set clear hiring timelines and communicate with candidates consistently
