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If you’ve ever Googled “Operations Manager job description template,” you’ve probably seen the same thing over and over:
A wall of bullet points.
Generic responsibilities.
Zero personality.
And here’s the problem—those templates don’t actually help you hire the right person.
They might tick the legal boxes, but they don’t inspire action. They don’t reflect your company’s culture. And they definitely don’t attract high-performing operations leaders who can actually move your business forward.
Because let’s be real—top-tier candidates don’t get excited by vague phrases like “ensure operational efficiency.” They want to know what they’re building. Who they’ll collaborate with. What kind of impact they’ll have.
If your job post doesn’t clearly answer that, they’ll scroll right past it.
That’s why we created this guide—to help you write an Operations Manager job post that actually works. Not just one that looks good on paper, but one that speaks to the right candidates, brings your company to life, and sets you up for real hiring success.
P.S. If you haven’t already, check out our Master Guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ before you dive in. It’ll give you the bigger picture on why most job posts fail—and how to fix them.
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What An Operations Manager Actually Does - Roles Explained
An Operations Manager isn’t just someone who “oversees operations.”
They’re the person who makes sure the entire business runs smoothly behind the scenes—without dropping the ball.
In plain terms:
An Operations Manager keeps your systems efficient, your teams aligned, your workflows running, and your goals on track. They don’t just manage processes—they optimize them.
They’re often the bridge between leadership and frontline staff. One minute, they’re working with vendors or finance to cut costs. The next, they’re solving a bottleneck in your delivery system or improving internal communication between departments.
That’s why the best Operations Managers aren’t just organized. They’re proactive. Adaptable. Clear communicators. And they care about making things better—not just maintaining the status quo.
So when you’re hiring for this role, it’s not just about industry experience or knowing how to use an ERP.
It’s about finding someone who can keep your company running smarter, faster, and more effectively—especially when things get messy.
Two Great Operations Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook 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 Operations Manager
📌 Job Title: Operations Manager at Drift Logistics
📍 Location: Houston, TX (On-site with some remote flexibility)
💼 Type: Full-Time | $70,000–$85,000 per year
🕒 Schedule: Monday–Friday, 8AM–5PM
🎥 A Quick Word from Our CEO
Before you dive in, meet our founder, Carla Jensen. Here’s a 60-second video on who we are, what we believe in, and why this role is so important to our next stage of growth:
[Enter loom/ youtube video link here]
About Us
Drift Logistics is a fast-growing freight brokerage company helping small and mid-sized businesses move goods across the U.S. efficiently and affordably. We’re known for speed, reliability, and building genuine relationships—with our clients, carriers, and team. We’ve grown 3x in the last two years and are now looking for a hands-on Operations Manager to help us scale sustainably without sacrificing service or culture.
What You’ll Be Doing
You’ll be the backbone of our daily operations, helping our dispatch, finance, and client teams stay aligned and efficient. You’ll improve systems, reduce bottlenecks, and make sure our fast pace doesn’t lead to burnout or missed opportunities.
Key Responsibilities:
- Optimize internal processes and reduce operational waste
- Coordinate across departments to maintain workflow clarity
- Oversee dispatch systems and manage tech tools like TMS
- Work with finance to track budget usage and operational costs
- Mentor and manage junior ops staff as the team grows
What We’re Looking For
- 3+ years in operations or logistics (freight preferred)
- Proven experience managing cross-functional teams
- Obsessed with streamlining and improving systems
- Great communicator with a calm-under-pressure mindset
- Bonus: Familiar with tools like Tailwind TMS or FreightPOP
Why Join Drift Logistics?
We’re a team-first company that believes great businesses are built by people—not just processes. You’ll have real ownership here and the freedom to fix what’s broken. We value initiative, clear communication, and people who don’t wait to be told what to do.
We offer:
- Health, dental & vision insurance
- PTO & paid sick leave
- Quarterly team retreats & training budgets
- A leadership team that actually listens
How to Apply
We use WorkScreen to help us hire faster and more fairly. Click the link below to complete a short, skill-based application—no cover letter needed.
