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If you’ve ever Googled “IT Project Manager job description template,” you’ve probably seen the same thing over and over again:
Bullet points. Buzzwords. Boredom.
Most articles follow the same dry format—listing vague responsibilities like “manages timelines” and “coordinates teams” without explaining what makes the role meaningful or how to actually attract a great candidate.
And that’s a problem.
Because IT Project Managers aren’t looking for just any job. The best ones want to lead real outcomes, work with smart teams, and know that their efforts move the needle. But generic job descriptions won’t show them that—and they certainly won’t excite them enough to apply.
Before we dive into the actual templates, here’s what you should know:
A job post isn’t just a list of duties—it’s your first chance to make a great hire. If it reads like a formality, that’s exactly how top candidates will treat it.
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.
Now, let’s talk about what an IT Project Manager really does—and how you can write a job description that helps you find the right one.
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.
Breakdown of Why These Posts Work
These job descriptions aren’t just polished—they’re effective. Here’s why they actually attract stronger candidates:
✅ 1. The Job Titles Are Clear, Specific, and Human
- Instead of generic labels like “Project Manager”, each title gives context:
- “Lead High-Impact Healthcare Software Projects” signals ownership and purpose.
- “Learn & Grow in Healthcare Tech” attracts growth-minded entry-level candidates.
- This small shift makes a big difference in attracting the right people.
✅ 2. The Introductions Are Warm and Human
- A direct welcome from a hiring manager or team member (via Loom video) instantly personalizes the post.
- It helps candidates picture who they’ll be working with—not just what they’ll be doing.
- For experienced hires, it signals a strong team. For junior hires, it signals mentorship and support.
✅ 3. Company Mission and Culture Are Clear
- CareSoft’s purpose is tied to real outcomes—streamlining healthcare to improve patient care.
- Culture isn’t just buzzwords. The post highlights how the team works: collaborative, fast-moving, outcome-focused.
- This helps applicants self-select based on values and working style.
✅ 4. Responsibilities Aren’t Just Tasks—They Show Impact
- The posts don’t just list duties; they show why those duties matter.
- “Serve as a trusted advisor to stakeholders” is more compelling than “coordinate with clients.”
- For entry-level: “Be a sponge—ask questions, grow fast” sets a learning tone rather than sounding like admin work.
- “Serve as a trusted advisor to stakeholders” is more compelling than “coordinate with clients.”
- Framing tasks with outcomes gives every bullet more meaning.
✅ 5. Qualifications Balance Clarity With Flexibility
- Senior roles are specific, but not rigid—bonus qualifications are noted, not required.
- Entry-level roles invite potential. The post clearly says, “No formal PM experience required—we’ll train the right person.”
- This widens your applicant pool without lowering standards.
✅ 6. Salary and Location Are Transparent
- Salary ranges are included upfront.
- Work arrangement (hybrid vs. remote-friendly) is clearly defined.
- This transparency builds trust and helps candidates make informed decisions early—saving time on both sides.
✅ 7. The Hiring Process Is Respectful and Modern
- Every post explains how the hiring process works—including timelines and evaluation tools.
- The use of WorkScreen shows that the company evaluates based on skills and potential, not just resumes.
- It also reassures candidates that they’ll be respected, updated, and not ghosted.
✅ 8. The CTAs Are Friendly and Actionable
- Instead of “Send CV to HR,” candidates are encouraged to apply thoughtfully, with a clear link and what to expect next.
- The tone is inclusive and encouraging—especially for early-career applicants.
Example of a Bad IT Project Manager Job Description (And Why It Fails)
To really understand what makes a job description work, it helps to contrast it with one that doesn’t.
Below is an example of a typical, outdated IT Project Manager job post—followed by a breakdown of what it gets wrong.
❌ Bad Job Description Example
Job Title: IT Project Manager
Company: Global Solutions Group
Location: New York, NY (On-site)
Job Type: Full-Time
Deadline: August 30, 2025
Job Summary
Global Solutions Group is seeking a qualified IT Project Manager to oversee internal and client-facing projects. The ideal candidate will be responsible for managing timelines, tracking budgets, and ensuring successful delivery across departments.
