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If you’ve Googled “Project Manager job description template,” you’ve probably seen the same thing repeated over and over:
Bullet points. Buzzwords. And a bunch of corporate jargon that doesn’t actually help you hire the right person.
Here’s the problem: most job descriptions online are written like legal documents, not like invitations to join a team. They list tasks, not missions. They focus on responsibilities, not results. And they forget that great project managers aren’t just organized—they’re leaders, problem-solvers, and communicators.
So what happens? The best candidates scroll right past your post and apply somewhere else.
That’s why we created this guide.
Instead of giving you another generic template, we’re going to show you how to write a Project Manager job description that actually attracts high-performing candidates—the kind who move fast, lead confidently, and keep your business running on track.
We’ll walk you through:
✅ What a great project manager actually does
✅ Two real-world job post templates (for experienced vs. entry-level hires)
✅ A breakdown of what works—and what to avoid
✅ Bonus tips that help your post stand out
✅ A copy-paste version you can customize fast
If you haven’t already read our full 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/ we recommend starting there for deeper insights on writing compelling, human job descriptions.
But if you’re ready to hire a great project manager—let’s dive in.
Smart Hiring Starts Here
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What a Production Manager Actually Does
Great Production Manager Job Description Templates (2 Versions)
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: Job Description for an Experienced Production Manager
📌 Job Title: Experienced Production Manager for High-Volume Manufacturing Facility
💼 Job Type: Full-Time | On-Site | $65,000–$75,000/year (Based on Experience)
📍 Location: [City, State]
👋 A Quick Note from Our Team
Want to hear directly from the operations team you’d be leading? Here’s a short message from our Director of Operations about what it’s like working here and what we’re looking for:
🎥 [Insert Loom or YouTube Video Link]
About Us
We’re [Company Name] — a fast-growing manufacturer of high-quality [products] that prides itself on innovation, efficiency, and maintaining an exceptional work environment. Our team is passionate about producing world-class products while continuously improving our processes. We’re looking for an experienced Production Manager to help streamline our operations and lead a high-performing team.
Who We’re Looking For
We need a hands-on Production Manager with at least 5 years of experience in a manufacturing or production environment. You should have a proven track record of improving production processes, leading a team, and ensuring high-quality outputs. You’ll need to be confident in managing production schedules, identifying inefficiencies, and optimizing operations for cost-effectiveness without compromising quality.
What You’ll Be Doing
- Oversee daily production operations, ensuring efficient workflows and adherence to production schedules.
- Lead, motivate, and manage a team of production employees, fostering a collaborative and high-performing environment.
- Identify opportunities for process improvement and implement changes to enhance production efficiency.
- Collaborate with other departments, including quality control, logistics, and engineering, to ensure smooth operations.
- Ensure compliance with safety regulations and industry standards, maintaining a safe working environment.
- Monitor and report on key performance metrics, taking corrective actions as necessary.
Why This Role is Worth Your Time
- Competitive salary and benefits package.
- Opportunities for career growth and professional development.
- A culture of continuous improvement with the chance to have a real impact.
- A supportive, dynamic team that values innovation and collaboration.
📥 How to Apply
We use WorkScreen.io to streamline our hiring process and make sure every candidate gets a fair shot. Just follow this link to apply and complete a skill-based evaluation:
👉 [Insert WorkScreen Application Link]
We’ll review every application and follow up with updates within 7 days.
🌱 Option 2: Job Description for an Entry-Level Production Manager (Willing to Train)
📌 Job Title: Entry-Level Production Manager (Training Provided)
💼 Job Type: Full-Time | $45,000–$55,000/year
📍 Location: [City, State]
👋 A Quick Note from Our Team
Want to hear directly from the operations team you’d be joining? Here’s a short message from our Director of Operations about what it’s like working here and what we’re looking for:
🎥 [Insert Loom or YouTube Video Link]
About Us
We’re [Company Name] — a company focused on manufacturing high-quality [products]. Our culture is built on continuous learning and improvement, and we believe in promoting from within. We’re looking for a motivated and reliable individual who is ready to start their career in production management and take on a leadership role.
