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If you’ve searched “Manager Information Systems job description,” you’ve probably found dozens of results—but here’s the problem:
Most of them don’t actually help you hire the right person.
They’re packed with corporate jargon, vague responsibilities, and outdated formatting. It’s just… filler. And if you use one of those posts, don’t be surprised when you get generic applications from candidates who aren’t aligned, prepared, or even qualified.
But hiring a great Information Systems Manager is too important to leave to a copy-paste template. You need someone who’s not just technically skilled—but also reliable, communicative, and able to translate business needs into scalable IT systems.
In this guide, you won’t just get a better job description—you’ll learn how to write one that actually attracts the right kind of candidate.
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.
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 Does an Information Systems Manager Actually Do?
At a high level, an Information Systems (IS) Manager is responsible for making sure your organization’s technology runs smoothly—and scales as you grow.
But let’s break that down.
An IS Manager oversees the planning, implementation, and maintenance of the computer systems your team relies on every day. They manage IT infrastructure, ensure data security, help teams choose the right tools, and troubleshoot issues before they become big problems.
They’re part tech lead, part strategist, and part business translator.
A great IS Manager isn’t just good at fixing things—they’re proactive. They spot inefficiencies in how systems are used, recommend smarter solutions, and make sure your digital tools are aligned with business goals.
And because this role often interacts with multiple departments—from operations to finance to HR—you’ll need someone with strong communication skills and the ability to lead both people and systems with confidence.
Two Great Manager Information Systems Job Description Templates
✅ Option 1: For Experienced Candidates
📌 Job Title: Information Systems Manager — Help Us Scale Our Tech, Not Just Maintain It
📍Location: Austin, TX (Hybrid: 3 days in office)
💼 Type: Full-Time | Mid to Senior Level
💰 Salary: $95,000–$120,000/year + Benefits
📅 Start Date: August 2025
🎥 A Quick Note from Our CTO
Before you dive in, here’s a quick 90-second Loom from our CTO, Luis, on what this role really looks like day-to-day and why it matters to our mission.
👉 [Insert Loom link here]
👋 Who We Are
We’re Grove Supply Co., a fast-growing eco-friendly packaging startup serving over 12,000 small businesses across the U.S. Our team of 42 works hard to provide compostable shipping materials and sustainable inventory systems—all with a focus on transparency, design, and planet-first operations.
As we scale, our tech needs to scale too. That’s why we’re looking for an experienced Information Systems Manager to help us improve system efficiency, strengthen our IT security, and support the tools that power our operations, from logistics to customer care.
🛠️ What You’ll Be Doing
- Own our internal tech stack: including inventory management, Google Workspace, and security tools
- Oversee employee provisioning, system access controls, and IT infrastructure
- Lead small cross-functional projects (e.g., implementing a new ERP or cybersecurity audit)
- Troubleshoot internal IT issues with a mix of hands-on support and vendor management
- Serve as the bridge between non-technical departments and our evolving tech needs
- Keep up documentation and ensure business continuity procedures are in place
✅ What We’re Looking For
- 4+ years of experience in IT systems management or related role
- Experience with cloud services (e.g., Google Cloud, AWS, Azure)
- Strong understanding of security best practices and compliance standards
- Strong communicator—comfortable supporting both leadership and frontline teams
- Bonus: You’ve worked in an operations-heavy company (eCommerce, logistics, or retail)
🎁 Perks & Benefits
- 100% covered health, dental & vision insurance
- $1,500 annual education stipend
- Monthly coworking or home office allowance
- 15 PTO days + 11 paid holidays + 2 volunteer days
- Weekly team lunch and quarterly offsites
💡 Why This Role Is a Great Fit
This role puts you at the center of how our team functions. You won’t be a background IT admin—you’ll be the architect behind our systems. You’ll work with leadership, impact multiple departments, and help us scale smartly. You’ll also be part of a kind, mission-driven team that values clear communication and respectful collaboration.
🤝 Our Hiring Process
We use WorkScreen.io to evaluate candidates based on skills—not just résumés. After applying, you’ll get a quick, engaging task to show how you think. We review every application and respond to all candidates—yes, really.
