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If you’ve Googled “Project Development Officer job description,” chances are you’ve seen the same thing over and over again—
A long list of bullet points.
Buzzwords like “cross-functional collaboration” and “strategic alignment.”
And zero real insight into what makes a great candidate actually apply.
Here’s the problem:
Most job descriptions aren’t written to attract top performers—they’re written to check HR boxes.
But if you want your job post to stand out, attract quality applicants, and reflect the real role behind the title, you need more than a generic template. You need a job post that’s structured, human, and thoughtful.
In this guide, we’ll walk you through:
● What a Project Development Officer actually does (in plain English),
● Two sample job posts you can use and adapt—one for experienced hires, one for entry-level candidates,
● A breakdown of why those examples work,
● And a checklist of pro tips that will make your post 10x more effective.
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.
Ready to write a job post that doesn’t just sound good—but actually works? Let’s dive in.
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 the Project Development Officer Role Actually Is
Two Great Project Development Officer Job Description Templates
Option 1: Job Description For Experienced Project Development Officer – Culture-First Style
📌 Job Title: Project Development Officer – Strategic Initiatives | ImpactPlus Foundation
📍 Location: Nairobi, Kenya (Hybrid – 3 days in-office)
💼 Type: Full-Time | 2+ Years Experience
💰 Salary: KES 120,000 – 150,000/month (depending on experience)
🎥 A quick hello from our team
We believe hiring should feel human. Before you apply, watch this 2-minute video from our Program Director explaining what we’re building, who you’d be working with, and why this role matters.
👉 Insert Loom or YouTube video link
Who We Are
ImpactPlus Foundation is a mission-driven nonprofit focused on unlocking opportunity through education, clean energy, and local enterprise. Since 2014, we’ve delivered over 120 community-led projects across East Africa—and we’re just getting started.
We’re looking for a Project Development Officer who thrives at the intersection of strategy and execution—someone who’s excited to turn ideas into real-world impact.
What You’ll Be Doing
You’ll lead the development, planning, and rollout of new programs across our education and enterprise portfolios. That includes:
- Identifying project opportunities and writing proposals
- Coordinating between field teams, leadership, and funding partners
- Drafting budgets and managing timelines
- Tracking progress and reporting on impact
- Improving systems to help us scale
What We’re Looking For
✔ 2+ years in project development, program management, or grants coordination
✔ Strong written communication (especially for drafting proposals or reports)
✔ Comfortable managing multiple projects with different stakeholders
✔ Bonus: experience in the nonprofit or development sector
💡 Why This Role Is a Great Fit
This isn’t a role where you wait for instructions. It’s for someone who’s proactive, collaborative, and eager to own their work. You’ll work closely with senior leadership, shape future programs, and grow into greater responsibility over time.
We believe great work happens when people feel trusted, supported, and seen—and we build our culture around that.
🎁 Perks and Benefits
- Competitive salary (KES 120K–150K/month based on experience)
- NHIF and private health insurance
- 20 days of paid leave per year
- Hybrid work model (2 remote days/week)
- Professional development stipend (KES 20K/year)
- Team retreats and annual performance reviews
- All work gear provided (laptop, phone allowance, internet subsidy)
How to Apply
We use WorkScreen to make our hiring process more fair and efficient. Instead of sending a CV, click the link below to complete a short evaluation designed to help us understand your strengths. It takes less than 20 minutes.
👉 Apply through WorkScreen here
We review every application and respond within 10 business days. We respect your time—and we’ll keep you updated at every step.
🪴 Option 2: Job Description For Entry-Level / Willing-to-Train Project Development Officer
📌 Job Title: Junior Project Development Officer – Growth & Innovation | Evergreen Labs
📍 Location: Remote (East Africa Time Zone)
💼 Type: Full-Time | Entry-Level | Willing to Train
💰 Salary: KES 60,000 – 85,000/month + Benefits
🎥 Meet Your Future Manager
Before you apply, take 90 seconds to hear directly from the team you’ll be joining. Get a feel for the mission, mentorship style, and how we work.
👉 Insert Loom or YouTube video link
Who We Are
At Evergreen Labs, we believe great changemakers come from all backgrounds. We work across East Africa to develop, test, and scale high-impact programs in education, agriculture, and entrepreneurship.
We’re now hiring a Junior Project Development Officer—no formal experience required. If you’re someone who learns fast, communicates clearly, and genuinely cares about creating impact, we’ll teach you the rest.