The Opportunity
No prior experience in production management? No problem! We’ll train you every step of the way. If you’re eager to learn and have a strong work ethic, we’re looking for someone who can quickly pick up the skills necessary to manage production schedules, oversee a small team, and ensure efficient, high-quality output.
What You’ll Learn
- The fundamentals of production management, including workflow optimization and process improvement.
- How to manage and lead a production team, fostering teamwork and efficiency.
- Production scheduling and the allocation of resources to meet deadlines.
- Health and safety standards in a manufacturing environment.
- How to monitor production metrics and use them to identify opportunities for improvement.
Who This Role is Perfect For
- Recent graduates or career changers looking to start a career in manufacturing.
- Individuals who are reliable, organized, and eager to take on new challenges.
- Anyone who is passionate about learning and growing into a leadership role within the production environment.
Perks & Benefits
- Paid training to get you up to speed quickly.
- Opportunities for career advancement as you gain experience.
- Health, dental, and vision insurance.
- A team-oriented culture where everyone supports each other.
📥 How to Apply
We use WorkScreen.io to make our hiring process fair and efficient. No resumes required — just complete a quick evaluation to get started:
👉 [Insert WorkScreen Application Link]
We’ll review every application and get back to you within a few days, guaranteed.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Job Posts Work
Now that we’ve provided two solid job description templates, let’s break down why they are effective. Here’s what makes these posts stand out and how they attract the right candidates:
1. Clear, Specific Titles
A well-crafted job title is the first thing a candidate sees, so it’s essential that it grabs attention and accurately reflects the role. Both job descriptions feature a title that clearly communicates the job and its requirements:
- Experienced Production Manager for High-Volume Manufacturing Facility – This title speaks to the expertise required, immediately targeting experienced candidates.
- Entry-Level Production Manager (Training Provided) – This title is more approachable and inviting for candidates who are eager to learn but may not have the experience yet.
By being specific, these titles set the right expectations and attract candidates who are qualified for the job or willing to grow into it.
2. Warm Intros with Context
Rather than diving straight into the responsibilities or qualifications, we open with a quick note that adds a personal touch. The introduction includes a direct message from the team or hiring manager, along with a video link (Loom/YouTube). This immediately humanizes the job post, making it feel less like a formality and more like a conversation.
- This small but impactful step helps build trust with the reader, showing them who they’d be working with and giving them a sense of the company culture.
3. Transparent Salary & Perks
Many job posts fail to mention salary or benefits, leaving candidates in the dark. This lack of transparency often causes frustration and leads to disengagement. Both versions clearly state the salary range and additional benefits, like growth opportunities and the perks of joining the team.
- By including compensation and perks, the job post fosters trust and helps set expectations early in the process.
4. Respectful Application Process
One of the biggest complaints candidates have is applying to jobs and never hearing back. In both templates, we explicitly mention that every applicant will be reviewed, and we provide a clear timeline for follow-up. We also offer a simple, skill-based evaluation process through WorkScreen.io.
- This transparent, fair, and respectful approach reassures candidates that their time is valued and increases the likelihood of attracting top talent who are serious about the role.
5. Human Tone that Connects
Both job descriptions use a conversational and approachable tone. Instead of a robotic, formal listing of qualifications and duties, these job posts feel like a real conversation between the hiring manager and the candidate. This human element is crucial in making the candidate feel welcomed and engaged right from the start.
- For example, phrases like “We’re looking for someone who’s eager to learn” and “We want to hear directly from the team you’d be joining” create an emotional connection with the reader, making the company seem approachable and authentic.
6. Focus on Company Culture and Values
Both templates place significant emphasis on company culture and values, making it clear that the company cares about its people. This not only attracts candidates who are aligned with the company’s mission but also helps to weed out those who might not be a good cultural fit.