📥 [Insert WorkScreen apply link]
✅ Option 2: For Entry-Level or Willing-to-Train Candidates
📌 Job Title: Junior Information Systems Manager — Learn, Grow & Help Us Stay Secure
📍Location: Remote (U.S.-based only)
💼 Type: Full-Time | Entry-Level Friendly
💰 Salary: $65,000–$75,000/year + Benefits
📅 Start Date: September 2025
🎥 Meet the Hiring Manager
Our Head of Ops, Tanya, put together a 2-minute video explaining what the role involves, what you’ll learn, and how we support early-career growth.
👉 [Insert Loom link here]
👋 Who We Are
We’re Shift Harbor, a 34-person remote company that builds clean logistics software for small shipping businesses. Our tools help warehouses and local couriers stay organized, deliver faster, and save on fuel—all while reducing their carbon footprint.
We’re growing fast and need a Junior IS Manager to help maintain our systems, support the team, and grow into a technical leadership role. You don’t need to know everything today—we’ll train you. What matters most is curiosity, commitment, and the desire to learn.
🛠️ What You’ll Be Doing
- Support employee onboarding/offboarding by managing account setups
- Help with permissioning and security across platforms like Google Workspace, Slack, and Notion
- Shadow and assist our fractional IT consultant on infrastructure improvements
- Troubleshoot basic internal IT issues and document resolutions
- Assist with audits and prepare reports as needed
✅ What We’re Looking For
- 1–2 years of helpdesk, IT support, or relevant tech experience
- Highly organized and detail-oriented
- Strong written communicator
- Familiarity with cloud tools and SaaS platforms (even personally)
- Bonus: You’ve helped family/friends with tech setup or troubleshooting—we count that!
🎁 Perks & Benefits
- 100% remote with $1,000 home office setup bonus
- Full health, dental, and vision coverage
- Tuition reimbursement for tech courses
- Quarterly wellness stipend
- 20 paid days off per year
💡 Why This Role Is a Great Fit
This is the ideal role for someone who’s ready to break into tech or IT leadership without going back to school. You’ll learn on the job, get access to real mentorship, and play a meaningful part in a mission-driven company. You won’t be stuck watching—you’ll be hands-on from day one.
🤝 Our Hiring Process
We value transparency, speed, and fairness. Every applicant will complete a short WorkScreen task—no trick questions, no résumé black holes. We respond to every applicant and share decisions clearly.
📥 [Insert WorkScreen apply 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
Breakdown of Why These Job Descriptions Actually Work
1. The Job Title Is Clear, Human, and Specific
Instead of a vague “Information Systems Manager,” both versions spell out the actual value of the role:
- “Help Us Scale Our Tech, Not Just Maintain It”
- “Learn, Grow & Help Us Stay Secure”
These additions instantly communicate the mission, make the title feel less corporate, and help you attract aligned candidates—not résumé stuffers.
2. A Video Adds a Human Touch
Both templates include a short Loom video from a hiring manager or leader. Why this matters:
- It builds trust instantly.
- It helps the post stand out in a sea of text-heavy listings.
- It gives candidates a better feel for the people they’d work with—especially important in remote or tech-heavy roles.
3. The ‘About Us’ Section Feels Real, Not Generic
Rather than using placeholder text or corporate buzzwords, the company descriptions give a quick, honest view into:
- What the company does
- Who it serves
- What kind of team culture the candidate is stepping into
This helps candidates picture themselves in the role—especially mission-driven applicants.
4. Responsibilities Are Framed Around Impact
Instead of listing dry tasks (“manage IT systems”), the descriptions show:
- What the task achieves (“support the tools that power our operations”)
- Who it affects (“serve as the bridge between departments”)
This adds purpose and helps candidates understand the why behind each responsibility.
5. Requirements Are Realistic and Inclusive
- For the experienced version, qualifications are clear—but flexible.
- For the entry-level version, language like “you’ve helped family with tech” opens the door to nontraditional applicants who have real skill but limited formal experience.
This encourages a wider, more capable pool of applicants—especially those who might be overlooked by rigid filters.