What You’ll Be Doing
As a Junior Project Development Officer, you’ll:
- Support research and proposal writing
- Coordinate with internal teams and partners
- Help manage project timelines and documentation
- Sit in on calls, take notes, and follow up on action items
You’ll work closely with a mentor and get real-world training on how to develop, manage, and grow impact projects.
What We’re Looking For
✔ University degree (any field) OR equivalent experience
✔ Great written and spoken communication
✔ Curious mindset, strong attention to detail, and eagerness to learn
✔ Bonus: any background in community work, volunteering, or organizing
💡 Why This Role Is a Great Fit
This is a rare opportunity to step into the world of project development—even if you don’t have formal experience. We’ll guide your growth and help you build skills that last a lifetime.
If you want to work on projects that matter—and do it in a team that cares—you’ll love it here.
🎁 Perks and Benefits
- Starting salary: KES 60K–85K/month
- Paid learning track with structured 1-on-1 mentorship
- Flexible hours and fully remote work
- 15 days of annual paid leave
- Annual wellness allowance (KES 15K)
- Quarterly team sessions and growth plans
- Internet subsidy + home-office setup support
How to Apply
We use WorkScreen to ensure every candidate gets a fair shot—no CVs, no ghosting. Click below to complete a short evaluation and tell us why you’re interested.
👉 Apply through WorkScreen here
Applications close on [Insert Deadline].
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Project Development Officer Job Posts Work
1. The Job Titles Are Clear, Specific, and Human
Instead of vague, corporate titles like “Project Development Officer II” or “Program Strategist”, these posts use simple, descriptive titles that include:
- The core role (“Project Development Officer”)
- The focus area (“Strategic Initiatives” / “Growth & Innovation”)
- The company or department name
- And in some cases, the location or format (e.g., “Remote”, “Hybrid”)
This gives candidates instant clarity on what the job is—and whether it’s for them.
2. The Intros Speak to the Right Person
Both examples start with a warm, welcoming introduction—not a dry company overview. They speak directly to the candidate’s motivation and values:
- For experienced hires: ownership, growth, and making an impact
- For junior hires: mentorship, mission, and learning opportunities
These intros set the tone for the rest of the post and help filter in candidates who resonate with the company’s mission—not just the title.
3. The Loom Video Personalizes the Post
Including a video from the hiring manager or team is a small move that builds big trust. It shows the company is real, the people are approachable, and the job matters.
It also helps your post stand out in a sea of text—and attracts candidates who want to work with real humans, not faceless orgs.
4. The Responsibilities Are Clear—And Purpose-Driven
These job posts don’t just say “manage projects” or “coordinate stakeholders.”
They show the why behind the work:
- “Help us scale programs across East Africa”
- “Support research and proposal writing that unlocks real-world funding”
Every duty feels tied to a mission. That’s what motivates great candidates to apply.
5. Qualifications Are Realistic—Not Overwhelming
Instead of 10 bullet points of must-have experience, these posts focus on:
- A few must-haves (e.g., communication, adaptability)
- A few nice-to-haves (e.g., nonprofit or grants experience)
For the entry-level role, it’s especially inclusive. It encourages people with passion and potential—even without traditional credentials—to apply.
That widens the talent pool without lowering the bar.
6. Perks and Benefits Are Clearly Listed
This section builds trust and transparency—two things most candidates look for upfront. Both posts clearly outline:
- Compensation
- Leave policies
- Insurance
- Growth perks
- Remote or hybrid arrangements
It shows you respect the candidate’s time and want to build a fair, healthy work environment.
7. The “Why This Role Is a Great Fit” Section Makes It Personal
These sections are your sales pitch. They don’t just say “we’re a great place to work”—they show it.
Each one speaks to the type of candidate you want:
- Driven builders for the senior role
- Curious learners for the junior role
It’s not just about the work—it’s about the experience of doing that work inside your company.
8. The Hiring Process Is Respectful and Modern
Using WorkScreen shows that:
- You’re committed to fair hiring
- You don’t ghost applicants
- And you care more about ability than résumé keywords
Mentioning timelines, updates, and transparency builds confidence—and reduces the anxiety most candidates feel when applying.
Bad Project Development Officer Job Post Example (And Why It Fails)
Bad Job Description Example:
Job Title: Project Officer
Company: Global Partnership Forum
Location: Nairobi, Kenya
Job Type: Full-Time
Application Deadline: May 15, 2025
Job Summary
The Project Officer will be responsible for supporting project implementation and administration across multiple departments. The ideal candidate will coordinate with stakeholders, oversee reporting processes, and ensure compliance with internal and donor requirements.