Key Responsibilities
- Coordinate cross-functional teams
- Monitor project schedules and deliverables
- Ensure adherence to budgets and timelines
- Prepare project reports and status updates
- Communicate with clients and internal stakeholders
Requirements
- Bachelor’s degree in IT, Business, or related field
- 3+ years of experience in project management
- Strong communication and leadership skills
- Familiarity with project management tools
How to Apply
Please send your resume and cover letter to jobs@globalsolutions.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
Let’s break down what’s missing and why it matters:
🚩 1. The Job Title Is Too Generic
“IT Project Manager” says what the role is—but nothing more. It doesn’t say who it’s for, what kind of projects they’ll lead, or why the work matters. It blends into every other post with the same title.
🚩 2. The Introduction Is Cold and Corporate
The job summary feels like a copy-paste from a textbook. There’s no voice, no personality, and no hint of the company culture. It reads like a task list, not a real opportunity.
🚩 3. No Mission, No Context
We don’t know what Global Solutions Group actually does. Are they a software firm? A consulting agency? A government contractor? Without context, the job feels like it exists in a vacuum—and that kills interest for top candidates.
🚩 4. Responsibilities Are Vague and Passive
“Coordinate cross-functional teams” or “monitor project schedules” are technically correct—but they’re uninspiring. There’s no sense of ownership, growth, or impact. A great job post shows what success looks like.
🚩 5. No Mention of Salary, Flexibility, or Perks
Leaving out salary or work arrangement details feels outdated. Candidates expect transparency. If this job is remote or hybrid, they should say so. If there are benefits or professional development opportunities, now’s the time to mention them.
🚩 6. The Hiring Process Feels Dismissive
Saying “only shortlisted candidates will be contacted” sends a message: we don’t value your time. In a world where many candidates never hear back at all, this line adds zero warmth—and subtracts trust.
🚩 7. The Call to Action Is Cold and Outdated
“Send your resume and cover letter” is fine on paper, but it’s transactional. There’s no encouragement, no human connection, and no indication of what happens next. It reads like a formality, not a real invitation.
Bonus Tips to Make Your Job Post Stand Out
Even the best-written job descriptions can benefit from a few finishing touches. These extra details build trust, show professionalism, and help you stand out in a sea of generic listings.
Here are some powerful additions you can include:
✅ 1. Add a Security & Privacy Notice for Applicants
Help candidates feel safe and confident when applying—especially in a world where job scams are common.
Example:
🔒 “We take your privacy seriously. CareSoft will never ask for payment, bank details, or personal financial information during any stage of the hiring process.”
✅ 2. Mention Leave Days or Flex Time
It’s not just about pay—top candidates value rest and flexibility. If you offer meaningful time off, say so.
Example:
🧘 “Enjoy 20+ days of flexible PTO per year, so you can recharge and return ready to do your best work.”
✅ 3. Highlight Training & Growth Opportunities
Especially important for junior or mid-level roles. Candidates want to know there’s room to grow.
Example:
📚 “We offer structured mentorship, monthly learning stipends, and regular growth check-ins to help you level up in your career.”
✅ 4. Add a Loom or YouTube Video from the Hiring Manager
A short, 60–90 second video from the hiring manager or team lead makes your job post feel human and authentic. It helps candidates imagine who they’ll be working with—and builds trust instantly.
Tip: You don’t need a polished studio recording. A friendly Loom with your face and voice is enough.
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. Show What Your Employees Say About Working There
If you have Glassdoor reviews or testimonials, link to them—or quote a real team member.
Example:
💬 “Here’s what one of our PMs said last quarter: ‘This is the first place where I feel trusted to own something from start to finish—and actually supported while doing it.’”
✅ 6. Reinforce How You Treat Applicants
Want to stand out from 90% of job posts? Show respect. Tell candidates what they can expect.
Example:
🤝 “We respond to every application within two weeks. Whether or not you move forward, we believe you deserve clarity and closure.”