- The production manager job posts highlight values such as teamwork, collaboration, and efficiency. They also offer insight into the work environment and opportunities for growth, helping candidates decide if this is the right place for them to thrive.
7. Clear Path for Career Growth
Job seekers are often looking for roles where they can grow professionally. By highlighting potential career advancement in both job descriptions, we show candidates that this role is not just a job—it’s an opportunity for growth.
- For example, the experienced production manager post mentions the potential for career progression, while the entry-level post focuses on training and mentorship that will help the candidate grow into the role.
This breakdown highlights the essential elements that make these job descriptions stand out and help you attract high-quality candidates. By focusing on clarity, transparency, human connection, and career growth, these posts go beyond just listing tasks—they tell a story, make a promise, and create an emotional connection with the right applicants.
Example of a Bad Production Manager Job Description
Now, let’s take a look at what a generic, ineffective job description might look like for the role of a Production Manager. By understanding what doesn’t work, you can avoid making the same mistakes in your own job posts.
📌 Job Title: Production Manager
💼 Job Type: Full-Time | $50,000/year
📍 Location: [City, State]
Job Summary:
We are seeking a Production Manager to oversee daily operations. This role will manage all aspects of production and ensure that targets are met. The ideal candidate will have strong managerial skills and experience in a manufacturing environment.
Key Responsibilities:
- Manage daily production activities.
- Oversee staff and operations.
- Ensure production targets are met.
- Perform other duties as needed.
Requirements:
- 3-5 years of experience in production management.
- Strong leadership skills.
- Ability to work under pressure.
How to Apply:
Please send your resume to hr@[company].com. Only shortlisted candidates will be contacted.
Why This Job Post Falls Short
1. Generic Job Title
“Production Manager” is a common job title that doesn’t convey anything specific about the role or the company. It lacks a sense of urgency, excitement, or context. An effective title should clearly communicate the nature of the work and catch the eye of the right candidates. For example, “Experienced Production Manager for High-Volume Manufacturing Facility” tells the reader much more about what to expect.
2. Cold, Uninspiring Introduction
The “Job Summary” here is dry and doesn’t provide any real insight into the company or the role. It’s just a list of basic requirements. There’s no mention of the company’s mission, culture, or values—key components that help candidates determine whether they align with your organization.
3. No Transparency Around Salary or Perks
Leaving out salary and benefits information can make candidates wary and hesitant to apply. In today’s market, transparency is key to attracting top talent. Salary and perks should be clearly communicated from the start to set expectations and avoid wasting time for both parties.
4. Vague Responsibilities
The “Key Responsibilities” section is extremely vague, listing generic tasks that don’t paint a clear picture of what the job will actually entail. Specifics like overseeing production schedules, managing teams, and optimizing workflows should be included to give candidates a clear understanding of the role and its scope.
5. Minimal Insight Into Company Culture or Values
There’s no mention of company culture, mission, or values. Candidates today want to know not just what they’ll be doing but why it matters, and whether they’ll fit into the company culture. Without this information, candidates may feel disengaged or unsure if this job aligns with their values.
6. Cold Hiring Process
The hiring process described here is impersonal: “Only shortlisted candidates will be contacted” with no follow-up process or timeline. A better approach would reassure applicants that they’ll be reviewed thoughtfully and given clear communication, making them feel valued.
7. No Human Connection
The tone is formal and detached. Job posts need to feel inviting and human. When you leave out a conversational tone, you risk turning off candidates who might otherwise be a great fit.
This example shows how a generic, unengaging job description can fail to attract top talent. It misses out on opportunities to highlight what makes your company unique and why candidates should care about the role. The good news is, by avoiding these mistakes and implementing the strategies we’ve discussed, you can craft job posts that really stand out and draw in the right candidates.
Bonus Tips to Make Your Job Post Stand Out
To make your production manager job description even more compelling and stand out from the crowd, here are some additional tips you can incorporate. These little touches will help build trust, demonstrate care for candidates, and further differentiate your company in a competitive job market.
