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If you’ve Googled “Lead Generation Specialist job description,” you’ve probably seen dozens of posts that all look the same. Bullet points. Generic wording. No real insight into what actually makes a great Lead Generation Specialist.
But here’s the truth: a job description isn’t just a checklist of responsibilities—it’s a recruiting tool. A bland, templated post will get you bland, templated applicants. If you want to attract top talent—the kind of people who fuel your pipeline with quality leads and accelerate revenue growth—you need to write a job post that connects.
The problem is, most job descriptions fail to do that. They don’t show candidates why the role matters, what makes your company unique, or why they should be excited to apply. And that means the best candidates scroll past your listing and apply somewhere else.
The good news? Writing a compelling job post doesn’t require a marketing degree or hours of overthinking. You just need the right structure, a bit of authenticity, and the willingness to treat your job description as more than a formality.
👉 If you want to go deeper into the art of writing great job descriptions, 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/ . But in this article, we’ll zoom in on one role specifically: the Lead Generation Specialist. We’ll cover what the role is, show you strong templates (plus one bad example to avoid), and give you bonus tips to make your job description stand out.
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What a Lead Generation Specialist Actually Does
A Lead Generation Specialist is the engine that powers your sales pipeline. Their job is to identify, attract, and qualify potential customers so your sales team can focus on closing deals instead of chasing cold leads.
But here’s the key: lead generation isn’t just about sending emails or making calls—it’s about finding the right people, at the right time, with the right message. A good Lead Gen Specialist blends research, creativity, and persistence to open doors for your business.
In plain English:
- They research potential prospects and build targeted lists.
- They reach out through multiple channels (email, LinkedIn, calls, events).
- They qualify leads to ensure they’re worth your sales team’s time.
- And most importantly, they nurture relationships so prospects actually want to talk to your company.
That’s why this role is about more than just numbers—it’s about communication, curiosity, and consistency. A top-performing Lead Generation Specialist doesn’t just generate contacts; they generate opportunities.
Two Great Job Description Templates for Lead Generation Specialist
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
🔹 Option 1: Job Description For Experienced Lead Generation Specialist
Job Title: Lead Generation Specialist – SaaS (Remote, US/Canada)
Type: Full-Time | Remote
Compensation: $45,000–$60,000 base + performance bonuses
Hours: Flexible, core hours 10am–3pm ET
🎥 A quick word from our hiring manager
Hear how this role drives our pipeline and where you’ll focus in your first 90 days: [Insert Loom/YouTube link]
👋 Who We Are — GrowthFlow
GrowthFlow helps finance and RevOps teams automate KPI reporting across tools like HubSpot, Salesforce, QuickBooks, Stripe, and NetSuite—no engineering required. We’re a 35-person, product-led SaaS company serving 1,800+ customers across North America. We ship fast, talk to users weekly, and obsess over clean data + clear insights. Our culture is remote-first, outcome-driven, and low-ego.
🛠️ What You’ll Do
- Build high-intent prospect lists using LinkedIn Sales Navigator, Apollo, ZoomInfo.
- Run and iterate outbound sequences (email, LinkedIn, phone) with tight personalization.
- Qualify via BANT/CHAMP and book meetings the sales team actually wants.
- Partner with AEs on feedback loops to improve conversion rates.
- Track and optimize performance in HubSpot; A/B test subject lines, angles, and CTAs.
🎯 What You’ll Bring
- 2+ years in Lead Gen/SDR/Outbound for B2B SaaS.
- Proven track record of booking qualified meetings in mid-market.
- Strong written chops—concise, relevant, human emails.
- Comfortable with tooling: HubSpot, Apollo/Outreach, Clearbit/ZoomInfo.
- Analytical, curious, and persistent; you iterate based on data.
🎁 Perks & Benefits
- Competitive base + performance bonuses
- 100% remote (US/Canada) + $1,000 home office stipend
- Medical, dental, vision + 401(k) with match
- 15 PTO days + 10 company holidays + winter recharge week
- $1,200 annual learning & development budget
- New MacBook + the tools you need to win
💚 Why This Role Is a Great Fit
- You’ll own outcomes, not just tasks, and directly influence pipeline and ARR.
- Room to grow: clear paths into Senior SDR, SDR Manager, or AE.
- We value craft—you’ll have the freedom to test, learn, and scale what works.