👉 Apply now via WorkScreen
✅ Option 2: Entry-Level / Willing-to-Train
📌 Job Title: Junior Operations Coordinator at Drift Logistics
📍 Location: Houston, TX (In-person preferred, hybrid available after 3 months)
💼 Type: Full-Time | $18–$22/hour
🕒 Schedule: Monday–Friday, 9AM–5PM
🎥 Meet the Hiring Manager
Here’s a short video from Ben, our Operations Lead, on what it’s like working at Drift and what we’re looking for in this role:
[Enter loom/ youtube video link here]
About Us
Drift Logistics is a freight brokerage startup based in Houston. We help hundreds of small businesses get their products across the country faster, cheaper, and without the usual logistics headaches. Our team is collaborative, curious, and serious about building a company we’re proud of.
About the Role
This is an opportunity to learn operations from the ground up. You’ll support the team by handling logistics data, tracking shipments, updating internal systems, and solving small problems that make a big difference.
We don’t expect you to know everything on day one—we’ll teach you. What matters more is that you’re reliable, organized, and ready to grow.
What You’ll Do
- Update shipment logs and maintain internal tools
- Communicate with carriers and coordinate delivery updates
- Assist in reconciling delivery reports and invoices
- Support day-to-day task management across operations
- Learn how to spot inefficiencies and suggest improvements
You Might Be a Fit If You:
- Are naturally organized and detail-oriented
- Communicate clearly and don’t shy away from asking questions
- Want to grow into a more senior ops role over time
- Are comfortable working in a fast-paced environment
- Have experience using spreadsheets or logistics software (nice to have, not required)
Why This Role Matters
At Drift, our coordinators are the glue that holds everything together. You won’t just be following instructions—you’ll be learning how to spot gaps, create better systems, and make a real impact on how things run.
We offer:
- Paid training and weekly check-ins
- Opportunities to shadow senior ops and grow fast
- PTO, paid sick leave & access to learning stipends
- A tight-knit team that celebrates wins and helps you level up
How to Apply
We use WorkScreen to make hiring faster and fairer. If you’re eager to learn and want to grow into a leadership role someday, apply here:
👉 Apply now via WorkScreen
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These Job Posts Actually Work
Let’s break down why both Drift Logistics job descriptions are so effective—and why they’re likely to attract not just more candidates, but the right ones.
✅ 1. The Job Titles Are Clear, Descriptive, and Human
Instead of generic titles like “Operations Manager” or “Administrative Support,” these posts include:
- The company name
- The job level
- A sense of purpose (e.g., “Junior Operations Coordinator on a Growth Track”)
This adds relevance, context, and mission—which helps you attract candidates who are aligned with your culture and goals from the start.
✅ 2. The Introductions Create an Emotional Connection
Instead of jumping into tasks or company history, both posts start with a personal message:
- The experienced post opens with a note from the CEO, emphasizing growth and impact
- The entry-level post features a video intro from the Operations Lead, making it approachable and grounded
This human-first approach helps candidates feel like they’re applying to a real company run by real people—not just uploading their résumé into a black hole.
✅ 3. The “About Us” Section Shows, Not Tells
Rather than saying “we’re a collaborative, fast-paced company,” the About Us sections describe:
- The company’s mission and clients
- How they’ve grown
- What kind of people succeed there
This gives candidates a mental picture of where they’ll be working—and whether that’s somewhere they’d be excited to join.
✅ 4. The Responsibilities Are Framed Around Impact
Instead of listing vague tasks like “handle reports,” these posts explain why the work matters:
“You’ll be the backbone of our daily operations.”
“You’ll support the team by solving small problems that make a big difference.”
This subtle shift in language helps the candidate visualize the value of their role, which boosts motivation and improves fit.
✅ 5. The Qualifications Are Reasonable and Encouraging
For the experienced role, the requirements are clear but not rigid.
For the entry-level role, you go a step further:
- You highlight that experience is not required
- You invite potential hires to grow into the role
This approach widens your talent pool while still keeping standards high.
✅ 6. The Hiring Process Is Respectful and Transparent
Both job posts explain:
- That WorkScreen will be used for fair, skills-based evaluations
- That cover letters aren’t required
- What candidates can expect after applying
This kind of clarity builds trust, reduces anxiety, and helps you stand out in a market where most companies ghost applicants.
✅ 7. The Benefits Are Specific and Culture-Aligned
Rather than a bland “competitive salary,” the Drift posts offer:
- Salary ranges up front
- Real perks (retreats, training budgets, PTO, mentorship)
- A tone that feels earned, not exaggerated
This shows you’re not just offering a job—you’re offering a healthy, growth-minded work environment.