Key Responsibilities
- Coordinate project activities with internal teams
- Draft and submit regular reports
- Monitor timelines and deliverables
- Manage logistical aspects of events and meetings
- Ensure adherence to company processes and policies
Requirements
- Bachelor’s degree in Development Studies, Project Management, or related field
- Minimum 3 years of experience in a similar role
- Strong organizational and analytical skills
- Proficient in MS Office Suite
- Excellent communication skills
How to Apply
Submit your CV and cover letter to careers@gpf.org by May 15, 2025. Only shortlisted candidates will be contacted.
⚠️ Why This Job Post Fails
1. The Job Title Is Too Generic
“Project Officer” is vague and doesn’t explain what type of projects, which department, or what the focus is. It could apply to almost any field—development, construction, IT. That lack of clarity reduces relevance and deters strong-fit candidates.
2. The Introduction Is Cold and Formal
There’s no mission, no context, and no human touch. A generic summary like “supporting project implementation” doesn’t help candidates connect to the role or the organization. It sounds like a formality, not an opportunity.
3. There’s No Mention of Salary, Perks, or Benefits
Failing to include compensation makes the post feel outdated—and possibly unfair. Top candidates want transparency. Omitting this information suggests the company may not value their time or expectations.
4. Culture and Values Are Missing
There’s no indication of what it’s like to work there. How does the team operate? What does the company stand for? What does success look like? Without culture cues, candidates can’t imagine themselves in the role.
5. The Responsibilities Are Too Broad
The bullet points listed could apply to any admin job. There’s no storytelling, no mission impact, and no insight into how this role fits into the larger organization. That makes the job feel small—even if it isn’t.
6. The Hiring Process Feels Dismissive
Saying “Only shortlisted candidates will be contacted” is impersonal and discouraging. It signals a power imbalance, lacks empathy, and offers no timeline or clarity on next steps. In 2025, that’s a red flag for most job seekers.
7. The Call to Action Is Transactional, Not Inspiring
“Send CV to [email]” feels like a chore, not a conversation. There’s no warmth, no encouragement, and no hint of what comes next. It gives off the impression that candidates are a burden—not future teammates.
Bonus Tips to Make Your Job Post Stand Out
✅ Tip 1: Add a Security & Privacy Notice for Candidates
In today’s hiring landscape, candidates are more cautious than ever—especially with rising job scams and data privacy concerns.
Add a short, visible notice like this to your job description:
🔐 Important Notice: We take the security and privacy of applicants seriously. We will never ask for payment, bank details, or sensitive personal information during any part of our hiring process. If someone contacts you claiming to be from our team and requests this, please report it immediately.
This small addition builds immediate trust and shows you’re a professional, ethical employer.
✅ Tip 2: Mention Leave Days or Flex Time
Benefits aren’t just about salary. Time off and flexibility signal that your company cares about work-life balance.
Even a single line like this adds value:
“Enjoy 20 paid leave days annually—including flex days you can use when you need to recharge.”
Or for startups/lean teams:
“We value rest and reset—our team gets 18 days of leave plus 2 wellness days per year.”
It’s human. It’s appreciated. And it’s often overlooked.
✅ Tip 3: Highlight Training & Growth Opportunities
If you’re open to upskilling or mentoring new hires, say it. Candidates love employers who invest in their development.
Try a simple phrase like:
“We don’t expect you to know everything. You’ll receive 1-on-1 onboarding, access to online training, and regular mentorship to help you grow in this role.”
It’s especially effective in entry-level or mid-level roles—and helps you attract ambitious, coachable candidates.
✅ Tip 4: Add a Loom or YouTube Video from the Hiring Manager
We mentioned this earlier, but it deserves repeating: video builds trust and feels different.
When candidates can hear directly from their potential manager or teammate, it:
- Humanizes your company
- Sets expectations clearly
- And increases application quality
You don’t need fancy production—just a quick, honest intro:
“Hi, I’m Sarah, Head of Programs here at Evergreen. If you’re someone who thrives in fast-moving environments and wants to build real-world impact, this is the team for you…”
Drop that link right before the “Who We Are” section for max impact.
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
✅ Tip 5: Include a Respectful Hiring Process Statement
Set expectations up front so candidates know what comes next. This reduces anxiety, increases trust, and positions you as a thoughtful employer.
Try this:
“We review every application and respond within 10 business days. We value your time and will keep you updated at every step—regardless of the outcome.”
That line alone separates you from 90% of employers.
Should You Use AI to Write Job Descriptions?
Let’s be honest—AI tools like ChatGPT, Notion AI, and even built-in ATS generators (like those in Manatal or Workable) make it really easy to generate job posts with a click.