📥 How to Apply
We use WorkScreen.io to keep hiring fair and fast. Apply here: [Insert WorkScreen link]. You’ll complete a short, role-relevant evaluation so we can see your thinking in action.
🔹 Option 2: Job Description For Entry-Level / Willing-to-Train Candidate
Job Title: Junior Lead Generation Specialist — Marketing Agency (Onsite, Austin)
Type: Full-Time | Onsite (Austin, TX)
Compensation: $35,000–$42,000 starting salary + team bonus
Hours: Mon–Fri, 9:00am–5:30pm CT
🎥 A quick word from our sales lead
What success looks like in your first 60 days and how we’ll support you: [Insert Loom/YouTube link]
👋 Who We Are — BrightPath Marketing
BrightPath is a 12-person performance marketing agency helping DTC and local service brands grow through paid ads, SEO, and conversion design. We manage $3M+ in annual ad spend and support 120+ active clients. We’re hands-on, data-curious, and we genuinely like working together in our South Congress office.
🛠️ What You’ll Do
- Research local/service + DTC brands and build targeted prospect lists.
- Send thoughtful outreach (email + LinkedIn) and handle intro calls.
- Qualify interest and schedule discovery calls for our strategists.
- Keep everything updated in HubSpot and share learnings with the team.
- Learn the craft—subject lines, angles, and follow-up that actually get replies.
🎯 What You’ll Bring
- Strong communication skills and a friendly, professional phone manner.
- Comfort with outreach and a positive, coachable mindset.
- Organized and detail-oriented—you can juggle many leads without dropping the ball.
- No prior experience required—we’ll train you if you bring the drive.
🎁 Perks & Benefits
- Medical, dental, vision + commuter stipend
- PTO: 12 days + 10 holidays + your birthday off
- Monthly team lunch Fridays + quarterly team outings
- $750 annual training budget + mentorship from senior strategists
- Modern office on South Congress with parking
💚 Why This Role Is a Great Fit
- You’ll learn a marketable skill set (prospecting, qualifying, CRM) from day one.
- Clear growth ladder: Lead Gen → SDR → Account Coordinator → Strategist.
- Supportive team culture—tight feedback loops, real coaching, and wins celebrated loudly.
📥 How to Apply
We use WorkScreen.io so great people don’t get missed. Apply here: [Insert WorkScreen link] and complete a short, practical evaluation (no resumes-only decisions).
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These Lead Generation Specialist Job Posts Work
It’s one thing to see a polished job post—it’s another to understand why it works. Let’s break down the key elements that make these examples effective:
1. Specific, Compelling Titles
Instead of just “Lead Generation Specialist,” the titles add context and detail:
- “Lead Generation Specialist – SaaS (Remote, US/Canada)” instantly signals industry + work setup.
- “Junior Lead Generation Specialist — Marketing Agency (Onsite, Austin)” tells you the level, environment, and location.
Why this matters: Candidates don’t want to waste time guessing. A clear, specific title filters in the right people and deters irrelevant applicants.
2. Video Element Adds Personality
Both posts include a short Loom/YouTube video from the hiring manager or sales lead.
- This gives candidates a sense of the team vibe before applying.
- It shows the company values transparency and a human touch.
Why this matters: Candidates are applying to people, not just job boards. Seeing a face builds trust and makes your post stand out.
3. Authentic Company Overview
- GrowthFlow talks about their product, customer base, and culture.
- BrightPath highlights their agency size, clients, and Austin location.
Why this matters: A generic “we’re a fast-growing company” tells candidates nothing. Specifics create credibility and help applicants self-select based on alignment.
4. The “Why This Role Matters” Section
Both posts explain the strategic impact of the role:
- At GrowthFlow, it’s about owning the top of funnel for SaaS sales.
- At BrightPath, it’s about fueling strategists with qualified conversations.
Why this matters: Candidates don’t want to be cogs. Framing the role as mission-critical makes it feel meaningful.
5. Responsibilities With Context
Instead of bland bullets like “Research leads” or “Send emails”:
- GrowthFlow specifies tools (Apollo, HubSpot, ZoomInfo) and frameworks (BANT/CHAMP).
- BrightPath clarifies that you’ll learn the craft of writing subject lines that get replies.
Why this matters: Tasks feel real, concrete, and purposeful—not like filler text.
