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If you’ve Googled “Operations Coordinator job description,” you’ve probably noticed something frustrating.
Every article looks the same.
Dry bullet points. Corporate jargon. Generic responsibilities like “manage workflows” and “coordinate operations.” But here’s the problem—none of them help you actually attract a great hire.
Because a job description isn’t just a list of tasks. It’s your first pitch to someone who could become a key part of your team. And if your post reads like a legal document or a checklist, the best candidates won’t bother applying.
At best, you’ll attract people who are just looking for a job.
At worst, you’ll waste time filtering through low-effort applications.
That’s why we created this guide.
Not just to give you a job description template—but to help you write one that actually connects with top talent. A post that’s clear, human, and aligned with how modern candidates think.
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.
But if you’re here to create a compelling, conversion-worthy job description for an Operations Coordinator, you’re in the right place.
Let’s start by getting clear on what this role really is.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What an Operations Coordinator Actually Does
An Operations Coordinator keeps the engine of your business running smoothly.
They’re the person behind the scenes making sure projects move forward, teams stay organized, and problems get solved before they escalate. On any given day, they might be managing schedules, tracking deliverables, handling vendor communications, or ensuring internal systems run without friction.
In short:
They’re not just task-doers. They’re problem-solvers, communicators, and organizers who make sure nothing slips through the cracks.
And because they touch so many moving parts—people, tools, timelines, and processes—the best Operations Coordinators are highly detail-oriented, calm under pressure, and excellent at juggling priorities.
They don’t just support operations.
They orchestrate them.
Two Great Operations Coordinator Job Description Templates
✅ Option 1 – Job Description For Experienced Hire (Culture-First, Conversational)
📌 Job Title
Operations Coordinator for SwiftFreight Logistics (Remote, Full-Time)
💼 Type Full-Time | Remote within USA | $48,000 – $60,000 / yr (DOE)
🎥 Meet Your Future Boss
Watch a 90-second Loom from our Ops Director explaining the team and expectations.
👉 [Video Link]
🚀 Who We Are
SwiftFreight Logistics is a tech-enabled freight forwarder moving 3,500+ shipments a week for e-commerce brands like Chubbies, Bombas, and Allbirds. Our 60-person remote team spans 10 time zones but shares one mission: make global shipping effortless for growing merchants. Last year we cut average transit times by 22 % and saved clients $4.2 M in fees—and we’re just getting started.
🛠️ What You’ll Be Doing
- Own daily shipment-tracking dashboards and flag delays before they become problems
- Coordinate with warehouse partners, carriers, and our CX team to keep SLAs on track
- Document and improve SOPs in Notion; eliminate duplicate steps wherever you find them
- Pull weekly KPI reports for on-time delivery, cost per kilo, and claims ratio
- Schedule cross-functional stand-ups and keep agendas laser-focused on blockers and next steps
🎯 What We’re Looking For
- 2+ years in operations, logistics, or supply-chain coordination
- Comfort juggling dozens of shipments and multiple tools (Slack, Notion, Airtable)
- Clear written communicator who can turn chaos into concise updates
- Data-curious mindset—always asking “How can we measure and improve this?”
🎁 Perks & Benefits
- Medical, dental, vision (90 % company-paid)
- 16 PTO days + your birthday off + 8 federal holidays
- $500 annual learning stipend
- Home-office grant ($300) after first 30 days
- Quarterly team off-sites (we flew to Denver last quarter)
🚀 Why This Role Is a Great Fit
You’ll be the nerve-center connecting sales, warehouses, and carriers—your ideas directly shave hours (and dollars) off every shipment. If you love turning messy processes into sleek systems, you’ll thrive here and grow into Senior Ops Manager within 18–24 months.
📥 How to Apply
We hire via WorkScreen.io to focus on skill over résumé polish. Click below, complete the brief real-world task, and you’ll hear back within 7 business days.
👉 [SwiftFreight WorkScreen Link]
✅ Option 2 – Job Description For Entry-Level / Will-Train (Supportive, Inclusive)
📌 Job Title
Entry-Level Operations Coordinator at Heartland Supply Co. (On-Site)
💼 Type Full-Time | On-Site, Kansas City MO | $16 – $19 / hr
🎥 A Quick Hello from the GM
See a 60-second video from our General Manager, Tracy, sharing why she loves mentoring new ops talent.