✅ 8. The Video Element Makes It Personal
Adding a Loom or YouTube video gives your post a face and a voice.
It’s a small touch that builds massive trust—and shows candidates that you’re intentional about how you hire.
A Bad Job Description Example (And Why It Fails)
Let’s take a look at what a typical “bad” Operations Manager job post looks like—and break down exactly why it doesn’t work.
❌ Bad Job Post Example
Job Title: Operations Manager
Company: GlobalCorp
Location: Nairobi, Kenya
Job Type: Full-Time
Job Summary:
GlobalCorp is looking for an Operations Manager to oversee administrative and logistical functions. The ideal candidate will develop policies and procedures, manage departmental workflows, and ensure compliance with company standards.
Key Responsibilities:
- Monitor day-to-day operations
- Implement standard operating procedures
- Coordinate between departments
- Track KPIs and generate reports
- Ensure cost-efficiency and operational alignment
Requirements:
- Bachelor’s degree in Business Administration or related field
- 5+ years experience in operations or management
- Proficiency in Microsoft Office Suite
- Strong communication and organizational skills
How to Apply:
Submit your CV and cover letter to hr@globalcorp.com. Only shortlisted candidates will be contacted.
🚨 Why This Job Post Falls Short
🟥 1. The Job Title Is Flat and Uninspiring
“Operations Manager” gives no insight into the scope, team, industry, or mission. It reads like every other listing on a job board—and does nothing to attract the right candidate.
🟥 2. The Introduction Feels Cold and Robotic
Phrases like “develop policies and procedures” may sound official, but they’re vague and lifeless. There’s no mission. No people. No context for why this role matters.
🟥 3. There’s No “Why” Behind the Work
Nothing here explains how the role contributes to the company’s success or who the Operations Manager will work with. Candidates want to feel useful and valued—this description makes the role feel like a cog in a machine.
🟥 4. Salary and Benefits Are Missing
In 2025, this is a red flag. Serious candidates expect at least a range and some transparency around perks or flexibility. Leaving this out signals either disorganization or lack of care.
🟥 5. Culture and Values Are Ignored
There’s no mention of how the team works, what kind of environment the candidate is stepping into, or what the company values. That’s a missed opportunity to build connection and attract aligned talent.
🟥 6. The CTA Feels Dismissive
“Only shortlisted candidates will be contacted” is impersonal and discouraging. It gives off the vibe that the company expects effort from candidates—but isn’t willing to offer much in return.
🟥 7. Zero Personality, Zero Differentiation
There’s nothing memorable about this post. If you swapped out the company name and email address, it could belong to literally any organization. And that’s the problem—it doesn’t stand for anything.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the essentials—title, tone, responsibilities, and culture—these optional extras can take your job description from good to great. They’re small touches that show you care, and they go a long way in building trust with candidates.
✅ Tip 1: Add a Clear Security & Privacy Notice
Online scams are everywhere—and candidates are wary. A simple line like this at the bottom of your job post builds instant credibility and shows you’re serious about protecting applicants:
IMPORTANT NOTICE: We take the privacy and security of job applicants seriously. We will never ask for payment, banking details, or sensitive personal information at any stage of the hiring process.
This reassurance can be the difference between a quality candidate applying—or backing out due to fear of fraud.
✅ Tip 2: Mention Time Off or Flex Days
Even if your PTO policy is modest, mentioning it matters. Candidates are increasingly valuing work-life balance, and time-off transparency helps your post feel real and grounded.
Example:
“Enjoy up to 20 paid flex days a year to recharge, reset, and come back stronger.”
It’s a small line that says a lot about your culture.
✅ Tip 3: Highlight Training & Career Growth
Whether it’s mentorship, cross-training, or access to paid courses, show that your company is invested in its people.
Example:
“We believe in growing talent. You’ll get hands-on mentorship, weekly check-ins, and access to industry-specific training to help you level up.”
This is especially powerful in entry-level or mid-level job posts—and helps attract people who are looking for more than just a paycheck.
✅ Tip 4: Include a Video from the Hiring Manager or CEO
As we showed earlier, even a 60-second Loom video can build massive trust. It doesn’t need to be polished—just honest.
Use it to:
- Say why you’re hiring for this role
- Share what kind of person would thrive
- Give a glimpse into your team culture
Human faces > corporate buzzwords, every time.
