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If you’ve Googled “Project Executive job description”, you’ve probably seen dozens of articles. But here’s the problem: most of them don’t actually help you attract a great Project Executive. They just give you generic bullet points—responsibilities, requirements, and a cold “apply here.”
That kind of post might check a box for HR, but it doesn’t sell the role, doesn’t reflect your company’s values, and definitely doesn’t excite top talent.
Here’s the truth: a Project Executive isn’t just another manager—they’re the person who will steer your most important projects, align cross-functional teams, and represent your company’s vision to clients. The wrong hire here can cost you time, money, and reputation. The right one can accelerate growth and keep your business on track.
That’s why your job description matters more than most people realize. Done well, it’s not just a formality—it’s your first recruiting tool.
👉 Before we dive in, I recommend checking out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . It explains why most job descriptions fail to convert quality applicants and what to do differently.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What a Project Executive Actually Does - Their Roles
A Project Executive is the senior leader responsible for overseeing major projects from start to finish. Unlike a project manager, who handles the day-to-day coordination, a Project Executive operates at a higher level—ensuring that projects align with company strategy, client expectations, and overall business goals.
Think of them as the bridge between your company’s leadership, the client, and the project team. They don’t just monitor timelines and budgets—they safeguard relationships, manage risks, and make critical decisions that can determine the success or failure of a project.
In plain English: a Project Executive is the person you trust to make sure your most important projects don’t just get done—but get done right.
Key traits that make a strong Project Executive include:
- Leadership and vision to guide teams and influence stakeholders.
- Client-facing confidence to represent the company’s brand and values.
- Strategic thinking to align projects with long-term business goals.
- Risk management skills to foresee problems before they happen.
This role demands more than technical know-how. It requires emotional intelligence, communication skills, and the ability to inspire trust across all levels of the organization.
Two Great Project Executive Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
Option 1: Job Description For Experienced Project Executive
Job Title: Project Executive — Strategic Infrastructure Programs
Company: RiverStone Infrastructure Group (RIG)
Location: Austin, TX (Hybrid: 3 days on-site)
Type: Full-Time
Salary: $125,000–$160,000 base + performance bonus
🎥 A quick word from our SVP of Projects: (Insert Loom/YouTube link)
Who We Are
RiverStone Infrastructure Group is a design-build firm delivering transportation, water, and renewable energy projects across the Southwest. Since 2012, our 300-person team has partnered with public and private owners to deliver complex, high-impact programs with zero-harm safety standards and relentless schedule discipline. We’re known for low-ego collaboration, rigorous planning, and doing what we say we’ll do.
What You’ll Do
- Own the success of a portfolio of $10M–$150M projects from pursuit through closeout.
- Serve as executive sponsor with clients; maintain trust, resolve escalations, and grow accounts.
- Align scope, schedule, budget, and risk with business goals; chair monthly governance reviews.
- Lead contract strategy, change management, and commercial negotiations.
- Coach and develop project managers; raise delivery standards across teams and partners.
- Partner with Pre-Con/Estimating on bids, RFP strategy, and win themes.
- Champion safety, quality, and continuous improvement across all workstreams.
What You’ll Bring
- 8–12+ years in project leadership (infrastructure, construction, EPC, or large-scale delivery).
- Track record delivering complex, cross-functional programs on time and on budget.
- Executive-level client management, negotiation, and stakeholder alignment skills.
- Fluency in contracts, change orders, earned value, risk registers, and field realities.
- PMP and/or PE preferred; CMAR/Design-Build experience a strong plus.
Perks & Benefits
- Medical, dental, vision + HSA/FSA options
- 401(k) with company match
- Performance bonus eligibility
- 20 days PTO + 10 paid holidays + paid volunteer day
- Paid parental leave
- Annual professional development budget (licenses, conferences, training)
- Hybrid work setup + home office stipend
- Phone & mileage reimbursement; project travel per diem when applicable
Why This Role Is a Great Fit
- Impact at scale: You’ll steer cornerstone projects that shape communities.
- Seat at the table: Direct access to executive leadership and key clients.
- Build leaders: Mentor PMs and raise standards across the delivery org.
- Win & deliver: Influence pursuits, then see your strategy executed in the field.