Should You Use AI to Write Job Descriptions?
These days, it seems like everyone’s using AI to crank out job descriptions. Tools like ChatGPT, Workable, and Manatal all offer one-click job post generation.
And on the surface, it sounds great: fast, easy, done.
But here’s the truth:
⚠️ Why You Shouldn’t Rely on AI Alone
Letting AI generate your job description without any human input is a mistake—and it’s costing companies great candidates.
Here’s why:
- 🧱 It produces generic, lifeless posts. AI doesn’t know your culture, your tone, or what makes your team unique—unless you tell it.
- 🧲 It attracts the wrong people. Copy-paste posts often appeal to quantity, not quality. You’ll get more applicants—but fewer good fits.
- 📉 It weakens your brand. A boring job post is a poor first impression. Candidates will judge your team’s energy and clarity based on how the post reads.
A job description is one of the first touchpoints with a potential teammate. Why hand that off to a robot with no context?
✅ The Right Way to Use AI: Input First, Output Second
AI isn’t bad—it’s just not magical. You need to feed it the right ingredients to get something that sounds like you and attracts the right people.
Here’s how to do it properly:
✏️ Give AI a Clear Prompt with Key Details
Before you ask it to “write a job post,” tell it what it needs to know. Here’s an example:
“Help me write a job description for our company, CareSoft Health.
We’re hiring a Mid-Level IT Project Manager to lead internal and client-facing software projects.
Our culture is outcome-driven, supportive, and fast-moving, and we want to attract candidates who are great communicators, detail-oriented, and proactive.
We offer benefits like health insurance, learning stipends, and flexible PTO.
The role is hybrid—2 days/week in our Austin, TX office.
Our hiring process includes a WorkScreen evaluation and 1–2 interviews.
Here are a few bullet points I’ve written to get started [paste notes]”
🔥 Bonus Tip: You can even paste in a great job post (like the CareSoft examples from earlier) and say, “Make something like this, but tailored to our needs.”
🧠 AI Should Help You Polish—Not Replace—Your Voice
Use AI to:
- Refine your tone
- Improve clarity
- Reorganize sections
- Add missing pieces (like perks or hiring process language)
But don’t ask it to create a post from scratch without context. That’s how you end up with soulless filler content that top candidates skip.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need Quick Copy-Paste Job Description Templates?
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: IT Project Manager – Drive Meaningful Tech Projects With Us
📍 Location: Hybrid – 2 Days/Week in [City]
💼 Type: Full-Time | Salary Range: $XX,000–$XX,000/year
👋 Hi! We’re [Company Name], and we’re looking for an experienced IT Project Manager to lead the charge on software rollouts that matter. You’ll be the bridge between product, engineering, and operations—turning big ideas into on-time, well-run outcomes.
We’re a fast-moving, people-first team building tools that make a real difference. If you care about ownership, outcomes, and working with sharp, low-ego teammates—you’ll feel right at home.
🛠️ What You’ll Be Doing
- Lead internal and client-facing software projects from kickoff to completion
- Collaborate with engineers, designers, and ops teams to keep delivery on track
- Communicate project scope, risks, and milestones clearly
- Manage timelines, resources, and feedback loops
- Constantly improve our PM processes as we scale
✅ What We’re Looking For
- 3+ years of technical project management experience
- Strong communicator and natural problem solver
- Comfortable working in fast-paced, ambiguous environments
- Bonus: Experience in SaaS, health tech, or regulated industries
🚀 Why Join Us
- Mission-driven work with real user impact
- Autonomy, clarity, and room to grow
- Flexible PTO and health benefits
- Culture that values learning, trust, and momentum
📥 How to Apply
We use WorkScreen to help us focus on skills, not just resumes. Apply here: [Insert WorkScreen link]
We review every application and reply within 10 business days.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: IT Project Manager
📍 Location: Hybrid (2–3 days onsite in [City])
💼 Salary: $XX,000–$XX,000/year
🕒 Job Type: Full-Time
📄 Job Brief
We are seeking an experienced IT Project Manager to join our growing team. You will oversee the planning, coordination, and execution of technical projects across multiple departments. This role is ideal for someone who thrives in fast-moving environments and has a track record of delivering complex solutions on time.