1. Add a Security/Privacy Notice for Applicants
In today’s hiring landscape, candidates are understandably concerned about the privacy of their personal information. Adding a privacy notice assures applicants that their information will be handled securely and that your hiring process is transparent.
Example:
“We take the security and privacy of all job applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
This can build trust with potential applicants and demonstrate that your company is professional and respects their privacy.
2. Mention Leave Days or Flex Time
Top talent is increasingly looking for roles that provide flexibility and a healthy work-life balance. If your company offers any form of flexible work hours, paid time off, or sick days, it’s important to highlight that in your job post.
Example:
“Enjoy up to 20 days of paid time off annually to recharge and maintain a healthy work-life balance.”
Adding this detail lets candidates know that your company cares about their well-being, which is a big draw for top talent, especially in high-demand fields like production management.
3. Highlight Training & Growth Opportunities
A key differentiator for many candidates today is the opportunity for professional development. Talented candidates are often looking for roles where they can grow their skills and advance their careers. By including details about your training programs, mentorship opportunities, or clear paths for advancement, you make the role more attractive.
Example:
“At [Company Name], we believe in investing in our employees’ growth. As a Production Manager, you’ll have access to leadership training programs, mentorship from senior staff, and opportunities to grow into a senior management position.”
This not only attracts candidates who are ambitious but also helps retain your best people by showing that their career development matters to your company.
4. Add a Loom Video for Trust and Personal Touch
A Loom or YouTube video from the hiring manager or CEO can go a long way in making your job post stand out. This adds a personal touch, making the job posting feel less like a formal advertisement and more like a conversation. Videos also allow you to show candidates what it’s like to work with your team and provide a more authentic picture of your company culture.
Example:
“Want to hear directly from the team you’ll be working with? Check out this video from our Head of Production, where they explain what makes [Company Name] such a special place to work.”
Including a video helps humanize the process and gives potential candidates a sense of connection to your team right from the start.
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. Be Transparent About the Hiring Process
A clear and respectful hiring process can greatly improve the candidate experience. Let applicants know what to expect at each stage, how long it will take, and when they’ll hear back. This not only keeps them informed but also shows that your company respects their time.
Example:
“Our hiring process involves a brief skills evaluation, followed by a virtual interview. We aim to make decisions within two weeks and will notify every applicant on their status.”
This transparency builds trust and helps to set clear expectations for candidates, making the process smoother for everyone involved.
Bonus Tip: Encourage a Culture-First Approach
As you craft your job description, always keep the focus on culture. Candidates want to feel like they’ll be joining a team where they fit in and where their contributions will be valued. Emphasizing the culture of your company—how you treat your people, what your values are, and the work environment—will attract candidates who align with those values.
Example:
“We value collaboration, creativity, and transparency at [Company Name]. Our team is like a family, and we support one another in achieving our collective goals. If you’re looking for a place where you’ll be valued, appreciated, and empowered to make an impact, you’ll fit right in.”
This helps set the tone for the kind of work environment candidates can expect and shows that you’re committed to building a strong, cohesive team.
These bonus tips provide extra value to your job description, making it more attractive to top-tier candidates. By adding a layer of transparency, flexibility, and personal connection, you create a job post that truly stands out from the competition.
Should You Use AI to Write Your Job Posts?
Let’s be honest—AI is everywhere right now.
You’ve probably seen one-click job post generators in tools like Manatal, Workable, and even ChatGPT.
But here’s the truth:
Auto-generating job posts without giving proper context is a fast way to attract the wrong people.
❌ Why Using AI Blindly Is a Bad Idea
When you ask AI something simple like:
“Write me a production manager job description.”
You’ll usually get something like this:
“We are seeking a reliable production manager to oversee manufacturing processes, ensure product quality, and manage a team of workers.”
Technically correct. Totally lifeless.