6. Flexible & Human Requirements
- GrowthFlow sets the bar with 2+ years SaaS lead gen
- BrightPath explicitly says “No prior experience required—just drive”, widening the funnel.
Why this matters: Great candidates are often put off by unrealistic or vague requirements. Flexibility signals inclusivity.
7. Perks & Benefits Listed Transparently
- GrowthFlow offers remote-first setup, L&D budget, PTO, and 401(k) match.
- BrightPath highlights team lunches, training stipend, and a South Congress office.
Why this matters: Transparency builds trust. Benefits are more than a checkbox—they show you care about people’s lives outside of work.
8. Separate “Why This Role Is a Great Fit” Section
Instead of burying the pitch in the perks, each post has a section on growth, ownership, and culture.
- GrowthFlow frames it as owning outcomes and having a path to SDR Manager/AE.
- BrightPath sells the learning opportunity and growth ladder from lead gen → strategist.
Why this matters: This section is the emotional hook that makes candidates think, “This role is worth my time.”
9. Respectful, Transparent Application Process
- Both posts use io to fairly evaluate applicants.
- They emphasize a practical evaluation rather than resume-only screening.
Why this matters: Job seekers are tired of applying into a black hole. By showing respect and transparency, you instantly differentiate your hiring process.
👉 The big takeaway: These posts connect on multiple levels—clear titles, human voice, context, and trust signals. They don’t just list duties; they sell the role to the right person.
Example of a Bad Lead Generation Specialist Job Description (And Why It Fails)
Job Title: Lead Generation Specialist
Company: Acme Solutions
Type: Full-Time | Onsite
Deadline: March 15, 2025
Job Summary
Acme Solutions is seeking a Lead Generation Specialist to help us find new business opportunities. The ideal candidate will generate leads, maintain records, and support the sales team.
Key Responsibilities
- Research leads and collect contact information.
- Send outreach emails and make calls.
- Maintain CRM records.
- Support sales team with lead information.
Requirements
- Bachelor’s degree in Marketing, Business, or related field.
- 2–3 years of relevant experience.
- Strong communication skills.
- Familiar with CRM software.
How to Apply
Send your resume and cover letter to careers@acmesolutions.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. Generic Title
Just “Lead Generation Specialist.” No industry, no level, no location. It feels bland and interchangeable.
2. Cold, Vague Introduction
The summary is a lifeless sentence. It doesn’t explain why the role matters or what the company actually does.
3. Responsibilities Too Broad
- “Research leads and collect contact information” could mean anything.
- No mention of tools, processes, or impact.
- Reads like filler text rather than real work.
4. No Culture or Mission
Nothing about the company’s vision, values, or team. A candidate can’t picture what it’s like to work there.
5. No Transparency on Pay or Perks
Salary range? Benefits? Growth opportunities? Missing. Serious candidates often skip posts without this info.
6. Dismissive Hiring Process
“Only shortlisted candidates will be contacted” is cold and outdated. It tells applicants they’ll likely never hear back.
7. Weak Call to Action
“Send resume to careers@…” feels transactional and impersonal. There’s no sense of excitement or urgency to apply.
👉 The result? This job post attracts generic applications from people mass-applying. Meanwhile, the best candidates—who want meaningful, transparent, and growth-oriented roles—scroll right past.
Bonus Tips to Make Your Job Post Stand Out
Most job descriptions stop at “Responsibilities + Requirements.” That’s why they blend into every other listing online. If you want to stand out and attract serious, high-quality candidates, add these extra touches:
1. Add a Security & Privacy Notice
Job seekers are wary of scams. A short privacy statement instantly builds trust.
Example:
“We take applicant security seriously. We will never ask for payment, bank details, or personal financial information during any part of our hiring process.”
Why it works: It reassures candidates that your company is professional and transparent.
2. Mention Leave Days or Flex Time
Time off is a huge factor for candidates. Even a simple line can make your role more attractive.
Example:
“Enjoy up to 20 paid leave days annually, plus flexible Fridays so you can recharge and come back stronger.”
Why it works: Work-life balance signals respect for employees.
3. Highlight Training & Growth Opportunities
Especially for entry-level candidates, growth potential matters more than the starting salary.
Example:
“We invest in our team’s development. From day one, you’ll have access to mentorship, sales workshops, and an annual learning budget to help you grow.”
Why it works: Ambitious candidates want to see a career path, not a dead-end role.