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
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
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
✅ Tip 5: Include What Current Employees Say
If you’ve got good Glassdoor reviews, quotes from internal surveys, or Slack screenshots that show off your vibe—include them!
Example:
“Everyone here wants to do great work and help each other grow. There’s zero micromanagement and a ton of ownership.”
— Marissa, Operations Team Lead
Even one quote adds authenticity and social proof—especially for candidates who are weighing multiple offers.
Should You Use AI to Write a Job Description?
The short answer?
Yes—but not blindly.
AI tools (like ChatGPT) can absolutely help you write better job posts faster. But if you just type “Write a job description for an Operations Manager” and copy-paste the result without context, you’ll end up with what most companies already have:
❌ A generic wall of text
❌ Filled with corporate clichés
❌ That sounds like it was written by a robot—for a robot
That’s the kind of post that attracts low-effort applicants and gets ignored by great ones.
💡 The Right Way to Use AI (And How You Should Prompt It)
Think of AI as your writing assistant, not your strategist.
It’s great at polishing ideas—but you need to give it direction first.
Here’s how to do it properly:
✅ Step 1: Feed It Real Info
Instead of starting from scratch, prep your inputs like this:
“Help me write a job post for our company, Drift Logistics.
We’re hiring an Operations Manager to help streamline our dispatch, finance, and team coordination systems.
Our culture is fast-paced but human, and we value people who take initiative and own their role.
We offer health insurance, PTO, and quarterly team retreats.
Here’s a rough draft I’ve written to get us started…”
Then paste in any bullet points or notes you’ve got—even messy ones.
✅ Step 2: Ask for Structure + Voice
Once you’ve shared real context, ask AI to help organize it:
“Can you format this into a compelling job post that starts with a warm intro, includes a human-sounding ‘About Us’ section, lists responsibilities with impact, and ends with a respectful hiring process? Keep the tone conversational but professional.”
Now AI has what it needs to deliver something useful—and aligned with your brand.
✅ Step 3: Edit With Intention
Don’t just hit publish. Read the draft with fresh eyes.
Ask yourself:
- Does this reflect how we actually talk?
- Would I be excited to apply for this?
- Does this feel real—or like filler?
If it feels off, tweak it. AI got you 80% there—your judgment gets it to 100%.
Remember:
AI is powerful. But the best job posts still come from people who know their company, respect their candidates, and want to build something great.
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?
We get it—sometimes you don’t have time to build a job post from scratch.
Maybe you’ve already gone through this guide and understand what a great job description looks like. But you still want a solid foundation you can copy, paste, and customize in just a few minutes.
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 kitchen.
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, Culture-First Job Description Template
📌 Job Title: Operations Manager at [Company Name]
📍 Location: [Location or Remote]
💼 Type: Full-Time | [Include Salary Range]
🎥 Optional Video Intro:
Include a short video from the hiring manager or CEO here (Loom or YouTube). This builds trust and sets you apart instantly.
About Us
We’re [Company Name], a fast-growing [industry] company helping [target audience] [achieve X result]. We’re not looking for someone to “fill a seat”—we’re looking for someone to help us grow smarter, faster, and more intentionally. If you love building better systems and helping teams work better together, you’ll thrive here.
What You’ll Be Doing
You’ll be the person who keeps things running behind the scenes—streamlining internal processes, coordinating across departments, and solving the problems that get in the way of great work.
Key responsibilities include:
- Managing day-to-day workflows across operations, logistics, or admin
- Improving existing processes for efficiency and clarity
- Working closely with leadership to drive operational strategy
- Supporting cross-team collaboration and reporting
What We’re Looking For
- 2–4 years in an ops, project coordination, or management role
- A natural systems-thinker who loves process improvement
- Strong communicator who thrives in fast-moving environments
- Comfortable working across multiple departments and tools
Why Work With Us?
We believe in clarity, ownership, and doing great work without burnout.
You’ll get:
- Flexible work hours
- Paid time off
- [Any other perks like retreats, insurance, stipends]
- A culture that values initiative, communication, and growth
How to Apply
We use WorkScreen to evaluate applicants based on real-world ability—not just résumés.
👉 [Insert WorkScreen application link here]
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Operations Manager
Location: [City, State or Remote]
Employment Type: Full-Time
Salary: [Range]
Job Brief
We’re hiring an experienced Operations Manager to lead daily operational functions, improve workflows, and ensure smooth coordination across teams. You’ll help build systems that scale and work directly with leadership to support strategic growth.
