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If you’ve ever Googled “product manager job description template,” chances are you landed on a wall of bullet points, buzzwords, and boilerplate text.
You know the type:
- Responsibilities: ✔️
- Requirements: ✔️
- Apply here: ✔️
Technically complete. But totally forgettable.
Here’s the problem: most of these templates aren’t written to attract great product managers. They’re written to check HR boxes.
But the best product managers? They’re selective. Curious. Strategic. They don’t get excited by a list of Jira tickets and stakeholder meetings. They want to know what they’re building. Who they’re building it with. And why it matters.
So when your job post reads like a spec sheet, they scroll right past.
👉 If you haven’t already, check out our complete 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/—it lays the foundation for what we’re about to build here.
The good news? You don’t need to be a copywriter to fix a lifeless job post. You just need the right structure—and a bit of intention.
In this guide, you’ll get:
- Two great job description templates (one for experienced PMs, one for people you’re willing to train)
- A breakdown of what makes them effective
- A bad job post example and why it fails
- Pro tips to make your post stand out (including how to use AI the right way)
- A copy-paste version you can tweak and use fast
So if you’re tired of job posts that attract the wrong candidates—or no one at all—this guide is for you.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What A Product Manager Actually Does
A Product Manager helps your team build the right thing—not just ship features.
They turn user insights into priorities, align cross-functional teams, and make sure what gets built actually solves real problems. They’re part strategist, part communicator, part decision-maker.
But here’s what most job descriptions miss:
Great PMs aren’t task managers—they’re outcome owners. They rally teams, navigate ambiguity, and care deeply about the “why” behind every feature.
So if you want to attract someone who can truly drive impact, your job post needs to reflect that. It should answer what they’ll build, who they’ll build it with, and why it matters.
Two Great Product Manager Job Description Templates
Job Description Template: Experienced Product Manager
📌 Job Title: Product Manager – Growth & Retention at UpTempo
💼 Location: Remote (U.S. only) | Full-time
💰 Salary Range: $110K–$135K + Equity Options
🎥 Meet Your Future Manager: Watch this quick intro from our Head of Product
Who We Are
At UpTempo, we help subscription-based businesses reduce churn and boost customer lifetime value. Our behavioral analytics platform makes it easy to identify when a user is likely to cancel—before they do.
Backed by FirstMark Capital and trusted by over 500 SaaS companies, we’re building a smarter way for growth teams to retain customers without guesswork. We’re a 22-person team spread across 5 time zones—and we’re growing fast.
Why This Role Matters
We’re looking for a Product Manager to lead our Growth & Retention squad. This team owns the end-to-end experience for post-signup activation, product stickiness, and churn prevention features.
You won’t just be optimizing funnels. You’ll be partnering with engineers, marketers, and customer success to build new systems that help our customers succeed and stay longer.
This is a key role with lots of ownership—and room to grow.
What You’ll Do
- Own and evolve the roadmap for Growth & Retention initiatives
- Analyze user behavior to spot friction points, drop-offs, and high-leverage wins
- Partner with design, engineering, and marketing to ship high-impact features
- Interview customers and run product experiments (A/B, multivariate, cohort-based)
- Define success metrics, track performance, and report outcomes
Who We’re Looking For
- 2–4+ years of product management experience (ideally in SaaS or B2B)
- Strong analytical thinking—you’re comfortable in Mixpanel, Looker, or SQL
- Excellent written and verbal communication skills
- You take ownership, move fast, and stay curious
- Experience with retention or lifecycle products is a plus
Why You’ll Love Working at UpTempo
- 🌍 Remote-first team with flexible hours and async-friendly workflows
- 💸 $110K–$135K salary + meaningful equity in a fast-growing startup
- 🧘♀️ 24 paid flex days per year, plus 10 company holidays
- 🩺 Full medical, dental, and vision coverage
- 📚 $1,000/year learning stipend + mentorship from senior product leaders
- 🧠 Culture of autonomy, transparency, and continuous improvement
Our Hiring Process
We believe applying should feel fair and respectful—not like sending your résumé into a black hole.