But here’s the catch:
Easy doesn’t always mean effective.
⚠️ Why You Shouldn’t Rely on AI Alone
When you use AI to instantly generate a job description without any context, tone, or guidance, you get:
- Generic content that sounds like it came from a policy manual
- Job posts that blend into every other listing on LinkedIn or Glassdoor
- A flood of low-fit applicants who apply to anything and everything
And worst of all—it doesn’t reflect your brand, your voice, or the real humans behind your company.
Remember: a job post is your first impression.
It’s not just about filling a role—it’s about attracting the right person.
✅ The Right Way to Use AI in Your Hiring Process
AI can be an amazing tool when used intentionally.
Here’s how to use it the smart way:
Step 1: Feed It Context
Before you ask AI to “write a job description,” give it the raw ingredients:
- What your company does
- What the role actually entails
- Who the hire will report to
- The tone or vibe you want (e.g., casual, mission-driven, corporate)
- Your core values or culture
- Salary range, benefits, and hiring process
The more details you feed it, the better the output.
Step 2: Use a Prompt Like This:
“Help me write a job description for our company, GreenPath Ventures. We’re hiring a Project Development Officer to help us plan and roll out new initiatives across our clean energy portfolio. The candidate will work closely with our Head of Programs, manage timelines, write proposals, and coordinate reporting. Our culture is collaborative and fast-paced, and we want to attract candidates who are proactive and purpose-driven. We offer a hybrid setup, competitive salary, health insurance, and a clear growth path. I’ve written some notes below [paste notes]—please help me shape this into a clear, human-sounding job post.”
Then paste in your outline, bullet points, or initial draft.
Step 3: Let AI Polish—Not Write From Scratch
Use AI to:
- Clean up grammar and structure
- Improve clarity
- Reorganize your ideas
- Suggest alternatives for dry language
But don’t let it replace your voice.
You’re hiring for humans—so let your post sound human.
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, Culture-First Job Description Template
📌 Job Title: Project Development Officer – Innovation & Partnerships | [Company Name]
📍 Location: [City or “Remote”]
💼 Type: [Full-Time / Part-Time / Contract]
💰 Salary: [Insert Range Here]
🎥 Meet Your Future Manager
Before you apply, take 90 seconds to hear directly from the person you’ll be working with. Learn what we’re building, why this role matters, and what to expect if you join the team.
👉 Insert Loom/YouTube link
Who We Are
At [Company Name], we’re building [insert your mission in one sentence]. Whether it’s expanding access to healthcare, launching youth employment programs, or scaling clean tech, our work is rooted in real-world outcomes—not buzzwords.
We’re looking for a Project Development Officer to help us design, plan, and roll out new initiatives. If you’re someone who takes ownership, loves building systems, and wants to work in a team that values transparency and autonomy—you’ll feel at home here.
What You’ll Do
- Develop project proposals and concept notes
- Coordinate internal and external stakeholders
- Track project milestones and prepare reports
- Work closely with the operations and field teams
- Brainstorm new opportunities for growth and improvement
What We’re Looking For
✔ Strong communication and writing skills
✔ Organized, proactive, and self-driven
✔ Comfortable managing multiple priorities
✔ Bonus if you’ve worked in the nonprofit, startup, or public sector
💡 Why This Role Is a Great Fit
This isn’t a checkbox job. It’s a real opportunity to help shape new programs, take initiative, and grow alongside a tight-knit team. You’ll be trusted with real responsibility—and supported with mentorship, flexibility, and space to thrive.
🎁 Perks and Benefits
- [Insert salary or compensation structure]
- [Insert leave days or flex time]
- [Insert insurance or wellness perks]
- [Insert remote/hybrid work policies]
- [Insert training/learning budget or mentorship program]
How to Apply
We use WorkScreen to evaluate candidates based on skills—not just CVs. Click below to complete a short application. We review every submission and respond within 10 business days.
👉 Insert WorkScreen application link
✅ Option 2: Structured Format – Job Brief + Responsibilities + Requirements
📌 Job Title: Project Development Officer
📍 Location: [Insert Location]
💼 Type: [Full-Time / Part-Time / Contract]
💰 Compensation: [Insert salary range]
🎥 Quick Message from the Hiring Team
Hiring should feel human. Watch this 2-minute video from your future team lead and get a feel for the culture, expectations, and what success looks like in this role.
👉 Insert Loom/YouTube link
Job Brief
We’re seeking a Project Development Officer to support the planning, coordination, and execution of key initiatives across our programs. This role is ideal for someone who enjoys cross-functional collaboration, thrives in fast-paced environments, and wants to make meaningful impact.