Key Responsibilities
- Oversee internal operations and systems
- Streamline processes across logistics, admin, and finance
- Track operational KPIs and report insights
- Manage tools, vendors, and compliance documentation
- Support hiring, onboarding, and team enablement
Requirements
- Bachelor’s degree or equivalent experience
- 3+ years in operations or project management
- Familiar with tools like Airtable, Notion, or ERP systems
- Excellent communication, problem-solving, and time management skills
Perks & Benefits
- PTO and paid holidays
- Health insurance
- Training and career growth opportunities
- A collaborative, no-drama team culture
How to Apply
We use WorkScreen to keep hiring efficient and fair. Click below to complete a quick, skill-based evaluation.
👉 [Insert WorkScreen application link here]
Let WorkScreen Handle the Rest
Writing a great job description is just the first step.
Once your post goes live, the real challenge begins: sorting through a flood of applications to find the few who can actually do the job.
That’s where WorkScreen.io comes in.
Instead of relying on résumés or gut instinct, WorkScreen helps you:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—so you can focus on your top performers right away.
✅ Easily administer one-click skill tests
Assess candidates based on real-world ability—not just what they claim on paper. This helps you hire more confidently and more fairly.
✅ Eliminate low-effort applicants
WorkScreen filters out candidates who copy-paste AI-generated responses, one-click apply to every job, or aren’t genuinely interested—saving you time and helping you avoid costly hiring mistakes.
👉 Start hiring smarter with WorkScreen.io today.
If you want to:
- Stop wasting time on unqualified résumés
- Hire based on skill, not guesswork
- And give every candidate a fair shot
Create your first job post, share your custom application link, and let WorkScreen handle the rest.
Operations Manager Job Description - FAQs
A great Operations Manager combines strategic thinking with tactical execution. While every company’s needs vary slightly, here are the core skills to look for:
- Process optimization: Can they spot inefficiencies and fix them?
- Cross-functional communication: Can they collaborate across teams (e.g., finance, HR, sales)?
- Project management: Are they able to manage timelines, priorities, and resources?
- Data-driven decision-making: Can they interpret reports and drive improvements?
- Leadership and accountability: Do they take ownership and lead by example?
- Tech proficiency: Are they comfortable using tools like ERPs, CRMs, or automation platforms?
Bonus points for emotional intelligence, adaptability, and startup experience (if relevant to your company stage).
As of 2025, the average salary for an Operations Manager in the U.S. ranges between $65,000 and $100,000 per year, depending on:
- Location (urban areas tend to pay more)
- Industry (tech, logistics, retail, etc.)
- Experience level
- Company size
In early-stage startups or small businesses, salaries might be closer to $60K–$75K, while in mid-market or enterprise-level roles, compensation can exceed $110K, especially when bonuses or stock options are included.
If you’re outside the U.S., check local benchmarking sites like Payscale, Glassdoor, or Salary Explorer for more accurate data.
Yes—always if possible.
Listing a salary range builds trust, filters out mismatched candidates, and shows you’re serious about transparency. In many states and countries, it’s also becoming a legal requirement.
Even if your range is broad, it gives candidates a sense of what to expect and helps set the tone for a respectful hiring process.
Absolutely—if you’re willing to train and the person shows strong signs of potential.
Look for candidates who:
- Have led complex projects or teams in any setting
- Think in systems and processes
- Demonstrate initiative and self-management
- Are eager to learn and grow into the role
Many great Ops Managers didn’t start with “operations” in their job title—they earned it through execution, curiosity, and results.
It depends on the complexity of your operations.
If your business has regulatory or technical complexities (e.g., supply chain, construction, finance), someone from your industry may ramp faster. But if you’re a startup or fast-scaling company, prioritize adaptability, learning speed, and cultural alignment over niche experience.
Here are some commonly used tools across industries:
- Project Management: Asana, Trello, ClickUp, Notion
- Documentation: Google Workspace, Notion, Confluence
- Finance/Accounting: QuickBooks, Xero, ERP systems
- Logistics/Inventory: TradeGecko, ShipBob, NetSuite
- Automation: Zapier, Make, Airtable
The right candidate won’t just know tools—they’ll know how to use them to make things better.