Here’s how it works:
- Apply using the link below (you’ll complete a short skill-based evaluation via WorkScreen)
- If it’s a match, we’ll schedule a 30-minute intro call
- Then we’ll invite you for a structured product case interview
- You’ll hear back either way—we always close the loop
We move fast, communicate clearly, and treat every candidate with respect.
📥 Ready to apply?
Start your application here [insert Workscreen application link]
Job Description Template: Entry-Level Product Manager
📌 Job Title: Associate Product Manager (Willing to Train) at UpTempo
💼 Location: Remote (U.S. only) | Full-time
💰 Salary Range: $75K–$90K + Equity Options
🎥 A Quick Welcome from Your Future Team: Watch our Loom intro
Who We Are
At UpTempo, we help subscription-based businesses reduce churn with smarter customer insights. Our platform identifies which users are likely to cancel—so teams can act before it’s too late.
We’re a small, remote team with big goals and clear values: move fast, stay curious, and build what matters. Our tools are already used by 500+ SaaS companies—and we’re just getting started.
Why We Created This Role
We believe great product managers aren’t always born with the title—they grow into it.
That’s why we’re opening up an opportunity for someone smart, motivated, and eager to learn to join us as an Associate Product Manager. You’ll work alongside experienced PMs, learn by doing, and grow into a key role on our product team.
If you love solving problems, asking “why,” and collaborating with engineers and designers to bring ideas to life, this could be your next big step—even if you’ve never held the “PM” title before.
What You’ll Do
- Learn how to turn user feedback and data into actionable product decisions
- Help write product specs, track tasks, and support sprint planning
- Join customer calls and contribute to product discovery
- Collaborate with design and engineering to test, launch, and improve features
- Measure what’s working and suggest ways to make the product even better
You Might Be a Great Fit If You…
- Have worked on a project, team, or role where problem-solving and communication were key
- Are curious, organized, and take initiative
- Enjoy using tools like Notion, Figma, or Airtable—even if you’re self-taught
- Communicate clearly and ask great questions
- Want to learn the ropes of product management through hands-on experience
Bonus points if you’ve ever supported a product, customer journey, or user experience—but it’s absolutely not required.
Why You’ll Love Working at UpTempo
- 🚀 You’ll get real ownership and mentorship from day one
- 🧠 We’ll invest in your growth: dedicated PM mentorship, courses, and 1:1 coaching
- 🧘♀️ 24 paid flex days per year + 10 company holidays
- 🩺 Health, dental, and vision insurance
- 💻 $1,000/year learning stipend
- 🌍 100% remote team with async-friendly culture
How We Hire
We don’t expect you to be perfect—we’re looking for potential, passion, and a growth mindset.
Here’s how it works:
- Submit your application and complete a short WorkScreen evaluation
- If it’s a match, we’ll do a 30-minute intro call
- You’ll walk through a simple product scenario and chat with the team
- We’ll give you feedback and keep you updated—no ghosting
📥 Ready to get started?
Apply now here [insert Workscreen application link]
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Job Posts Work
Now that you’ve seen both versions—the experienced and entry-level Product Manager job descriptions—let’s break down why they work. These aren’t just well-written posts. They’re strategically designed to attract high-quality, aligned candidates.
Here’s what makes them effective:
✅ 1. Clear, Specific Job Titles
Instead of vague labels like “Product Manager,” each title includes the focus area (e.g., “Growth & Retention”) or seniority level (e.g., “Associate PM – Willing to Train”).
This helps your post stand out in search results and signals exactly who it’s for.
✅ 2. Warm, Human Introductions
The openings don’t jump straight into tasks. They tell a story—what the company does, who it helps, and why the role exists. This gives candidates context and makes them feel like they’re joining a mission, not just filling a seat.