Our Hiring Process
We respect your time. Every application is reviewed. Shortlisted candidates move through:
- Intro call (30 mins) → 2) Panel interview (project deep-dive + case) → 3) Executive conversation → 4) References. We aim to give decisions within 10 business days of final interview.
How to Apply
We use WorkScreen to keep the process fair and skills-focused. Apply here:
👉insert link here
You’ll complete a brief, role-relevant evaluation. We’ll keep you updated at every step.
Option 2: Job Description For Entry level / Trainable Project Executive
Job Title: Associate Project Executive — Learn & Lead Major Builds
Company: RiverStone Infrastructure Group (RIG)
Location: Austin, TX (Hybrid)
Type: Full-Time
Salary: $75,000–$95,000 base + performance bonus
🎥 Day-in-the-life with one of our Project Executives: (Insert Loom/YouTube link)
Who We Are
RiverStone Infrastructure Group plans and delivers complex transportation, water, and renewable projects across the Southwest. We grow leaders from within and believe potential, ownership, and coachability matter as much as experience. You’ll join a disciplined, supportive team where high standards and humility go hand-in-hand.
What You’ll Do
- Support executive oversight on large programs; sit in on client and governance meetings.
- Coordinate with PMs on scope, schedule, budget, and risk tracking; own defined workstreams.
- Prepare executive dashboards, change logs, and status narratives.
- Communicate updates to clients and partners with clarity and follow-through.
- Take ownership of smaller projects while building toward larger responsibilities.
- Learn commercial fundamentals (contracts, change orders, negotiations) with mentorship.
What You’ll Bring
- 1–3+ years in project coordination/PMO/field engineering (internships count).
- Strong organization, communication, and follow-through; spreadsheet and docs fluency.
- Curiosity, grit, and a growth mindset; coachable and calm under pressure.
- Nice-to-have: exposure to construction/EPC/infrastructure delivery; PMP coursework.
Perks & Benefits
- Medical, dental, vision + HSA/FSA options
- 401(k) with company match
- 18 days PTO + 10 paid holidays
- Paid parental leave
- Structured mentorship + rotational learning plan
- Annual learning stipend (certifications, courses, conferences)
- Hybrid work + home office stipend
Why This Role Is a Great Fit
- Mentored runway: A clear path from coordination to executive-level leadership.
- Real responsibility: Own discrete projects and present to clients early in your journey.
- Commercial skills: Learn the contracts and negotiations that drive project success.
- Team that invests: Leaders who coach, sponsor, and celebrate growth.
Our Hiring Process
Every application is reviewed. Typical flow:
- Intro call → 2) Skills & scenario interview → 3) Panel + presentation (short case) → 4) References. We target a 2-week process from first conversation to decision.
How to Apply
We use WorkScreen to evaluate real-world skills—no keyword filters. Apply here:
👉 insert link here
You’ll complete a short, practical evaluation. We’ll keep you posted throughout.
Build a winning team—without the hiring headache.
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.
Breakdown of Why These Project Executive Job Descriptions Work
1. Clear, Specific Job Titles
Instead of a vague “Project Executive,” the titles spell out the level, scope, and company:
- “Project Executive — Strategic Infrastructure Programs”
- “Associate Project Executive — Learn & Lead Major Builds”
This instantly tells candidates: who the role is for, the seniority, and the kind of projects they’ll own. It filters in the right people and filters out the wrong ones.
2. Personal Video Element
Both templates include a short video from leadership or a current executive. This humanizes the company, adds trust, and gives candidates a chance to “see the people” behind the post. Most job ads feel faceless—this makes it personal.
3. Compelling “Who We Are” Section
The descriptions don’t just say “we’re a construction firm.” They tell a story:
- 10+ years of impact in infrastructure.
- Known for safety, schedule discipline, and collaboration.
- Belief in growing leaders from within.
This creates an emotional connection—candidates don’t just see tasks, they see purpose.
4. Clear Responsibilities With Strategic Framing
Responsibilities aren’t generic (“manage projects”); they’re tied to outcomes and impact:
- “Own the success of a portfolio of $10M–$150M projects”
- “Serve as executive sponsor with clients”
- “Take ownership of smaller projects while building toward larger responsibilities”
This paints a vivid picture of what success looks like, which top candidates crave.