It sounds like a thousand other job posts. And it does nothing to:
• Show your brand personality
• Communicate your culture
• Inspire the right applicants to hit “Apply”
You’ll end up with:
• Low-effort applicants
• Misaligned candidates
• More hiring headaches
The key mistake? No context, no soul. AI can’t understand the nuances of your company culture or the emotional connection you need to foster with potential candidates. And without that, you’re essentially just throwing a generic ad into the void.
✅ The Right Way to Use AI for Job Posts
AI can still be incredibly useful—if you feed it the right inputs. When used the right way, it can save you time and help you streamline your process, while still allowing you to craft a job description that reflects your brand.
Here’s how you should use AI to your advantage:
✍️ Give AI a Rich Prompt Like This:
“Help me write a job post for our manufacturing company, [Company Name]. We’re hiring a production manager to oversee daily operations, manage production schedules, and lead a team of 20. Our company values innovation, safety, and quality. We’re looking for someone who thrives in a fast-paced, collaborative environment. The ideal candidate has 5+ years of experience in a manufacturing setting and a proven track record of improving processes. The salary is $65,000–$75,000/year, with opportunities for growth and a robust benefits package. Here are some rough notes I’ve written to get you started: [paste notes].”
🛠 Then Use AI To:
- Polish your tone – Make it conversational, but professional.
• Tighten the structure – Ensure clarity and flow.
• Rewrite awkward phrases – Fix any clunky language that doesn’t read smoothly.
• Format for clarity – Organize the information to be visually appealing and easy to skim.
In other words: use AI as an editor, not an author. The magic happens when you guide AI with clear, thoughtful inputs. It’s an assistant, not a replacement.
🔥 Bottom Line:
AI is a powerful assistant, but your job post is your brand’s first handshake with a potential team member. Don’t outsource that first impression to a robot with no soul.
When you combine your knowledge of your company and smart AI prompting, you get a job post that actually converts. It’s a balance between efficiency and authenticity, and when done right, you’ll attract candidates who are not just qualified, but excited to join your team.
Hire Smarter, Faster, and More Confidently with Workscreen.io
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.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast. Maybe you’ve already gone through this guide and understand what a strong job post looks like. But you also want a solid starting point you can copy, paste, and tailor to your company in just a few minutes.
That’s what this is.
✏️ 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 Job Description Template (Culture-First Style)
📌 Job Title: Production Manager for Fast-Growing [Industry] Company
💼 Job Type: Full-Time | On-Site | $[Salary Range]
📍 Location: [City, State]
👋 A Quick Note from Our Team
Here’s a quick message from our Director of Operations about what it’s like working at [Company Name]:
🎥 [Insert Loom or YouTube Video Link]
About Us
At [Company Name], we’re passionate about producing [products] that make a real difference in the world. We take pride in fostering a collaborative and innovative work culture, where every team member plays an important role in our success. We’re currently looking for a Production Manager to help us scale our operations and lead our team to even greater heights.
What You’ll Be Doing
- Lead daily production activities and manage production schedules to ensure deadlines are met.
- Oversee and mentor a team of production workers, providing guidance and support where needed.
- Collaborate with cross-functional teams to streamline production processes and ensure product quality.
- Implement and maintain safety protocols and industry regulations on the production floor.
- Troubleshoot production issues and make recommendations for process improvements.
Who We’re Looking For
- 5+ years of experience in a production management role, preferably in [Industry].
- Proven leadership skills and the ability to motivate and manage a team.
- Strong problem-solving abilities with an eye for process optimization.
- Excellent communication skills and the ability to work with other departments to achieve company goals.
- A passion for quality, efficiency, and continuous improvement.
Why This Role is Worth Your Time
- Competitive salary and benefits package.
- A dynamic and inclusive work environment.
- Opportunities for professional growth and advancement.
- Health, dental, and vision insurance.
📥 How to Apply
We use WorkScreen.io to make sure every candidate is evaluated fairly. Please follow this link to apply and complete a short skills evaluation:
👉 [Insert WorkScreen Application Link]
We’ll review every application and get back to you within 7 days.
Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
📌 Job Title: Production Manager
💼 Job Type: Full-Time | On-Site | $[Salary Range]
📍 Location: [City, State]
Job Brief
We’re looking for a Production Manager to join our team and oversee all aspects of production in our [facility/plant]. The ideal candidate will have experience managing a team, optimizing processes, and maintaining a high level of quality throughout the production cycle. You’ll be responsible for ensuring that our production line runs efficiently and meets all deadlines.
Responsibilities
- Oversee daily production operations, ensuring production goals are met on time.
- Lead and manage a team of production workers, ensuring a safe and productive work environment.
- Maintain inventory and production schedules, ensuring the necessary materials are on hand.
- Implement and track production KPIs to assess performance and make adjustments as needed.
- Ensure compliance with health, safety, and environmental regulations.
Requirements
- 5+ years of experience in a production management role.
- Strong organizational and time-management skills.
- Excellent leadership and communication abilities.
- Familiarity with production management software.
- A commitment to safety and quality.
📥 How to Apply
Ready to make an impact? Apply now through WorkScreen.io, and we’ll evaluate your skills to ensure this role is the perfect fit.
👉 [Insert WorkScreen Application Link]
Let WorkScreen Handle the Next Step
Once your production manager job post is live and attracting candidates, it’s time to streamline the hiring process and ensure you’re bringing in the best talent. That’s where WorkScreen.io can make all the difference. Here’s how WorkScreen.io can help you take your hiring process to the next level:
1. Quickly Identify Your Most Promising Candidates
WorkScreen.io automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy for you to spot top talent, save time, and make smarter, data-driven hiring decisions.
- No more sorting through hundreds of resumes
- Focus on candidates who truly match your needs
- Easily compare candidates based on real skills, not just resumes
2. Easily Administer One-Click Skill Tests
Forget sifting through resumes that only showcase credentials. With WorkScreen.io, you can assess candidates based on real-world abilities, not just what’s written on paper.
- One-click skill tests tailored to your role
- Test practical knowledge before the interview
- Identify candidates who have the hands-on experience you need
3. Eliminate Low-Effort Applicants
Tired of candidates who use AI tools to apply, copy-paste answers, or rely on the “one-click apply” feature? WorkScreen.io helps you focus on genuine, committed, high-quality applicants—saving you time and avoiding costly hiring mistakes.
- Identify applicants who are serious
- Avoid sifting through irrelevant applications
- Improve your hiring quality from day one
4. Streamline Your Entire Hiring Process
From the moment the job post goes live, WorkScreen.io keeps things running smoothly. Manage candidate evaluations, interview feedback, and follow-ups all in one place, giving you a comprehensive view of the entire hiring journey.
- Track candidate progress with ease
- Centralized communication and notes
- Quickly make collaborative decisions with your team
👉 [Insert WorkScreen.io Call to Action Link]
Ready to take the next step in your hiring process? Let WorkScreen.io handle the heavy lifting, so you can focus on hiring the right candidate for your production manager role.
Project Manager Job Description FAQs
These are some of the most common questions employers and hiring managers ask when putting together a job description for a project manager.
According to Glassdoor and Indeed, the average salary for a project manager in the U.S. ranges between $75,000 and $100,000 per year, depending on location, industry, and experience level.
- Entry-level: $50,000–$70,000
- Mid-level: $75,000–$90,000
- Senior PMs or those with certifications (e.g., PMP): $100,000–$130,000+
Remote roles and tech/SaaS industries tend to skew higher.
- A project manager oversees specific initiatives with clear start/end points—like launching a product or running a campaign.
- A program manager usually oversees multiple related projects that roll up to broader business goals. Program managers work more cross-functionally and at a strategic level.
If you’re looking for someone to execute and deliver, you likely need a project manager.
Beyond task management, great PMs are:
- Excellent communicators
- Comfortable with ambiguity
- Calm under pressure
- Good at anticipating blockers
- Natural problem-solvers and collaborators
Bonus: They should be tech-savvy and know how to use tools like Asana, ClickUp, or Notion.