6. Perks & Benefits Are Called Out Separately
Instead of lumping everything into one “why this job is good” paragraph, the template separates:
- Tangible perks (insurance, remote setup, PTO)
- Cultural reasons to apply (growth, mentorship, mission)
This makes both sections easier to scan—and more impactful.
7. The Application Process Builds Trust
No “we’ll contact shortlisted candidates only” language here.
Each post explains how WorkScreen is used to evaluate based on skill, not just credentials—and promises a clear response either way. This builds goodwill with candidates before they even apply.
8. Tone Is Friendly, Respectful, and Mission-Driven
The posts avoid robotic HR speak and instead:
- Speak directly to the reader
- Use words like “you,” “we,” and “let’s” to build connection
- Reflect a culture of support and professionalism
This is what top candidates respond to—especially in today’s hiring climate.
Example of a Bad Information Systems Manager Job Description (And Why it Fails)
Job Title: Information Systems Manager
Location: New York, NY
Employment Type: Full-Time
Salary: Competitive
Start Date: Immediate
Job Summary
We are seeking an experienced Information Systems Manager to join our team. The ideal candidate will be responsible for maintaining company systems and supporting internal IT infrastructure. This role reports to the Director of Technology.
Responsibilities
- Oversee internal systems and IT operations
- Manage internal helpdesk support and troubleshoot issues
- Collaborate with departments to assess IT needs
- Maintain hardware and software systems
- Ensure system security and data compliance
Requirements
- Bachelor’s degree in Information Systems, IT, or related field
- 5+ years of experience in IT
- Strong knowledge of networks, security, and cloud infrastructure
- Excellent communication and problem-solving skills
How to Apply
Send your resume and cover letter to hr@company.com. Only shortlisted applicants will be contacted.
🚫 Why This Post Falls Flat
1. The Job Title Is Bland and Generic
“Information Systems Manager” alone doesn’t differentiate the role. There’s no hint at what the company does, what makes the role exciting, or who the ideal candidate is.
2. The Introduction Is Cold and Empty
“Seeking an experienced manager…” tells the candidate nothing about the team, the mission, or why the role exists. It feels like it was written for an internal form—not a real human.
3. There’s No Culture or Mission Mentioned
Candidates want to know what kind of company they’re joining. This post has zero context—no insight into the team size, work environment, values, or goals.
4. No Transparency Around Salary or Benefits
“Competitive salary” doesn’t help serious candidates make informed decisions—and leaves them guessing. Withholding salary information often signals a lack of transparency or outdated hiring practices.
5. The Responsibilities Are Vague and Non-Specific
Phrases like “manage IT operations” or “ensure data compliance” are too broad. There’s no detail or context—just boilerplate tasks that could apply to any company.
6. No Personality or Warmth in the CTA
Telling applicants to send a résumé and only contact shortlisted candidates feels dismissive. There’s no warmth, no human voice, and no effort to make the process feel respectful or exciting.
This kind of post might attract applicants—but not the right ones. And certainly not the ones who care about your company, mission, or long-term fit.
Bonus Tips to Make Your Job Post Stand Out
🔒 1. Add a Security & Privacy Notice
Build trust with candidates by reassuring them their information is safe.
Example:
IMPORTANT NOTICE: We take your privacy seriously. We will never ask for payment, banking details, or personal financial information at any stage of the hiring process. If you encounter any suspicious messages claiming to be from us, please contact us directly.
This not only protects your brand but also signals to candidates that you run a professional and ethical hiring process.
🌴 2. Mention Leave Days or Flex Time
Work-life balance matters. Show candidates you respect their time outside of work too.
Example:
“Enjoy up to 20 paid days off annually—including flex days—so you can recharge and come back stronger.”
Even if your PTO isn’t unlimited, transparency helps candidates evaluate fit.
🎓 3. Highlight Training, Mentorship, and Growth
Especially for roles like Junior IS Manager, showing a path forward makes a big difference.
Example:
“You’ll receive a $1,500 annual education stipend to attend trainings, take certifications, or explore courses that support your career growth.”