✅ 3. Transparent Compensation
Both posts list a salary range and equity details. This builds trust and filters in serious candidates who align with your budget—saving everyone time. Transparency is now a competitive advantage.
✅ 4. Culture Isn’t Claimed—It’s Shown
Instead of saying “we’re collaborative,” the posts describe what it’s actually like to work at UpTempo: async-friendly, fast-moving, respectful of your time.
This helps candidates self-select and imagine whether they’d fit into the team dynamic.
✅ 5. Responsibilities Are Tied to Outcomes
The task lists are written in a way that explains why each task matters.
You’re not just saying “analyze data”—you’re saying “analyze user behavior to spot friction points and unlock growth.” That kind of framing resonates with driven, high-ownership candidates.
✅ 6. Inclusive & Encouraging Language
Especially in the entry-level version, the tone is open and welcoming.
You’re not screening for perfection—you’re inviting in potential.
By replacing “years of experience” with traits and curiosity, you attract a wider and more diverse talent pool.
✅ 7. Respectful, Modern Hiring Process
Mentioning tools like WorkScreen signals that you’re committed to fairness and skills-based hiring.
Plus, outlining timelines, feedback, and next steps reassures candidates that they won’t be ghosted or left hanging. That’s rare—and appreciated.
✅ 8. Strong Call to Action
The CTA doesn’t just say “apply here.” It makes the application feel like a next step on a journey—not a transaction.
You reinforce momentum and trust with lines like: “You’ll hear from us” and “We respect your time.”
Bad Product Manager Job Description Example (And Why It Fails)
Let’s look at a real-world-style example of the kind of job post that drives top candidates away—not because the role is bad, but because the post does nothing to make it worth applying to.
❌ Bad Job Post Example:
Job Title: Product Manager
Company: GlobalTech Solutions
Location: Remote
Job Type: Full-Time
Job Summary
We are hiring a Product Manager to support product development and ensure delivery of key initiatives. The Product Manager will coordinate with various teams and help manage product lifecycle.
Key Responsibilities
- Define product requirements and create product roadmaps
- Coordinate with stakeholders and development teams
- Conduct user research and market analysis
- Monitor KPIs and suggest improvements
Qualifications
- Bachelor’s degree in Business, Computer Science, or related field
- 3+ years of experience in product management
- Strong analytical and communication skills
- Familiarity with Agile methodology
How to Apply
Submit your résumé and cover letter to: hiring@globaltech.com
Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
1. Generic Job Title
Just “Product Manager”? It tells the candidate nothing about the role’s focus, level, or mission. There’s no specificity to attract the right person.
✅ Fix: Add context—e.g., “Product Manager – Data & Insights Platform” or “Growth Product Manager for Early-Stage SaaS.”
2. No Mission, No Personality
The company intro is nonexistent. There’s no mention of what GlobalTech actually does or why this role exists. There’s zero emotional connection.
✅ Fix: Candidates want to know what they’re building and why. Add a short “Who We Are” section with purpose and tone.
3. Dry, Task-Oriented Responsibilities
The bullet points feel robotic. They describe what to do, but not why it matters or who it impacts. It reads like a checklist from an HR manual.
✅ Fix: Turn tasks into outcomes. “Create roadmaps” becomes “Create roadmaps that help launch high-impact features for enterprise customers.”
4. Experience Requirements That Filter Too Early
The post demands 3+ years of PM experience—even though the rest of the description sounds generic enough for an entry-level role. This narrows the talent pool unnecessarily.
✅ Fix: Focus on the outcomes needed—not arbitrary time spent in the role.
5. No Compensation, No Benefits
There’s no salary range, no benefits, and no incentive to apply. Candidates today expect transparency—and radio silence on compensation sends the wrong message.
✅ Fix: Share your salary range and at least highlight core benefits (remote flexibility, PTO, insurance, growth opportunities).
