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If you’ve searched “Managing Director job description,” you’ve probably landed on a dozen posts that all look the same.
Long lists of responsibilities. Vague leadership buzzwords. No soul. No strategy.
But here’s the thing—top-tier leadership candidates don’t respond to generic posts.
They’re not looking for just another title—they want to lead something meaningful. They want to know what your company is building, what kind of team they’ll inherit, and what success actually looks like.
Most job posts don’t answer any of that.
And that’s why great candidates scroll right past you—and hit apply somewhere else.
In this guide, I’ll walk you through exactly how to write a compelling, high-converting Managing Director job post—not a copy-paste template, but one that actually attracts mission-driven, experienced leaders.
And if you haven’t read it yet, I highly recommend checking 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/ for deeper insights on why most job posts fail—and what to do instead.
Ready to create a post that gets serious leadership candidates excited?
Let’s dive in.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What the Managing Director Role Actually Is
A Managing Director isn’t just a title—they’re the person responsible for turning your company’s strategy into real, measurable results.
They oversee high-level operations, align different departments, and make key decisions that drive revenue, growth, and team performance. But just as important, they set the tone for your company’s culture, values, and long-term vision.
They’re part strategist, part operator, part leader.
And depending on your organization’s size, a Managing Director might act like a CEO, oversee division heads, or report directly to a board.
That’s why hiring the right person for this role goes far beyond resumes or buzzwords. You need someone who can:
- Inspire teams and manage risk,
- Think big but execute consistently,
- Lead with clarity, accountability, and emotional intelligence.
In short: Your Managing Director isn’t just managing—they’re shaping your company’s future.
Two Great Managing Director Job Description Templates
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: Experienced Managing Director Job Description
📌 Job Title: Managing Director – Atlas Ridge Group, New York
💼 Type: Full-Time | Executive Role
💰 Salary: $180,000 – $220,000 base + performance bonuses + equity options
🎥 Meet Your Hiring Manager
Watch this quick 2-minute video from our CEO explaining the vision for this role and what success looks like at Atlas Ridge:
👉 [Insert Loom or YouTube link here]
Who We Are:
Atlas Ridge Group is a strategic consultancy helping mid-sized businesses in North America scale sustainably. Over the past 8 years, we’ve helped 200+ clients optimize operations, enter new markets, and unlock measurable growth—particularly in industries like tech, logistics, and healthcare.
We’re not your average consultancy—we move fast, value clarity, and obsess over client outcomes. Now, we’re hiring a Managing Director to lead our internal operations and help us grow from a $12M company to $30M+ over the next 3 years.
About the Role:
As Managing Director, you’ll work directly with our CEO and leadership team to align departments, drive profitability, and scale client delivery. You’ll manage senior leaders across consulting, operations, and marketing, while owning revenue growth, team performance, and strategic execution.
What You’ll Do:
- Turn strategy into clear, measurable operating plans
- Lead and coach department heads (Consulting, Marketing, Ops, HR)
- Own P&L, budgeting, forecasting, and financial reporting
- Implement systems for operational excellence and accountability
- Represent the company in high-stakes client relationships
- Support M&A activity and market expansion opportunities
- Champion team culture, performance, and internal development
What We’re Looking For:
- 8–15+ years of leadership experience in consulting or related sectors
- Strong commercial instincts and ability to make data-driven decisions
- Experience scaling service businesses from $10M+ revenue
- Proven ability to lead cross-functional executive teams
- Excellent communication, organizational, and people leadership skills
Why This Role Is a Great Fit:
You won’t just manage what exists—you’ll shape what comes next. This is a rare opportunity to lead a team that’s already thriving and take it to the next level. If you’re a sharp, decisive operator who thrives in ambitious environments and wants to build something meaningful—we’d love to meet you.
Perks and Benefits:
- Competitive salary + profit-sharing + equity
- Health, dental, and vision coverage (starts Day 1)
- Up to 25 days paid time off annually
- Flexible hybrid work setup (3 days onsite, 2 remote)
- Quarterly executive coaching and development budget
- Annual retreat with the leadership team
- Paid parental leave
- $1,500 annual wellness allowance
📥 How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
🔹 Option 2: Managing Director (Open to High-Potential Leaders)
📌 Job Title: Managing Director – Atlas Ridge Group, New York
💼 Type: Full-Time | Executive Role
💰 Salary: $140,000 – $165,000 base + bonuses (with growth into full equity over time)
🎥 Meet Your Hiring Manager
Our CEO, Taylor Jensen, recorded a quick intro to share why we’re hiring for this role, and what we’re hoping to build next:
👉 [Insert Loom or YouTube link here]
Who We Are:
Atlas Ridge Group is a consultancy that helps fast-growing companies scale smarter—not just bigger. We’re trusted by clients in SaaS, logistics, healthcare, and fintech, and we pride ourselves on combining deep strategy with hands-on execution.