👉 [Video Link]
🏢 About Us
Family-owned since 1987, Heartland Supply Co. distributes restaurant essentials—paper goods, cleaning supplies, and small wares—to 1,200+ eateries across Missouri and Kansas. We run a 110,000 sq ft warehouse, 25 trucks, and a close-knit team that believes in “service first, sales second.” Every carton we deliver keeps a local kitchen humming.
🛠️ What You’ll Be Doing
- Schedule daily delivery routes and print pick-tickets for drivers
- Update inventory counts in our ERP (we’ll train you)
- Answer customer calls about ETA changes or back-orders
- Log freight claims and track resolution status
- Document each new process you master so the next hire learns even faster
📚 What You Need (We’ll Teach the Rest)
- High-school diploma or GED
- Detail-oriented and dependable—your friends call you “the organized one”
- Basic computer skills; comfortable with email, spreadsheets, and learning new software
- Positive attitude and willingness to lend a hand wherever needed
🎁 Perks & Benefits
- Health, dental, vision (70 % company-paid) after 60 days
- 401(k) with 3 % match after 6 months
- 10 PTO days first year + 6 paid holidays
- $250 yearly boot-camp/fitness stipend
- Free lunch in our test-kitchen every Friday
🚀 Why This Role Is a Great Fit
You’ll learn end-to-end supply-chain ops from a team that loves to promote internally—four of our current route supervisors started in this very role. If you’re hungry to build a career in logistics, Heartland Supply is your launchpad.
📥 How to Apply
Click the WorkScreen.io link below, complete a short scenario-based task (10–15 minutes), and we’ll reply within 5 business days—guaranteed.
👉 [Heartland WorkScreen Link]
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.
Why These Operations Coordinator Job Posts Work
Here’s what makes each version of the job post effective—and why they’re designed to attract serious, qualified, and motivated applicants.
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of bland titles like “Operations Coordinator” with no context, these posts go further.
- SwiftFreight’s title includes the company name, industry (logistics), and remote option.
- Heartland’s title signals entry-level openness and includes on-site expectations up front.
This clarity filters out the wrong people and immediately attracts the right ones.
✅ 2. The Video Adds Personality and Builds Trust
Embedding a quick Loom or YouTube link from the hiring manager or GM creates a human connection before the candidate even applies. It gives a face to the company—and that can be the difference between someone applying or skipping.
It also signals: “We care enough to show up and speak to you directly.”
✅ 3. The “About Us” Section Tells a Story, Not Just Facts
- SwiftFreight highlights their mission (simplifying global shipping), their clients (Chubbies, Allbirds), and real-world wins (22% faster transit, $4.2M saved).
- Heartland brings their family-owned roots to life, showing their customer base (1,200+ restaurants), physical size (110,000 sq ft warehouse), and values (“service first, sales second”).
This helps candidates feel the business—not just learn about it.
✅ 4. Responsibilities Are Practical, Not Just Buzzwords
Instead of vague phrases like “coordinate operations” or “ensure timely delivery,” each task is spelled out:
- “Pull weekly KPI reports for on-time delivery”
- “Log freight claims and track resolution status”
Candidates can visualize what the work looks like day-to-day, which builds confidence and sets expectations early.
✅ 5. Qualifications Feel Focused (And Human)
Both posts avoid the laundry-list trap. They:
- Lead with must-haves and clearly separate nice-to-haves
- Avoid inflated experience demands
- Use language that feels encouraging (“we’ll teach you,” “nice to have, not required”)
This widens your talent pool and brings in people with potential—not just perfect résumés.
✅ 6. Perks & Benefits Are Listed Separately and Transparently
Top candidates care about compensation—and so does everyone else.
Including benefits like:
- PTO
- Health insurance
- Learning stipends
- Remote equipment grants
…builds trust and helps applicants self-qualify.
You’re showing that you value employees as people, not just labor.
✅ 7. “Why This Role Is a Great Fit” Sells the Opportunity
This section pitches the role back to the candidate.