6. Cold, Dismissive Application Process
“Only shortlisted candidates will be contacted” is a big red flag. It signals a lack of respect for applicants’ time—and makes the company feel distant and old-school.
✅ Fix: Be human. Let people know what to expect, how quickly you respond, and that you value every application—even if they’re not selected.
7. No Call to Action or Motivation to Apply
There’s nothing here that makes a candidate want this job. No story, no people, no culture—just a formality.
✅ Fix: Use your CTA to energize and reassure. Tell them why this role is worth their time and what they can expect from the process.
A job post like this might technically cover the basics—but it won’t attract thoughtful, mission-driven PMs.
And if your job post doesn’t inspire great people to apply, the best candidates will scroll right past you—and apply to someone who gets it.
Bonus Tips to Make Your Job Post Stand Out
By now, you’ve seen what a great job post looks like. But if you really want to take things up a notch—and show top product managers that you actually care about candidate experience—these small additions make a big difference:
✅ 1. Add a Candidate Privacy & Security Notice
This builds trust, especially in an era of scams and shady job listings.
Include a short line like:
🛡️ We take the privacy and security of all applicants seriously. We will never ask for payment, banking details, or personal financial information at any stage of the hiring process.
This one sentence adds instant credibility.
✅ 2. Mention Leave Days or Flex Time
Don’t just say “we care about work-life balance”—show it.
✨ Enjoy up to 24 paid flex days per year (in addition to holidays) so you can recharge and come back stronger.
Even high-performers want room to breathe. Make it clear that you encourage it.
✅ 3. Highlight Training & Growth Opportunities
Top candidates don’t just want a job—they want to grow.
If you offer mentorship, courses, or internal promotions, say so.
🎓 We invest in your growth. You’ll have access to mentorship from senior product leaders, a $1,000/year learning stipend, and clear paths for advancement.
This signals that you’re building careers, not just filling roles.
✅ 4. Include a Video from the Hiring Manager or CEO
Want to instantly humanize your post and stand out in a sea of text?
Add a short Loom or YouTube video introducing the role, the team, or your mission.
Even a 60-second “Hey, here’s what we’re building and why it matters” creates a powerful connection.
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.
✅ 5. Set Expectations Around the Process
Candidates hate being ghosted. Even a simple message like this can ease anxiety:
🗓️ We review every application and aim to respond within one week. You’ll also receive updates throughout the process—because we believe every candidate deserves clarity.
That level of respect isn’t common—and it’ll be remembered.
Should You Use AI to Write Job Descriptions?
Let’s talk about the elephant in the room: AI-generated job posts.
Every modern ATS—from Workable to Manatal—now offers a “one-click” job description builder using AI. And yes, it sounds tempting: plug in a job title, and boom—done in seconds.
But here’s the problem:
❌ Why You Shouldn’t Rely on AI Alone
If you just type “Write a job post for a Product Manager” and hit generate, here’s what you’ll get:
- Generic filler content
- Buzzwords with no personality
- A job post that could belong to any company
And that’s dangerous—because your job post is often your first impression. It’s your handshake with top talent. A weak, bland post sends a signal: “We didn’t put thought into this role.” The best candidates will move on.
✅ How to Use AI the Smart Way
AI can be incredibly helpful—if you treat it like a co-writer, not a replacement. The key is giving it strong input. Think of it like briefing a junior copywriter: if you feed it generic prompts, you’ll get generic results.
Here’s how to use AI the right way:
🧠 Start With the Raw Ingredients
Before prompting AI, jot down:
- What your company actually does
- Why this role exists
- What the person will build or solve
- Who they’ll work with
- Your culture, values, and tone
- Your salary range, benefits, and perks
- Your hiring process steps
✏️ Then Prompt Like This:
“Help me write a job description for our company, UpTempo. We’re hiring a Product Manager to lead our Growth & Retention initiatives. Our platform helps subscription-based businesses reduce churn using behavioral analytics.