4. Include a Video From the Hiring Manager
A 30–60 second Loom or YouTube clip adds personality and makes your company memorable.
Example:
“Here’s a short video from our Sales Manager, explaining why this role is critical to our growth and what your first 90 days will look like.”
Why it works: It humanizes your brand. Candidates get a feel for your culture before they apply.
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. Emphasize Candidate Experience
Most applicants never hear back from companies. Stand out by promising a respectful process.
Example:
“We review every application and respond to all candidates within two weeks—because your time and effort deserve respect.”
Why it works: Respecting applicants makes your brand more attractive, even to those you don’t hire.
👉 Add even one or two of these elements, and your job post will stand head-and-shoulders above the generic listings on job boards.
Should You Use AI to Write a Lead Generation Specialist Job Description?
Lately, it feels like everyone is turning to AI to write job posts. Even some ATS platforms now include one-click “AI job description generators.” But here’s the truth: using AI blindly often does more harm than good.
❌ Why You Shouldn’t Rely on AI Alone
- Generic Results: Without context, AI gives you vague, cookie-cutter posts that sound like everyone else’s.
- Wrong Audience: These bland posts tend to attract mass applicants—not the thoughtful, skilled candidates you want.
- Brand Damage: A job post is often the first impression someone gets of your company. A lifeless, AI-churned description makes your brand forgettable—or worse, untrustworthy.
✅ The Right Way to Use AI
AI can still be a great tool—if you feed it the right ingredients. Instead of asking, “Write me a job post for a Lead Generation Specialist,” do this:
- Provide Context: Tell AI what your company does, your mission, and why this role matters.
- Describe the Culture: Share your values and what it’s like to work there.
- List Real Benefits: Salary range, perks, PTO, and growth opportunities.
- Clarify Your Ideal Hire: Skills, traits, and mindset you’re looking for.
- Give Notes to Shape the Post: Paste in your rough outline, then let AI polish tone, clarity, and flow.
Example of a Strong Prompt
Instead of saying:
“Write me a job description for a Lead Generation Specialist.”
Try this:
“Help me write a job description for our company, BrightPath Marketing. We’re hiring a Junior Lead Generation Specialist to build prospect lists, run outreach, and book calls. Our culture is collaborative and growth-focused—we promote from within and train new hires. The ideal candidate is curious, organized, and coachable. We offer $35,000–$42,000 base pay, health insurance, 12 PTO days, and a clear path to SDR → Strategist. Here are some rough notes: [Insert Notes]. Please structure this into a conversational, candidate-friendly job post.”
👉 The result? AI becomes your editor, not your writer—helping you polish a thoughtful, authentic job post that still sounds like you.
Build a winning team—without the hiring headache.
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Quick Copy-Paste Job Description Templates
We get it—sometimes you just need something fast. That’s what these are: two ready-to-use templates for a Lead Generation Specialist role.
✏️ 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 company.
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 Job Description Template (Culture-First Style)
Job Title: Lead Generation Specialist – [Your Industry]
Location: [Remote/Onsite + City]
Compensation: [Salary Range] + performance incentives
🎥 Hear from Our Team
Watch this quick video from our Sales Manager on why this role is so important: [Insert Loom/YouTube link].
👋 About Us
At [Your Company Name], we [insert mission in human language—e.g., “help SaaS businesses grow by simplifying analytics”]. We’re a [team size] team, and everything we do comes back to one goal: helping clients grow faster with less stress.
🌟 Why This Role Matters
This isn’t just about sending emails—it’s about fueling growth. As our Lead Generation Specialist, you’ll be the spark that creates opportunities and keeps our pipeline healthy.
🛠️ What You’ll Do
- Research and build targeted prospect lists.
- Send personalized outreach campaigns (email, LinkedIn, calls).
- Qualify leads and book meetings for our sales team.
- Keep everything organized in our CRM.
🎯 What We’re Looking For
- Strong communication skills (written + verbal).
- Organized, curious, and comfortable with rejection.
- Familiarity with tools like HubSpot, Apollo, or ZoomInfo is a plus.
- Experience in outbound sales or SDR roles (preferred, but not required).
🎁 Perks & Benefits
- [Health, dental, vision insurance]
- [PTO days + holidays]
- [Annual training or learning stipend]
- [Performance bonuses or growth incentives]
💚 Why This Role Is a Great Fit
You won’t just fill spreadsheets—you’ll make a direct impact on revenue growth. If you’re hungry to learn, want a clear career path, and like working with a team that celebrates wins, this role is for you.