We’ve built an incredible team—but we’re ready to go further. We’re hiring a Managing Director who can take over the day-to-day leadership and help us grow from a boutique agency into a national firm.
About the Role:
You’ll work directly with our CEO to lead operations, mentor department leads, and build repeatable systems for growth. This is a high-impact role where you’ll help set direction, remove roadblocks, and lead cross-functional projects that matter.
We’re open to hiring someone who hasn’t held this exact title before—if you’ve led teams, launched initiatives, or built a division from scratch, we want to hear from you.
What You’ll Do:
- Align business strategy with team execution
- Lead cross-functional department heads and keep projects on track
- Own financial and operational KPIs
- Build internal systems for performance, reporting, and hiring
- Act as a bridge between leadership, clients, and internal teams
- Support CEO in preparing for board meetings and fundraising efforts
Who This Role Is For:
- You’ve led teams or departments and are ready to step into a company-wide leadership role
- You know how to prioritize and execute in fast-moving environments
- You’re not afraid of spreadsheets, hard conversations, or ambiguity
- You’ve got emotional intelligence and aren’t just managing tasks—you’re developing people
Why This Role Is a Great Fit:
This is a unique opportunity for a high-potential leader to level up into a Managing Director role with hands-on mentorship and real ownership. You’ll have a voice at the table, a clear growth path, and the freedom to shape the future of a company that’s hitting its stride.
Perks and Benefits:
- Salary + growth-based bonus + equity eligibility after Year 1
- Full health and dental coverage
- Flexible schedule + remote-friendly options
- Up to 20 paid days off per year
- Annual training budget ($2,000/year)
- Monthly leadership coaching
- Quarterly in-person meetups (NYC, Chicago, or remote-friendly cities)
📥 How to Apply
We use WorkScreen to streamline hiring and help serious candidates stand out.
Click the link below to complete your structured application and skills evaluation:
👉 [Insert WorkScreen Link]
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Managing Director Job Posts Work
Let’s walk through why the two Managing Director job descriptions above are effective—and how each element is intentionally crafted to attract high-quality, aligned candidates.
✅ 1. The Job Titles Are Clear, Specific, and Targeted
Instead of just saying “Managing Director,” the job titles include the company name, location, and level of seniority.
This:
- Increases relevance in search results
- Reduces ambiguity about the role and expectations
- Speaks directly to serious candidates who are looking for executive leadership positions, not generic listings
🎯 “Managing Director – Atlas Ridge Group, New York” is much stronger than simply “Managing Director.”
✅ 2. Video Element Adds Trust and Human Connection
The video intro from the CEO does two things:
- It personalizes the application experience
- It builds trust before the candidate even applies
When candidates see who they’ll work with and hear the vision directly, they’re more likely to feel aligned—and more motivated to apply.
✅ 3. The ‘About Us’ Section Tells a Story, Not Just Stats
This section doesn’t just state the company’s age or size. It shares:
- What the company does
- Who they serve
- Where they’re headed next
This gives applicants a clear sense of mission and momentum. It creates emotional connection, not just information.
✅ 4. The Responsibilities Are Written in Real Language (Not Corporate Jargon)
Instead of lifeless bullet points like “Develop strategic initiatives,” the descriptions say:
“Turn strategy into clear, measurable operating plans.”
“Lead and coach department heads.”
This paints a vivid picture of the actual work—while keeping the tone human and actionable.
✅ 5. The Posts Include Separate, Thoughtful Sections for:
- Why This Role Is a Great Fit
→ This is your pitch to the candidate. It explains what makes the role exciting and worth their time—not just for the company, but for them. - Perks and Benefits
→ Separated for clarity. Lists real, tangible benefits (healthcare, coaching, equity, etc.), not vague phrases like “competitive package.” This builds trust and shows respect.
✅ 6. They Are Open to Different Experience Levels (Without Lowering the Bar)
By offering one version for seasoned leaders and another for high-potential candidates:
- You expand your talent pool without compromising quality
- You demonstrate flexibility—valuing capability, not just credentials
This helps companies find future stars, not just people with the “right” titles.
✅ 7. The Tone is Confident, Clear, and Respectful
There’s no fluff. No corporate-speak. And no vague promises.