We’re a remote-first SaaS startup with a culture that values autonomy, speed, and thoughtful decision-making. This person will work closely with engineering, design, and marketing to ship features that drive user activation and retention.
We offer a salary range of $110K–$135K, equity options, 24 flex days off, and mentorship from senior PMs. Here’s our 3-step hiring process: 1) Apply with a WorkScreen assessment, 2) Interview, 3) Case challenge + feedback.
Please write this in a friendly, engaging, culture-first tone. Keep it concise, but human. Here are some rough notes to start from…”
🎯 Want Even Better Results?
Take one of the great job descriptions from earlier in this guide and feed it to AI as a reference. Tell it:
“Use this as a writing style reference—but change the details for [this new role]. Keep the same tone, structure, and clarity.”
That’s how you get quality output that still sounds like you.
Bottom line: AI can help you polish your writing, but it can’t replace your insight. If you want to attract real people—not just fill a page—start with substance, then let AI help you shape it.
“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
Need a Quick Copy-Paste Product Manager Job Description?
We get it.
Sometimes, you don’t have the time to write a job post from scratch. You’ve already read the guide, you understand what makes a job description effective — but you just need a solid starting point you can copy, paste, and tweak.
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 Format
📌 Job Title: Product Manager – Growth & Retention at [Company Name]
💼 Location: Remote (Enter Location) | Full-time
💰 Salary Range: $XXX–$XXX + Equity Options
🎥 Meet Your Hiring Manager: [Insert Loom or YouTube link]
Who We Are
At [Company Name], we help subscription-based businesses reduce churn using behavioral analytics. Our platform predicts when users are likely to cancel—so teams can act before they lose them. We’re a small, remote team that moves fast, values ownership, and builds with purpose.
Why This Role Matters
You’ll lead the roadmap for our Growth & Retention team, working closely with engineering, design, and marketing. This is a high-impact role focused on driving activation, engagement, and customer lifetime value.
What You’ll Do
- Define and evolve the product roadmap for growth
- Launch features that improve onboarding, retention, and reactivation
- Analyze product data and run experiments to optimize funnels
- Collaborate across teams to deliver high-impact initiatives
Who You Are
- 2–4+ years of PM experience (SaaS preferred)
- Comfortable making data-informed decisions
- A clear communicator who brings cross-functional teams together
- Curious, outcomes-focused, and fast-moving
Why You’ll Love Working Here
- Remote-first + async-friendly
- 24 flex days off per year + 10 company holidays
- Health, dental, and vision coverage
- Equity options + $1,000/year learning stipend
- Transparent, fast hiring process via WorkScreen
📥 How to Apply
We care about fairness and transparency in hiring. That’s why we use WorkScreen to evaluate all applicants based on skills—not just résumés.
Click the link below to apply. You’ll go through a short, role-relevant evaluation and hear back from us within a few days.
👉 [Insert WorkScreen link]
✅ Option 2: Traditional (Job Brief + Responsibilities + Requirements) Job Description Format
Job Title: Product Manager
Company: [Company Name]
Location: Remote | Full-Time
Salary Range: $XXX–$XXX + Equity Options
Job Brief
[Company Name] is hiring a Product Manager to lead our Growth & Retention initiatives. This role is ideal for someone who’s data-driven, outcome-focused, and excited to build tools that reduce churn and improve user engagement.
Responsibilities
- Own product strategy for onboarding and retention
- Collaborate with design, engineering, and marketing
- Define success metrics and measure product performance
- Conduct customer interviews and usability testing
- Create product specs and manage backlog
Requirements
- 2–4 years of product management experience
- Strong analytical and communication skills
- Familiarity with SaaS tools (Mixpanel, Amplitude, or Looker)
- Experience with A/B testing and growth experiments
- Ability to work independently in a fast-paced environment
Benefits
- Competitive salary + equity
- Remote-friendly team
- Flexible PTO (24 flex days + holidays)
- Health, dental, and vision insurance
- $1,000 learning & development budget
- Clear and respectful hiring process
📥 How to Apply
Please apply through WorkScreen using the link below.