Investing in people signals a strong, supportive culture—and attracts learners.
📹 4. Include a Video from the Hiring Manager or Team
People apply to work with people—not faceless companies.
Example:
“Click here to meet Tanya, our Head of Ops, who shares what success in this role looks like and how we support new hires.”
Even a 90-second Loom or Zoom recording can increase interest, trust, and engagement dramatically.
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 a Glimpse of Day-to-Day Life
Give a behind-the-scenes snapshot of what it’s like to be on the team.
Example:
“Every Monday, we start the week with a quick team sync where we share wins, unblock each other, and align priorities. You’ll always know what’s expected—and who has your back.”
It doesn’t need to be flashy—just real.
These small additions can make a huge difference in how candidates perceive your company—and whether they hit “Apply.”
Should You Use AI to Write Job Descriptions?
The Short Answer:
Yes—but not blindly.
In today’s hiring world, it’s tempting to use AI tools to instantly spit out job descriptions. Even popular ATS platforms like Workable and Manatal offer AI-generated templates with one click.
But here’s the hard truth:
If you rely on AI without context, you’ll get a job post that sounds like everyone else’s—vague, robotic, and completely forgettable.
And when that happens? You won’t attract the right people. You’ll attract anyone who’s applying to anything.
💥 Why Blind AI Use Backfires:
- You get generic copy that fails to reflect your company’s values or tone
- It alienates top candidates who want real context, not buzzwords
- It can even hurt your brand by making you seem impersonal or lazy
✅ The Right Way to Use AI for Job Posts
Think of AI as a smart intern: helpful, fast—but only if you guide it well.
Before you hit “generate,” make sure you give it the right ingredients:
🧾 What to Feed Your AI Prompt:
- What your company does (mission, size, industry)
- What the role actually involves—real responsibilities
- The tone and voice you want (e.g., friendly, humble, expert)
- The type of person you’re trying to attract (personality, skills, experience level)
- Perks, salary range, growth opportunities
- Your hiring process and how it reflects your values
🎯 Sample AI Prompt You Can Use:
“Help me write a job description for a [Job Title] at [Company Name]. We’re a [Company Type] that helps [Target Audience]. This role will focus on [Key Responsibilities].
Our culture is [Describe Your Culture in 1–2 Sentences].
We’re looking for someone who is [Ideal Candidate Traits].
We offer [Benefits + Compensation Info].
Here’s our hiring process: [Briefly Describe Steps]. Here are a few notes I’ve written to get you started: [paste your notes] .
I’d like the tone to be [Tone Style], and the post should include a short intro, responsibilities, qualifications, perks, and a friendly call to action.”
👏 Pro Tip:
Once AI gives you a draft, don’t publish it as-is.
Edit it. Add your voice. Insert a Loom video. Make sure it reflects your real company—not a generic one.
Because your job post is more than words—it’s your first impression. Make it sound like you.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational Job Description (Culture-First Style)
📌 Job Title: Information Systems Manager — Help Us Scale Our Tech, Not Just Maintain It
📍Location: [Insert City or “Remote”]
💼 Type: Full-Time | [On-site / Hybrid / Remote]
💰 Salary: [Insert Salary Range]
👋 About Us
We’re [Company Name], a [brief description of what your company does and who you serve]. We care deeply about building strong internal systems that empower our team—not slow them down.
That’s why we’re looking for a proactive, people-friendly Information Systems Manager to help us level up our tools, processes, and infrastructure as we grow.
🛠️ What You’ll Do
- Lead IT systems and internal tools management
- Troubleshoot team issues and improve workflows
- Maintain system access, security, and documentation
- Evaluate and implement new software as needed
- Work across teams to support operational goals
✅ What We’re Looking For
- [X]+ years of systems or IT experience
- Strong grasp of security best practices
- Comfortable working cross-functionally with non-technical teams
- Organized, self-driven, and curious
🎁 Perks & Benefits
- [List real benefits: insurance, PTO, stipends, etc.]
- [Mention any training, wellness, or career growth opportunities]
- [Include flex time or remote setup perks if available]
💡 Why This Role Is Worth Your Time
This is a key role at the heart of our operations. You’ll collaborate with multiple teams, own real systems, and be part of a company that values transparency, ownership, and respectful communication.