The writing respects the reader’s time while giving them everything they need to make an informed decision.
This is the kind of tone that serious leadership talent responds to—because it mirrors how they communicate.
✅ 8. The Application Process is Transparent and Fair
Instead of “Submit resume and wait,” it says:
“We use WorkScreen to evaluate you based on strengths, not buzzwords.”
This communicates:
- You value fairness and objectivity
- You’re not ghosting candidates
- You’ve invested in a structured hiring process
That builds credibility—and filters in the kind of candidates who appreciate process and performance.
Example of a Bad Managing Director Job Description (And Why It Fails)
Let’s take a look at a typical Managing Director job post you’ll often find online—and why it fails to attract serious, high-performing candidates.
❌ Bad Job Description Example
📌 Job Title: Managing Director
🏢 Company: GlobalCorp Holdings
💼 Type: Full-Time
📅 Application Deadline: August 30, 2025
Job Summary:
GlobalCorp Holdings is seeking a dynamic and experienced Managing Director to oversee day-to-day operations and provide strategic leadership. The ideal candidate will be responsible for financial performance, policy development, and departmental coordination.
Responsibilities:
- Lead and manage internal departments
- Review and implement strategic initiatives
- Monitor key performance indicators
- Ensure compliance with regulatory standards
- Report directly to the Board of Directors
Requirements:
- Bachelor’s Degree in Business, Finance, or related field
- 10+ years of leadership experience
- Strong interpersonal and analytical skills
- Proven ability to lead complex organizations
- Excellent communication skills
How to Apply:
Please submit your CV and cover letter to hr@globalcorpholdings.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Vague and Unbranded
Just “Managing Director” with no context.
No company tone, no industry hint, no compelling hook. It reads like a placeholder.
2. The Introduction Feels Cold and Empty
Words like “dynamic and experienced” are filler. There’s no company mission, no reason why the role matters, and no sign of what kind of leader they’re looking for.
3. No Salary or Benefits Info
There’s zero transparency about compensation, growth opportunities, or perks. That’s a red flag for modern candidates—especially at executive level.
4. Zero Insight into Company Culture or Vision
What does GlobalCorp Holdings actually do? What’s the team like? Where’s the company headed? No answers—just vague generalities.
5. Responsibilities Are Generic and Non-Impactful
“Lead and manage departments” doesn’t tell you how or why. The tasks could apply to a thousand different companies.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” signals:
- Lack of respect for applicants
- Poor communication
- An outdated, one-sided hiring process
No timeline. No clarity. No structure.
7. No Personality in the Call to Action
“Submit your CV to this email” is bare-minimum effort. There’s no encouragement, no energy, no indication that they’re excited to hire anyone—just a formality.
🔚 Bottom Line:
This job post reads like a checkbox, not a call to lead.
It doesn’t reflect ambition, direction, or clarity—and that’s exactly why it would repel the very people you want leading your company.
Bonus Tips to Make Your Job Description Stand Out
If you want your Managing Director job post to rise above the noise, here are a few powerful (and often overlooked) details that make a big difference—especially when targeting experienced, selective candidates.
✅ 1. Add a Security & Privacy Notice for Applicants
This builds trust—especially for senior applicants who are discreet about their job search.
🛡️ Example:
“We take the privacy of applicants seriously. We will never ask for banking details, personal financial information, or request payment at any stage of the hiring process. All interviews will be conducted via official company channels only.”
This simple line reassures applicants and helps protect your employer brand from scams.
✅ 2. Be Transparent About Leave and Flex Time
Top-level candidates often care just as much about autonomy and time as they do about salary. Being upfront shows confidence and maturity in your culture.
🗓️ Example:
“We offer up to 25 days paid time off annually, plus company-wide flex days so our team can rest, reset, and return stronger.”
✅ 3. Mention Growth & Training Opportunities—Yes, Even at the Executive Level
Even experienced leaders want to know that they’ll grow in the role—not stagnate.
📈 Example:
“We provide quarterly executive coaching, access to leadership masterminds, and an annual development budget of $2,500 to help you continue growing as our business scales.”
This tells candidates: you won’t just work here—you’ll evolve here.
✅ 4. Add a Loom Video from the CEO or Hiring Manager
Already included in your earlier section—but worth repeating:
Video adds humanity, builds trust, and makes your post stand out in a sea of text.
Pro Tip: Keep it under 2 minutes. Address:
- The “why” behind the hire
- What success looks like in this role
- What kind of person would thrive here
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. Include a Statement That Reinforces a Human-Centered Hiring Process
This reassures candidates they won’t be ghosted or run through a black-box system.