It answers: “Why should I care about this job?”
- SwiftFreight highlights growth into ops management and strategic ownership.
- Heartland points to internal promotions and career-building.
This helps attract people who are in it for more than a paycheck.
✅ 8. The Hiring Process Is Transparent and Respectful
You make three promises:
- No ghosting.
- Short, skill-based evaluation instead of a résumé black hole.
- Timeline clarity (e.g., “We’ll respond in 5–7 business days”).
This instantly sets your post apart—and earns respect from candidates who are used to being ignored.
Bad Operations Coordinator Job Post Example (And Why It Fails)
Let’s look at the kind of job post that’s still far too common—and why it fails to attract serious talent.
❌ Bad Job Post Example
Job Title: Operations Coordinator
Company: Confidential
Location: United States (Remote)
Salary: Not disclosed
Type: Full-Time
Job Description:
We are looking for an experienced Operations Coordinator to manage and optimize our internal processes. The successful candidate will be responsible for coordinating operations, ensuring smooth workflow, and supporting the team with administrative duties.
Key Responsibilities:
- Coordinate operations and logistics
- Manage schedules and workflows
- Communicate with internal teams
- Perform administrative tasks
- Ensure timely delivery of projects
Requirements:
- Bachelor’s degree in Business or related field
- 3–5 years in an operations role
- Strong communication and organizational skills
- Proficiency in MS Office
How to Apply:
Please send your résumé and cover letter to jobs@confidentialhr.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Job Title Is Too Generic
“Operations Coordinator” alone doesn’t tell candidates who the company is, what kind of operations they’ll be coordinating, or why the role exists.
2. No Personality, No Mission
The intro reads like it was written by ChatGPT on autopilot. There’s no story, no mission, and no reason a strong candidate would choose this role over dozens of others.
3. Zero Transparency on Salary or Benefits
By hiding compensation, the company risks wasting everyone’s time. Serious applicants want to know if the opportunity aligns with their financial goals before applying.
4. Responsibilities Are Too Vague
Phrases like “coordinate operations” and “support the team” are so broad, they could apply to 100 different jobs. There’s no specificity to help a candidate understand the actual work.
5. Requirements Are Inflated and Rigid
The post demands 3–5 years of experience for a mid-level role but gives no context or flexibility—no encouragement for high-potential learners.
6. The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” is the ultimate candidate repellant. It signals a lack of respect and sets the tone for ghosting. There’s no timeline, no clarity, and no humanity.
7. The Call to Action Lacks Warmth or Direction
The post ends with a plain email address and no motivation. It doesn’t explain what happens next, how long it will take, or what the company values in applicants.
This kind of job post doesn’t just fail to attract top candidates—it actively pushes them away.
Bonus Tips to Make Your Job Post Stand Out
Once your job post has all the essentials—clear title, role context, responsibilities, and benefits—these bonus elements can turn a good job post into a great one.
✅ 1. Include a Security & Privacy Notice
Applicants are cautious about scams and data misuse. Add a short trust notice like this:
🔐 We take the security and privacy of job applicants seriously. We will never ask for payment, financial information, or sensitive personal documents during the hiring process.
It reassures candidates that your company is legitimate, transparent, and respectful.
✅ 2. Mention Time Off or Flex Days
Candidates value flexibility as much as salary. If your role includes PTO, mental health days, or flex scheduling, highlight it up front.
🏖️ “Enjoy up to 20 PTO days per year—including 2 flex days for rest, life admin, or mental health recharge.”
Even a small benefit, if clearly framed, can tip the scales.
✅ 3. Highlight Training and Growth Opportunities
Especially for entry-level roles or career-switchers, growth is a major selling point.
📚 “We offer structured onboarding, mentorship from your manager, and quarterly skill-building workshops.”
Even better if you can name what they’ll learn or how past hires have been promoted.
✅ 4. Add a Loom or YouTube Video
Video is powerful. Just a 60-second clip from the hiring manager explaining:
- What the role looks like day to day
- What kind of teammate you’re looking for
- Why the role matters to the company
This adds trust, warmth, and connection—and sets you apart from 99% of other companies.
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 That You Respect Candidates’ Time
Let candidates know what to expect after they apply.