📥 How to Apply
Apply through WorkScreen.io here: [Insert WorkScreen link]. You’ll complete a quick, role-relevant evaluation so we can see your strengths in action.
✅ Option 2: Structured Job Description Template (Job Brief + Responsibilities + Requirements)
Job Title: Lead Generation Specialist
Location: [Remote/Onsite + City]
Type: [Full-Time/Part-Time]
Salary: [Range + incentives]
📌 Job Brief
We are looking for a motivated Lead Generation Specialist to join our team at [Company Name]. You will be responsible for building prospect lists, running outbound campaigns, and qualifying leads that drive our sales pipeline.
🛠️ Responsibilities
- Identify and research potential prospects.
- Run multi-channel outbound campaigns (email, LinkedIn, phone).
- Qualify leads and schedule discovery calls for sales reps.
- Maintain accurate records in CRM (HubSpot/Salesforce).
- Report on lead metrics and campaign performance.
🎯 Requirements
- 1–2 years of lead generation or outbound sales experience (preferred).
- Excellent communication and organizational skills.
- Familiarity with sales tools such as HubSpot, ZoomInfo, or Apollo.
- Ability to work independently and as part of a team.
🎁 Perks & Benefits
- Competitive salary + performance bonuses.
- Health, dental, and vision insurance.
- PTO + paid holidays.
- Professional development and growth opportunities.
💚 Why Join Us
At [Company Name], you won’t just be another cog in the wheel. You’ll play a key role in building the sales engine of a fast-growing team. We believe in celebrating wins, investing in growth, and giving you the tools to succeed.
📥 How to Apply
Apply today through WorkScreen.io: [Insert WorkScreen link]. You’ll go through a simple evaluation process to ensure we understand your strengths fairly.
After the Job Post: Let WorkScreen.io Handle the Next Phase
Writing a strong job post is just step one. Once the applications start rolling in, the real challenge begins: sorting through them to find the gems without wasting hours on low-effort candidates.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly spot your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Run one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Filter out low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Save time and reduce hiring risk
Instead of manually reviewing every application, you can focus your attention on candidates who’ve already proven they’re engaged and capable.
plug it into WorkScreen
👉 After you’ve written your job post
, share the link, and let the platform handle the heavy lifting. It’s the easiest way to ensure you’re spending time on the right people—and avoiding costly bad hires.
and start hiring smarter, faster, and with more confidence.
Frequently Asked Questions - Lead Generation Specialist Job Description
A strong Lead Generation Specialist should combine communication skills (to engage prospects), research ability (to identify the right targets), and organization (to manage pipelines efficiently). Look for traits like curiosity, persistence, and resilience—they’ll be dealing with rejection often. On the technical side, familiarity with CRM tools, LinkedIn Sales Navigator, and outreach platforms is a big plus.
Compensation varies by experience, industry, and location. In the U.S., entry-level Lead Generation Specialists typically earn between $35,000–$45,000 annually, while experienced specialists in industries like SaaS or finance can earn $50,000–$70,000+, often with performance bonuses tied to meetings booked or revenue generated.
Both roles focus on filling the pipeline, but they’re not identical. A Lead Generation Specialist is usually more focused on researching, sourcing, and qualifying leads, while an SDR often takes the next step—engaging prospects, nurturing conversations, and booking meetings for Account Executives. In many companies, Lead Gen is considered a feeder role into SDR/AE positions.
The most common metrics include:
- Number of qualified leads generated
- Conversion rate from lead → opportunity
- Meetings booked for sales reps
- Response rate to outreach campaigns
But beyond numbers, success also means building quality relationships and ensuring sales reps spend time with the right people.
Not always. Many companies are open to training entry-level candidates if they show drive, communication skills, and coachability. However, for more complex industries (like SaaS or enterprise sales), prior experience in lead generation, SDR, or outbound sales is often preferred.
The most common tools include:
- CRM systems (HubSpot, Salesforce)
- Prospecting platforms (ZoomInfo, Apollo, Clearbit)
- Outreach automation (Outreach.io, SalesLoft)
- Social platforms (LinkedIn Sales Navigator)
- Data enrichment tools (Hunter.io, Lusha)
Knowledge of these tools often speeds up onboarding and boosts effectiveness.