💬 Example:
“We respect your time. Every application is reviewed, and every applicant gets a response—because we know applying for a leadership role takes real effort.”
✅ 6. Link to Real Employee Reviews (If Available)
Executives do their research. Make it easy by linking to your Glassdoor or company culture video.
🔗 Example:
“Want to hear what it’s really like to work here? Check out our team’s reviews on Glassdoor.”
Together, these small details add up to a job post that feels modern, respectful, and built for real humans—not just algorithms or checklists.
AI Caution – How to Use AI the Right Way When Writing Job Posts
Let’s be real: AI is everywhere.
And yes, platforms like Manatal, Workable, and even ChatGPT can now generate job descriptions in seconds. But here’s the problem—
❌ If you rely on AI alone, your job post will sound like everyone else’s.
It’ll be filled with generic phrases like “dynamic leader” or “fast-paced environment.” It won’t reflect your company’s mission, values, or culture. And it won’t speak to the kind of thoughtful, experienced candidates you’re actually trying to attract.
Worse—those AI-written posts tend to attract low-effort applicants who are just applying to anything that sounds corporate.
⚠️ Why You Shouldn’t Let AI Write the Entire Job Post For You
- It removes your unique voice
- It fails to convey real insight into the role
- It makes your company look cookie-cutter or low-effort
- It attracts candidates who respond to every job post, not just yours
✅ But Here’s the Smart Way to Use AI (with Examples)
Think of AI as a writing partner, not a replacement.
You bring the clarity, insight, and intent—AI helps shape, polish, and structure your message.
🧠 Start With Real Inputs First:
Before prompting AI, write down:
- What your company does (brief mission + client base + traction)
- What the Managing Director actually does day-to-day
- What type of personality thrives in your company
- What success looks like in the first 6–12 months
- What your perks, benefits, and growth opportunities are
- How your hiring process works
📝 Then Use a Prompt Like This:
Prompt:
“Help me write a Managing Director job post for Atlas Ridge Group. We’re a consultancy that helps growth-stage companies scale. We’re hiring a Managing Director to oversee internal operations and lead our consulting team. Our culture is fast-paced, transparent, and focused on execution.
The ideal candidate is commercially sharp, experienced in scaling service businesses, and values high-performing teams. We offer $180–220K base, equity, coaching budget, and 25 days PTO. Our hiring process includes a WorkScreen evaluation, two interviews, and a case challenge.
Here are a few notes I wrote for tone and ideas:
[Paste your own rough notes here].
Please draft a job post in a conversational, culture-first tone. Highlight purpose, leadership scope, and values.”
This gives AI the right context so it can amplify your thinking—not replace it with filler.
🔚 Final Thought on AI:
Your job post is often a candidate’s first impression of your company. Why leave that to chance—or a generic robot voice?
Use AI to tighten and organize your writing. But the voice, values, and vision?
That part should come from you.
Smart Hiring Starts Here
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
Copy-Paste Job Descriptions Templates for Quick Use
Sometimes you just need something solid, fast.
Maybe you’ve read through this entire guide and know what a strong job description looks like—but you still want a plug-and-play template you can copy, paste, and personalize.
That’s what this section is for.
✏️ 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: Managing Director – [Company Name], [Location]
💼 Type: Full-Time | Executive Leadership Role
💰 Salary: [Insert Salary Range]
🎥 Meet Your Hiring Manager
Our CEO recorded a short video to introduce the company, the vision for this role, and why it’s an exciting time to join.
👉 [Insert video link here]
Who We Are:
[Company Name] helps [describe your target customer or industry] solve [describe the main problem you solve]. We’re a team of [insert team size or style—lean, ambitious, growing], and our mission is to [insert your core goal].
We’ve grown [insert notable achievements or milestones], and now we’re looking for a Managing Director to help us scale to the next level.
About the Role:
As our Managing Director, you’ll work closely with [CEO/Board] to align strategy and operations across the business. You’ll lead department heads, oversee execution, and ensure every part of the company is working toward shared goals.
If you’ve led cross-functional teams and love building high-performing systems—you’ll thrive here.
What You’ll Do:
- Translate high-level strategy into execution plans
- Lead and support heads of [Departments: Sales, Ops, Finance, etc.]
- Oversee performance tracking, reporting, and accountability
- Own company-wide OKRs and lead team-wide updates
- Foster a values-driven culture across every department
- Support expansion efforts, partnerships, and innovation
What We’re Looking For:
- Prior experience in senior leadership roles (VP/COO/Director/MD)
- Strong operator mindset with clear decision-making ability
- Excellent communicator and strategic thinker
- Passion for building teams, systems, and culture
Why This Role Is a Great Fit:
You won’t just run the playbook—you’ll help write it.