⏳ “We respond to every application within 7 business days—whether or not you’re moving forward. No ghosting, ever.”
This tiny sentence builds massive goodwill—and positions your company as one that respects people, not just résumés.
✅ 6. Use Trust-Driven CTAs
Replace “Apply Now” with something warmer and more specific:
- “Let’s see if this role is a great fit—apply below.”
- “We’re excited to meet our next team member. Could it be you?”
- “Complete the WorkScreen task below to help us get to know you beyond your résumé.”
A better CTA makes the process feel more human—and more inviting.
Should You Use AI to Write Job Descriptions?
Lately, it feels like everyone is using AI to write job descriptions. Even some ATS platforms like Manatal, Workable, and Breezy HR offer one-click job post generators.
But here’s the truth:
AI can help—but only if you bring the insight.
If you just type “Write an Operations Coordinator job post,” you’ll get something generic, uninspired, and probably forgettable. It might sound professional, but it won’t connect. It won’t reflect your company culture. And it definitely won’t attract top talent.
Because great candidates can smell a copy-paste job post from a mile away.
❌ The Wrong Way to Use AI
Letting AI write your entire job post without giving it any context.
Prompt:
“Write me a job description for an operations coordinator.”
Result:
A bland, lifeless post filled with corporate fluff.
Zero personality. Zero mission. Zero reason to care.
✅ The Right Way to Use AI (Your Secret Weapon)
AI works best when you give it clear, specific, human input. Think of it as a helpful assistant—not the author.
Here’s a powerful prompt you can steal:
“Help me write a job post for our company, SwiftFreight Logistics. We’re hiring an Operations Coordinator to help us streamline delivery processes and improve team workflows across vendors, warehouses, and CX. Our culture is fast-paced, remote-first, and built on trust, ownership, and clear communication. We want to attract candidates who are detail-oriented, proactive, and calm under pressure. We offer medical/dental/vision insurance, 15+ PTO days, and career growth into ops management. Here’s our hiring process: [brief description].”
You can even paste in bullet points or old drafts and say:
“Rewrite this in a clear, conversational tone with a strong opening and a respectful call to action. Make it human, not corporate.”
Use AI to clean up structure, improve clarity, and polish your language—not to guess your voice or values.
🧠 Pro Tip: Give It a Role Model
Paste in a great job post you love (like one of the examples earlier in this guide) and tell the AI:
“Write something similar in tone and format to this post, but tailored to my company and role details.”
AI works best when it knows what “good” looks like.
💡 Bottom Line:
AI should shape and refine your message—not replace your thinking.
You bring the values, the story, and the nuance. AI brings speed, structure, and suggestions.
When used right, that combo is unbeatable.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title
Operations Coordinator for [Your Company Name] (Remote or In-Office)
💼 Type Full-Time | [Location or Remote] | $[Salary Range]
🎥 Meet Your Future Manager
Optional Loom or YouTube link to personalize the experience.
🚀 Who We Are
[Your Company Name] helps [describe your product or mission in 1–2 lines].
We’re a team that values [insert 2–3 core values like ownership, kindness, speed].
Our operations team is small but mighty—and we’re growing fast.
🛠️ What You’ll Be Doing
- Keep projects moving forward across teams
- Manage schedules, track KPIs, and update systems
- Communicate with vendors, partners, and internal teammates
- Identify and eliminate process bottlenecks
- Document workflows and improve internal ops
🎯 What We’re Looking For
- [1–3]+ years in operations or coordination roles
- Highly organized and calm under pressure
- Strong communicator (written + verbal)
- Loves working behind the scenes to make things run smoothly
- Comfortable using [tools like Slack, Airtable, Notion, etc.]
🎁 Perks & Benefits
- Health, dental & vision insurance
- PTO / holidays / flex days
- Annual learning or equipment stipend
- [Any unique perks: off-sites, wellness budget, etc.]
🚀 Why This Role Is a Great Fit
You’ll help build the systems that power our growth.
You’ll have autonomy, support, and the chance to level up fast.
If you’re a systems thinker who loves seeing everything run like clockwork—this is your role.
📥 How to Apply
We use WorkScreen.io to evaluate candidates based on skills, not just résumés.