📥 How to Apply
We use WorkScreen to evaluate based on skill—not just résumés. Apply through the link below and complete a short, fair task. We’ll keep you updated at every step.
👉 [Insert Apply Link]
✅ Option 2: Traditional Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Information Systems Manager
📍Location: [Insert Location]
💼 Type: Full-Time
💰 Salary: [Insert Range]
🧾 Job Brief
We’re hiring an experienced Information Systems Manager to oversee our internal systems, support infrastructure needs, and improve efficiency across departments.
🔧 Responsibilities
- Manage daily IT operations and support
- Oversee system access, permissions, and security protocols
- Recommend and implement new systems/software
- Maintain documentation for key tools and platforms
- Lead basic troubleshooting and user support
📋 Requirements
- Degree in IT, Computer Science, or related field (or equivalent experience)
- [X]+ years in IT/systems management
- Familiarity with cloud platforms and security standards
- Ability to collaborate across departments
- Excellent problem-solving and communication skills
🎁 Benefits
- [Insert 3–5 bullet points with real, specific benefits]
📥 How to Apply
Submit your application using the link below. We evaluate all applicants using WorkScreen—our short, skill-based assessment ensures fairness and speed.
👉 [Insert Apply Link]
Should You Use AI to Write Job Descriptions?
You’ve written a clear, compelling job post—now let’s make sure you don’t waste time sifting through the wrong applicants.
WorkScreen.io helps you:
✅ Quickly Identify Your Best Candidates
We automatically evaluate every applicant and rank them on a performance-based leaderboard. You’ll see who has the skills—not just who has the most polished résumé.
✅ Administer One-Click Skill Tests
Assess real-world ability in minutes. No coding required, no clunky platforms—just clear insights that help you spot top performers faster.
✅ Eliminate Low-Effort or AI-Generated Applications
WorkScreen filters out applicants who use AI to game the system, copy-paste answers, or apply with zero effort—so you can focus only on serious, high-quality candidates.
✅ Save Time, Avoid Bad Hires, and Hire with Confidence
The best hiring decisions aren’t made by gut—they’re made by data. WorkScreen gives you a clear, skill-based way to evaluate fit before you waste time in interviews.
Start hiring smarter with WorkScreen today. 👉 [Insert link to WorkScreen signup or product tour]
FAQ
While the roles often overlap, there’s a subtle but important distinction:
- IT Managers typically focus on hardware, networks, and support—ensuring day-to-day operations like computers, internet, and security are running smoothly.
- Information Systems Managers, on the other hand, take a more strategic, systems-wide approach. They oversee how various software platforms and data systems work together to support business operations.
In short:
- IT Manager = hands-on infrastructure and support
- IS Manager = strategic oversight of tools, data, and systems integration
In smaller companies, one person might do both. But in growing teams, they often split into two separate (but collaborative) roles.
Not necessarily. While a technical background can help you better understand the candidate’s expertise, you don’t need to be an engineer to hire well. What you do need is:
- A clear idea of what systems your company uses
- A well-written, specific job post (which this guide helps with)
- A way to evaluate candidates based on skills (like WorkScreen)
Yes—if you want better applicants.
Listing a salary range:
- Attracts more qualified candidates
- Saves time by aligning expectations early
- Signals transparency and trust
Even if your range is broad or negotiable, it’s better than omitting it entirely.
Besides technical expertise, look for:
- Communication skills – They need to explain complex systems to non-technical teammates.
- Project management – Can they prioritize tasks and implement tools without chaos?
- Problem-solving – This role is all about troubleshooting and finding smarter ways to work.
Bonus: People with curiosity and empathy tend to support teams more effectively.
Watch out for:
- Résumés that list every tool but no real outcomes
- Overuse of buzzwords like “tech-savvy” without proof of implementation
- A lack of adaptability—especially in small companies where systems change quickly
Also, if they speak only in technical terms and struggle to connect with your team during the hiring process, that’s a sign they may not collaborate well cross-functionally.