This is your chance to lead from the front, shape the next chapter of our growth, and build something meaningful alongside a committed, values-driven team.
Perks and Benefits:
- Competitive salary + bonus or equity
- Health and dental insurance
- Paid vacation (typically 20–25 days/year)
- Flexible work environment
- Annual training and development budget
- Monthly wellness or leadership coaching stipend
📥 How to Apply
We respect your time. That’s why we use WorkScreen to evaluate candidates based on strengths—not just resumes.
Click the link below to start your structured application:
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Managing Director
Company: [Company Name]
Location: [City, Country or Remote]
Job Type: Full-Time
Salary Range: [Insert Range]
🎥 Meet Your Hiring Manager
Our CEO recorded a short video to introduce the company, the vision for this role, and why it’s an exciting time to join.
👉 [Insert video link here]
Job Brief
We are seeking a Managing Director to lead company-wide execution, align departments, and help scale the business. You’ll be responsible for overseeing operational strategy, team performance, and business growth—reporting directly to [CEO/Board].
Responsibilities
- Lead and manage internal teams and department heads
- Oversee budgeting, forecasting, and performance reporting
- Develop and execute strategic initiatives aligned with business goals
- Represent the company externally with partners and clients
- Ensure the company’s values and culture are embedded at every level
- Collaborate with leadership on hiring, operations, and growth projects
Requirements
- 8+ years of leadership experience
- Proven ability to scale teams and implement systems
- Excellent communication and team development skills
- Strong commercial mindset and analytical skills
- Experience in [Industry] is a plus
Perks and Benefits
- Health, dental, and vision insurance
- Performance-based bonuses
- Paid time off and flex days
- Executive coaching or development allowance
- Remote/hybrid work flexibility (if applicable)
How to Apply
Click here to begin your WorkScreen application:
👉 [Insert WorkScreen Link]
We’ll review every submission and update candidates on next steps promptly.
Let WorkScreen Handle the Next Step of Hiring
Now that your job post is ready to go, there’s one more step to make your hiring process faster, smarter, and more reliable:
✅ Let WorkScreen Handle the Next Phase
Once your post starts attracting candidates, WorkScreen.io ensures you’re not overwhelmed with low-effort applications—or left guessing who’s actually qualified.
Here’s how it helps:
🔍 1. Quickly Identify Your Best 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.
🛠️ 2. Administer Role-Specific Skill Tests with 1 Click
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.
🚫 3. Eliminate Low-Effort, AI-Generated, and Copy-Paste Applications
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.
🎯 The End Result?
You focus only on genuine, high-quality candidates—and make smarter hiring decisions with less stress and fewer bottlenecks.
Ready to hire smarter?
create your job post, and start evaluating candidates the smart way—today.
Frequently Asked Questions - Managing Director Job Description
The roles can overlap, but there’s a key difference:
- The CEO (Chief Executive Officer) is typically the top-most leader responsible for setting the company’s long-term vision and representing the business externally—especially to investors, media, or partners.
- The Managing Director focuses more on internal execution, ensuring departments align with the strategy and day-to-day operations run smoothly.
In startups or smaller companies, these roles may be held by the same person. In larger organizations, the CEO sets the “what” while the Managing Director drives the “how.”
Look for a mix of strategic and operational strengths. Key skills include:
- Cross-functional leadership (can align multiple departments)
- Financial acumen (budgeting, forecasting, P&L ownership)
- Decision-making under pressure
- Team development and culture-building
- Excellent communication and stakeholder management
- Change management or scaling experience
Bonus: Emotional intelligence and the ability to lead through complexity.
Salaries vary widely depending on company size, industry, location, and whether the role includes equity.
- In the United States, the average base salary ranges from $150,000 to $250,000+, often with performance bonuses and/or equity for senior roles.
- In Europe, salaries range from €100,000 to €200,000+ depending on the country.
- Startups may offer lower base pay but higher equity upside, while enterprise-level firms may offer higher cash compensation and structured bonuses.
You should consider hiring a Managing Director when:
- Your CEO or founder is overwhelmed with day-to-day operations
- You’ve scaled past 20–30 employees and need operational structure
- Multiple departments need better alignment and oversight
- You’re expanding into new markets or going through rapid growth
The Managing Director becomes the person who brings structure, accountability, and focus—so the CEO can think more long-term.