Click below to complete a short, role-relevant evaluation.
👉 [Insert Your WorkScreen Link]
✅ Option 2: Classic Structured Format (For More Traditional Teams)
Job Title: Operations Coordinator
Company: [Your Company Name]
Location: [City, State or Remote]
Type: Full-Time
Salary Range: $[Enter Range]
🎥 Meet Your Future Manager
Optional Loom or YouTube link to personalize the experience.
Job Summary
We’re looking for an Operations Coordinator to help manage and streamline internal processes across teams. This role will involve project tracking, workflow optimization, and cross-functional coordination to ensure our business runs efficiently.
Responsibilities
- Coordinate operational tasks across departments
- Track project deadlines and update dashboards
- Liaise with vendors and external partners
- Maintain and improve internal documentation and SOPs
- Assist with reporting and process improvement initiatives
Requirements
- 2+ years of experience in an operations or administrative role
- Strong organizational and multitasking skills
- Excellent communication and problem-solving ability
- Experience with common project management tools (e.g., Asana, Notion, Trello)
- Bonus: Experience in logistics, supply chain, or SaaS preferred
Benefits
- Competitive salary and benefits
- PTO and paid holidays
- Remote flexibility (if applicable)
- Learning and development support
How to Apply
Click the link below to apply via WorkScreen.
You’ll complete a short task to help us better understand your strengths.
👉 [Insert WorkScreen Link]
What Happens After You Write the Job Post? Let WorkScreen Take It from Here
Writing a great job post is just the first step.
Once your post is live and candidates start applying, the real challenge begins:
Who’s actually a good fit—and who just looks good on paper?
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
🏁 1. Quickly Identify Your Best Candidates
WorkScreen automatically evaluates every applicant, scores them, and ranks them on a real-time leaderboard.
So instead of digging through 200 résumés, you instantly see your top performers—based on skill, not just keywords.
🔍 2. Easily Administer One-Click Skill Tests
With WorkScreen, every candidate completes a Minimum Viable Task that reflects the actual work they’ll do on the job.
No more guessing. No more “great interview, bad hire” surprises.
Just clear, performance-based insight from the start.
🚫 3. Eliminate Low-Effort Applicants
You’ll automatically filter out:
- People who use AI tools to write their applications
- Copy-paste résumés
- One-click “spray-and-pray” applicants
WorkScreen keeps the noise out so you can focus on genuine, committed, and capable candidates.
💡 Hiring Smarter Doesn’t Have to Be Complicated
You already took the time to write a great job post—
Now let WorkScreen help you finish the process with confidence, speed, and clarity.
Create your job post on WorkScreen.io today and let the platform do the heavy lifting.
FAQ
The most important skills go beyond technical tools. Look for someone who is:
- Highly organized – Can manage multiple tasks and deadlines without letting anything fall through the cracks
- Proactive – Spots potential issues and solves them before they escalate
- Strong communicator – Keeps internal and external stakeholders aligned through clear, timely updates
- Process-oriented – Loves optimizing workflows and documenting systems
- Calm under pressure – Can handle shifting priorities and fast-moving teams without getting flustered
Bonus skills include comfort with project management tools (like Notion or Asana), data fluency (basic reporting or KPI tracking), and experience in cross-functional coordination.
In the U.S., the average salary for an Operations Coordinator typically ranges between $45,000 and $65,000 per year, depending on:
- Experience level
- Location (e.g., NYC salaries tend to be higher than Midwest)
- Industry (tech, logistics, nonprofit, etc.)
- Whether the role is fully remote or hybrid/on-site
Entry-level roles may start around $40,000, while senior or specialized roles can reach $70,000+.
Always research market rates on platforms like Payscale, Glassdoor, or Levels.fyi and include a transparent range in your job post to build trust.
Not exactly. While both roles support operations, a Coordinator is usually more focused on task execution and support, while a Manager typically leads a team and owns outcomes.
Think of the Coordinator as the one making sure the day-to-day runs smoothly—and the Manager as the one setting priorities and strategy.
In smaller teams, the lines may blur. In larger orgs, they’re usually separate roles with different levels of responsibility.