5. Balanced Requirements
The experienced version highlights advanced qualifications (multimillion-dollar projects, executive-level negotiation, PMP/PE). The junior version keeps it accessible (1–3 years of coordination, internships count, “nice-to-have” PMP coursework).
By doing this, the company widens the talent pool and doesn’t scare off promising but less-experienced applicants.
6. Perks & Benefits Are Transparent
Both posts clearly state salary ranges and benefits—medical, PTO, parental leave, learning budgets, hybrid flexibility. Transparency builds trust and filters in candidates who value what’s offered.
7. “Why This Role Is a Great Fit” Section
This is the pitch. Instead of letting candidates guess why they should apply, it’s spelled out:
- Impact: shaping communities, steering large projects.
- Growth: mentored path to executive leadership.
- Values: team-first, safety, respect, continuous improvement.
This turns the job from “just a role” into an opportunity worth pursuing.
8. Respectful Hiring Process
Instead of the cold “only shortlisted candidates will be contacted,” both posts describe a transparent timeline (10 business days or 2 weeks) and specific steps (intro, panel, case, references).
This shows respect for applicants’ time and sets expectations—something candidates consistently say they want.
9. Modern, Skills-Based Application
Both use WorkScreen instead of keyword filters. This signals fairness, transparency, and a modern hiring approach. It reassures applicants that they’ll be evaluated on their skills, not just a résumé.
10. Tone That Connects
Every section uses plain English, not corporate jargon. Phrases like “seat at the table,” “learn, lead, and grow,” “real responsibility,” “leaders who coach, sponsor, and celebrate growth” are human and motivating.
This makes the posts feel alive, not lifeless checklists.
👉 Together, these elements ensure the job descriptions don’t just inform—they attract, inspire, and convert top candidates.
Example of a Bad Project Executive Job Description (And Why It Fails)
Job Title: Project Executive
Company: GlobalBuild Inc.
Location: Houston, TX
Type: Full-Time
Job Summary
GlobalBuild Inc. is looking for a Project Executive to oversee projects and ensure they are completed on time and within budget. The successful candidate will be responsible for coordinating teams, reporting to senior management, and ensuring compliance with company standards.
Responsibilities
- Manage day-to-day project operations.
- Prepare reports for management.
- Coordinate with different departments.
- Ensure projects are delivered according to company policies.
Requirements
- Bachelor’s degree in Engineering, Business, or related field.
- 5–7 years of experience in project management.
- Strong communication and organizational skills.
How to Apply
Please send your résumé and cover letter to careers@globalbuild.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Title
Simply saying “Project Executive” doesn’t communicate scope, level, or context. Is this infrastructure, software, or marketing? Candidates can’t tell if it’s right for them. - Bland, Empty Summary
The summary is just filler: “oversee projects and ensure they are completed on time and within budget.” This could describe any role. It doesn’t explain why the role exists or what impact it has. - Vague Responsibilities
Responsibilities like “prepare reports” or “coordinate with departments” are too generic. They don’t tell candidates what they’ll actually be accountable for or how success will be measured. - No Mention of Culture, Mission, or Values
There’s no insight into who GlobalBuild is, what they stand for, or why someone would want to work there. It reads like a sterile HR form, not a compelling opportunity. - No Transparency on Salary or Benefits
Candidates today expect upfront clarity on compensation. Leaving it out creates friction, signals a lack of transparency, and can turn away serious applicants. - Dismissive Hiring Process
The line “Only shortlisted candidates will be contacted” feels cold and outdated. It discourages applicants and signals that the company doesn’t value their time. - Zero Personality in the CTA
Ending with “send your résumé” is transactional and uninspiring. There’s no encouragement, no human touch, no invitation to join a team with purpose.
👉 In short, this “bad” job post checks the HR boxes but does nothing to attract, inspire, or connect with high-quality candidates. It would likely result in a flood of generic applications—and drive away top talent.
Bonus Tips to Make Your Job Description Stand Out
Even if your job description already has a clear title, warm intro, and transparent details, you can go one step further and make it truly candidate-friendly. Here are a few advanced touches that help your job post rise above the noise:
1. Add an Important Security & Privacy Notice
Job seekers are increasingly cautious about scams. A simple notice builds trust:
🔒 “We take the privacy and security of all applicants seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
This reassurance shows professionalism and protects your employer brand.