We use skills-based evaluations to make our hiring process faster, fairer, and more insightful—for everyone.
👉 [Insert WorkScreen link]
You’ll receive updates at every step, and we’ll never leave you guessing about where you stand.
Let WorkScreen Handle the Next Step
Writing a great job description is only the first step. The real challenge? Figuring out who’s actually a great fit.
That’s where WorkScreen.io comes in.
We help you go beyond résumés and gut feelings by giving you a simple, skill-based way to evaluate candidates—fast.
✅ Here’s how WorkScreen helps you hire smarter:
🎯 Quickly identify your most promising candidates
WorkScreen automatically scores and ranks applicants on a performance-based leaderboard—so you can instantly see who has the potential to thrive in the role.
🛠️ Easily run one-click skill evaluations
Assess candidates based on what they can actually do, not just what they claim.
Whether it’s product thinking, prioritization, or stakeholder communication—we tailor the evaluation to your role.
🚫 Eliminate low-effort, copy-paste applicants
Our process filters out people using AI to mass-apply, send generic answers, or ghost during the process.
You focus only on serious, high-quality candidates.
⏱️ Save time, reduce hiring mistakes, and hire with confidence
No more hours wasted reading résumés or scheduling the wrong interviews.
WorkScreen gives you data you can trust—so you make decisions faster and smarter.
📥 Ready to turn your job post into actual results?
Sign up at Workscreen.io and start hiring better, faster, and more fairly—today.
Product Manager Job Description - Frequently Asked Questions (FAQ)
The top three skills that consistently show up in high-performing product managers are:
- Product Thinking – The ability to deeply understand user problems and translate them into valuable solutions. Great PMs ask “why” constantly and think in terms of outcomes, not just features.
- Cross-Functional Communication – PMs work across design, engineering, marketing, and sales. They must be able to align diverse teams, manage stakeholders, and clearly communicate priorities.
- Prioritization & Decision-Making – A big part of product management is deciding what not to build. Strong PMs use data, intuition, and business context to prioritize ruthlessly and keep the team focused.
As of 2025, the average base salary for a mid-level Product Manager in the U.S. is around $120,000 to $140,000 per year, according to data from Glassdoor and Levels.fyi.
This can vary based on:
- Location (higher in SF/NYC, lower in smaller markets)
- Industry (tech companies often pay more)
- Equity and bonus structures
Early-career PMs typically earn $85,000–$100,000, while senior PMs and leads can reach $150,000–$180,000+.
Yes—if you’re prepared to train and mentor them. Many great product managers transition from customer support, operations, marketing, or QA roles.
What matters most is:
- Curiosity and critical thinking
- Strong communication
- A bias for action and learning
If you have experienced PMs on your team, hiring an associate or entry-level PM can be a smart way to grow internal talent.
Resumes won’t tell you how someone solves problems, prioritizes, or thinks about users.
That’s why tools like WorkScreen.io are so useful—they let you run a short, role-specific evaluation that tests how candidates approach real-world product challenges.
You can also:
● Use case studies or async take-home tasks
● Ask about tradeoffs they’ve made in past work
● Present a vague feature request and assess how they clarify and scope it
It’s a common confusion.
- Product Managers focus on building the right product for the user and business. They define the what and why.
- Project Managers focus on delivering projects on time and on budget. They define the how and when.
In short: PMs own the vision, user needs, and product strategy. Project managers own execution logistics.
While tools vary by company, most PMs are expected to be familiar with:
- Roadmapping: Productboard, Aha!, or Trello
- Analytics: Mixpanel, Amplitude, Google Analytics
- Design Collaboration: Figma, Miro
- Docs & Communication: Notion, Slack, Loom, and project management tools like Jira or Linear
The best PMs don’t need to be tool experts—but they should be tech-comfortable and eager to learn.