Key Responsibilities
- Research, write, and submit project proposals
- Monitor timelines, budgets, and deliverables
- Liaise with partners, funders, and field teams
- Prepare internal reports and impact summaries
- Support strategic planning and innovation efforts
Qualifications
- Bachelor’s degree in a relevant field
- 2+ years of experience in project coordination or development
- Strong analytical, organizational, and communication skills
- Familiarity with donor-funded programs is a plus
- Comfortable using tools like Google Workspace, Trello, or Asana
🎁 Perks and Benefits
- [Insert salary or pay structure]
- [Insert health insurance, pension, or other benefits]
- [Insert leave days / vacation policy]
- [Insert training, learning, or mentorship offerings]
- [Insert remote work or hybrid work policy if applicable]
How to Apply
To apply, click the link below and complete the evaluation via WorkScreen. No need for a CV—we’re more interested in your real-world strengths and how you think.
👉 Insert WorkScreen link
What Happens After You Post the Job? Let WorkScreen Take It From There.
Writing a great job description is only half the battle.
The next challenge? Sorting through applicants, identifying the real standouts, and avoiding the time-wasters who apply to everything with a copy-pasted resume or AI-generated answers.
That’s where WorkScreen comes in.
WorkScreen helps you:
✅ Quickly spot your best candidates
Our platform automatically evaluates, scores, and ranks applicants on a performance-based leaderboard. That means you can stop skimming through resumes—and start focusing on top performers.
✅ Filter out low-effort applications
Tired of “one-click” applicants and AI-generated fluff? WorkScreen’s short evaluations separate the serious from the lazy—so you can focus on genuine, committed candidates.
✅ Run one-click skill tests—fast
Assess real ability, not just credentials. With WorkScreen, you can test for role-specific thinking, writing, or problem-solving in just a few clicks.
✅ Hire with more confidence, in less time
Because we don’t just help you post jobs—we help you hire right.
If you’ve ever made a bad hire, missed a great one, or felt overwhelmed by the hiring process, it’s time to try something smarter. Use WorkScreen to turn great job descriptions into great hires—without the guesswork. 👉 Sign up or create a job post at WorkScreen.io
FAQ
A great Project Development Officer blends strategic thinking with hands-on execution. You’re not just hiring a coordinator—you’re hiring someone who can identify opportunities, manage timelines, and bring projects to life.
Here are the top skills to prioritize:
- Proposal Writing & Research: They should be able to scope ideas, write clear concept notes, and research funding or partnership opportunities.
- Project Management: Look for organizational skills, time management, and the ability to keep complex projects on track.
- Communication: Strong writing and interpersonal skills are key, especially when working across departments or with partners.
- Problem-Solving: The role often requires creative thinking under pressure—especially when plans change.
- Stakeholder Coordination: They’ll likely interact with funders, internal teams, or government partners—so diplomacy and professionalism matter.
- Initiative: Great candidates don’t wait for instructions—they see what needs doing and take action.
Soft skills like curiosity, accountability, and adaptability are just as important as technical experience.
Salaries vary significantly depending on the sector (nonprofit vs. corporate), region, experience level, and whether the role is donor-funded.
Here’s a general range:
- Entry-level roles: $500 – $1,200/month (USD equivalent), especially in NGOs and early-stage orgs in regions like East Africa or Southeast Asia.
- Mid-level roles: $1,200 – $2,500/month
- Senior-level or international orgs (e.g., UN, World Bank): $3,000/month and above
For location-specific benchmarking, check platforms like Glassdoor, Payscale, or local job boards to get accurate market data.
While the titles may overlap in some organizations, here’s the key difference:
- A Project Manager is typically focused on execution. They manage existing projects—budgets, timelines, deliverables.
- A Project Development Officer focuses more on the front-end: identifying new opportunities, drafting proposals, securing buy-in, and helping set projects up for success.
In smaller organizations, one person might wear both hats. But in larger setups, development roles are more strategic and externally focused.
🔹 What tools should a good Project Development Officer be familiar with?
Look for familiarity with:
- Project management tools: Trello, Asana, Notion, or ClickUp
- Document collaboration tools: Google Docs, Sheets, or Microsoft Office
- Proposal tools or CRMs: Airtable, Hubspot, Salesforce (especially in donor-heavy environments)
- Data & reporting tools: Excel, basic analytics dashboards, or survey platforms
You don’t need someone who knows everything—but they should be comfortable learning and adapting quickly.