2. Highlight Time Off and Flexibility
Candidates today care just as much about balance as they do about pay. Mention vacation, flex days, or remote options upfront:
“Enjoy up to 24 flex days per year—so you can recharge and return refreshed.”
3. Showcase Training & Growth Opportunities
Top talent wants to know they won’t be stuck in one role forever. Emphasize your commitment to development:
“We invest in growth: you’ll have access to mentorship, certifications, and leadership training to help you level up your career.”
4. Include a Video From a Hiring Manager or CEO
Adding a short Loom or YouTube clip where the hiring manager introduces the role makes the opportunity real and personal. Candidates are far more likely to apply if they see the human side of your company.
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. Share Employee Voices
Instead of just saying “we have a great culture,” back it up:
- Link to authentic Glassdoor reviews.
- Quote an employee testimonial about why they love working there.
This adds credibility that candidates trust more than polished marketing lines.
6. Respect the Application Experience
Show candidates you value their effort:
- Commit to reviewing every application.
- Set clear response timelines.
- Use skill-based platforms (like WorkScreen) instead of keyword filters.
This builds goodwill—even among candidates you don’t hire.
👉 Adding even two or three of these touches can transform a standard job description into a compelling, trustworthy, and candidate-centric post that attracts stronger applicants.
Should You Use AI to Write a Job Description?
With tools like ChatGPT, Jasper, and even built-in features in ATS platforms like Manatal or Workable, it’s tempting to hit a button and let AI generate your job description. But here’s the problem: when you rely on AI blindly, you end up with generic posts that repel, not attract, top talent.
❌ Why You Shouldn’t Rely on AI Alone
- Generic filler: AI without context spits out bland checklists like “manage projects, report to management, coordinate teams.” That’s the opposite of what excites great candidates.
- Wrong applicants: Generic posts attract people who mass-apply to everything, not the high-caliber talent you’re looking for.
- Damaged brand: Your job description is often the first impression of your company. A cookie-cutter post tells candidates you’re not intentional about hiring—or culture.
✅ The Smarter Way to Use AI
AI can still be a powerful assistant if you guide it with the right inputs. Instead of saying:
“Write me a job description for a Project Executive.”
Try prompting with details that matter, like:
“Help me write a job description for a Project Executive at RiverStone Infrastructure Group. We deliver transportation and renewable energy projects. The role will lead multimillion-dollar projects, mentor project managers, and represent the company to clients. Our culture values collaboration, safety, and growth. We offer a $125k–$160k salary, full benefits, and a hybrid work setup. Here are a few notes I’ve written to get you started: [paste your notes]. Please write this in a warm, human tone.”
You can also feed AI with:
- Your company values & culture
- The tone you want (conversational, professional, approachable)
- The benefits & perks you actually offer
- Specific responsibilities & skills you care about
📝 Pro Tip:
Use AI for polishing and structuring—not for generating from scratch. Let it help refine clarity, flow, and tone, but always inject your culture and purpose.
👉 Bottom line: AI is a tool, not a replacement. Treat it like an editor that sharpens your message—not a ghostwriter who defines it for you.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Project Executive Job Description Templates
We get it—sometimes you just need a ready-to-go job description you can copy, paste, and tweak for your company. That’s why we’ve created two quick-start versions below.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational / Culture-First Style
Job Title: Project Executive — Lead Strategic Programs at [Company Name] 💼 Location: Remote (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 A quick word from our Hiring Manager: (Insert Loom/YouTube link)
Who We Are
[Company Name] delivers complex, high-impact projects that shape communities and customers’ lives. We’re known for low-ego collaboration, clear communication, and doing what we say we’ll do. If you care about leading teams with purpose—and delivering with excellence—you’ll feel at home here.
Why This Role Is a Great Fit
- Impact at scale: Steer cornerstone programs that matter to customers and communities.
- Seat at the table: Work directly with senior leadership and key stakeholders.
- Build leaders: Coach project managers and raise delivery standards across teams.
- Win & deliver: Influence pursuits—then lead execution end-to-end.
Responsibilities
- Own the delivery of complex, multi-stakeholder projects from bid through closeout.
- Serve as executive sponsor with clients; build trust and resolve escalations.
- Align scope, budget, and schedule with business goals; lead governance reviews.
- Anticipate risks, manage change, and negotiate commercial outcomes.