📌 Key Responsibilities
- Define project scope, goals, and deliverables
- Manage project timelines, budgets, and resources
- Coordinate with internal teams and external stakeholders
- Communicate progress and escalate risks when necessary
- Support continuous improvement of project workflows
✅ Required Skills & Experience
- 3–5+ years experience in IT project management
- Proficient in tools like Jira, Trello, or Asana
- Excellent written and verbal communication skills
- Proven ability to manage multiple priorities
- PMP certification a plus
🎁 What We Offer
- Competitive salary + benefits
- Learning stipends and mentorship
- Health and wellness coverage
- Collaborative team culture
- Clear growth track within the organization
📥 Apply Now
Use this link to apply via WorkScreen: [Insert WorkScreen link]
You’ll complete a quick evaluation so we can get to know your skills right away.
Let WorkScreen Handle the Next Step
You’ve written a thoughtful, high-converting job post—now it’s time to make sure the right candidates rise to the top.
That’s where WorkScreen comes in.
🎯 WorkScreen helps you:
✅ 1. Quickly identify your most promising candidates
Tired of reading dozens of resumes that all sound the same?
WorkScreen automatically evaluates every applicant, scores them, and ranks them on a real-time performance-based leaderboard—so you can focus on the top talent without the guesswork.
✅ 2. Test skills, not just resumes
With one-click, you can send candidates a short skill test that mirrors real-world job tasks.
You’ll instantly see who can actually do the work—not just talk about it. No more hiring based on fluff.
✅ 3. Eliminate low-effort, AI-generated, or mass applicants
WorkScreen filters out low-signal candidates who use “easy apply” buttons or AI-written cover letters.
You’ll spend less time reviewing poor-fit applications—and more time talking to people who are genuinely interested and qualified.
✅ 4. Create a seamless, respectful candidate experience
The process is fast, fair, and human.
You’ll give applicants clarity, feedback, and a better first impression of your brand—all while making better hires, faster.
📌 Ready to make smarter, faster hiring decisions? Start with your job post. Then let WorkScreen do the heavy lifting. 👉 Sign up at WorkScreen.io to create your first role and invite candidates to a smarter hiring experience.
FAQ
The average salary for an IT Project Manager in the U.S. typically ranges between $90,000 and $130,000 per year, depending on experience, location, and industry.
- In tech hubs like San Francisco, New York, or Seattle, salaries often exceed $140,000+.
- In mid-sized markets or for entry-level roles, compensation may start closer to $75,000–$85,000.
- Bonuses, equity, and benefits can also add meaningful value—especially in high-growth SaaS or enterprise companies.
Here are the core skills that set great IT Project Managers apart:
- Communication – Can they translate tech updates for non-technical stakeholders?
- Organization – Are they able to juggle tasks, timelines, and teams without letting details slip?
- Risk Management – Can they foresee issues and mitigate them before they escalate?
- Agility – Are they comfortable with changing requirements, especially in Agile environments?
- Emotional Intelligence – Can they manage people and personalities under pressure?
- Tech Fluency – They don’t need to code—but they should understand technical workflows, tools, and architecture basics.
The terms are sometimes used interchangeably, but there’s a subtle difference:
- An IT Project Manager often oversees a broader range of IT projects (like infrastructure upgrades, system integrations, or internal tooling).
- A Technical Project Manager typically focuses on software development projects and may work more closely with engineers and product managers.
The key distinction? TPMs tend to have deeper technical knowledge, while IT PMs may have a wider operational scope.
Resumes only tell part of the story. To truly evaluate fit:
- Use a structured evaluation platform like WorkScreen to assess real-world skills
- Ask for examples of past projects: how they handled conflict, delays, or shifting priorities
- Look for clarity of thought and leadership under pressure—not just process talk