- Mentor PMs; promote safety, quality, and continuous improvement.
Requirements
- 7–10+ years in project leadership (e.g., infrastructure/tech/construction/EPC/enterprise).
- Proven record delivering cross-functional, high-value programs on time and on budget.
- Executive-level communication, stakeholder alignment, and negotiation skills.
- Fluency in contracts/change orders/risk management; PMP/PE a plus.
Perks & Benefits
- Health, dental, vision + [401(k)/pension] with company match
- [#] PTO days + paid holidays + paid parental leave
- Annual learning budget (certifications, conferences, training)
- [Remote/Hybrid] setup + home office stipend
- Performance bonus eligibility
How to Apply
We use WorkScreen to evaluate real-world skills fairly and transparently. Apply here:
👉 [Your WorkScreen application link]
You’ll complete a brief, role-relevant evaluation—we’ll keep you updated every step of the way.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Project Executive at [Company Name] 💼 Location: Remote (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
[Company Name] is seeking an experienced Project Executive to oversee large, cross-functional programs. You’ll ensure delivery excellence, strengthen client relationships, and mentor project teams.
Responsibilities
- Lead multiple projects ([${X}M–${Y}M]) through all phases.
- Align project goals with company strategy and client expectations.
- Represent the company in key client and partner meetings.
- Manage budgets, contracts, change orders, and risk registers.
- Coach PMs; standardize best practices and reporting.
Requirements
- Bachelor’s in [Discipline] or equivalent experience.
- 7+ years leading multimillion-dollar projects.
- Strong leadership, communication, and commercial acumen.
- PMP/PE or similar credentials preferred.
Perks & Benefits
- Health, dental, vision + [401(k)/pension] with company match
- [#] PTO days + paid holidays
- Training & growth opportunities with annual learning stipend
- [Remote/Hybrid/On-site] flexibility
- Performance bonus program
How to Apply
We respect every applicant’s time. Apply via WorkScreen here:
👉 [Your WorkScreen application link]
You’ll complete a short, practical evaluation—no keyword filters.
Let WorkScreen Handle Candidate Evaluation
Once your job description attracts the right applicants, the next challenge is evaluating them quickly and fairly. That’s where WorkScreen.io comes in.
WorkScreen helps you:
🔍 Quickly Spot Your Best Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🧪 Assess Real-World Skills (Not Just Résumés)
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🛡️ Eliminate Low-Effort & AI-Generated Applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
📊 Make Smarter, Data-Driven Decisions
With real-time dashboards and candidate performance data, you’ll make hiring decisions backed by evidence—not gut feel.
you write the job description, WorkScreen does the heavy lifting from there
Create your account today at WorkScreen.io and start hiring smarter, faster, and with confidence.
Frequently Asked Questions - Project Executive Job Description
A Project Manager is responsible for the day-to-day execution of a project: scheduling tasks, managing resources, and keeping deliverables on track. A Project Executive, on the other hand, operates at a higher, more strategic level. They provide executive oversight, ensure projects align with company strategy, manage client relationships, and make key commercial or risk decisions. In short: the project manager runs the details, while the project executive ensures the big picture is delivered successfully.
Beyond technical knowledge, the most valuable skills include:
- Leadership & Vision: ability to guide teams and influence stakeholders.
- Client Management: representing the company at a senior level.
- Strategic Thinking: aligning project outcomes with business goals.
- Risk & Commercial Acumen: foreseeing issues and negotiating solutions.
- Emotional Intelligence: inspiring trust and collaboration across diverse teams.
- Leadership & Vision: ability to guide teams and influence stakeholders.
Compensation varies by industry and region, but generally, Project Executives earn between $110,000 and $160,000 annually in the U.S., with bonuses tied to project performance. In high-stakes industries like construction, EPC, or tech, salaries can exceed this range for senior-level executives overseeing multimillion-dollar programs.
Unlike managers who focus on execution, Project Executives often play a role in business development—supporting proposals, negotiating contracts, and maintaining relationships that lead to repeat business. Their ability to deliver successfully while strengthening client trust directly drives growth.
Certifications like PMP (Project Management Professional), PE (Professional Engineer), or industry-specific credentials are often preferred. However, proven experience leading large-scale, complex projects is usually valued more highly than certifications alone.
