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If you’ve Googled “Recruitment Manager job description,” you’ve probably seen the same thing over and over again—bullet points, buzzwords, and bland copy that could apply to any company.
But here’s the problem: generic job posts don’t attract top-tier candidates.
They attract resume-blasters. People who apply to 50 jobs a day. People who don’t read beyond the title.
So if you’re looking to hire a great recruitment manager—someone who can build teams, champion your employer brand, and scale your hiring function—you need more than a template. You need a job post that inspires, informs, and filters.
This guide shows you how.
We’ll walk through:
- What a Recruitment Manager actually does (in plain English),
- Two job description examples (for different hiring needs),
- Why the good ones work (and why bad ones don’t),
- Plus tips to write posts that connect with serious candidates—not just the masses.
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.
Let’s start with the basics.
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What A Recruitment Manager Actually Does
So what does a Recruitment Manager actually do?
At a high level, a Recruitment Manager leads the hiring function. They create hiring strategies, manage recruiters or hiring partners, and make sure the company is consistently bringing in the right talent—not just the available talent.
But here’s what that really looks like in plain English:
A Recruitment Manager is the person who helps your company grow the right way. They’re not just posting jobs—they’re building systems. They identify where your hiring process is broken, help you improve the quality of your hires, and create strategies that make it easier to attract and retain great people.
They often:
- Partner with department heads to understand hiring needs
- Improve your job posts and candidate experience
- Manage hiring timelines and pipelines
- Analyze recruiting data to improve results
- Lead and coach internal recruiters or coordinate with external agencies
In short, a strong Recruitment Manager is part strategist, part project manager, part relationship builder.
They know hiring isn’t just about filling seats—it’s about building a high-performance team that moves the company forward.
Two Great Recruitment Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description for Experienced Recruitment Manager
📌 Job Title: Recruitment Manager — Help Us Build a High-Performing Team
📍 Location: Hybrid (2 days/week in our Chicago HQ)
💼 Type: Full-Time
💲 Salary: $85,000–$105,000 + Benefits + Bonus
🎥 A Quick Word From Our Head of People
Hear why this role matters and what we’re building next → [Insert Loom or YouTube link here]
👋 Who We Are
At Summit Tech, we’re scaling fast—and we know great companies are built by great teams. That’s where you come in. We’re looking for a Recruitment Manager who’s not just filling roles—but building an engine that attracts, evaluates, and hires A+ talent.
This isn’t just a recruiting role. It’s a chance to shape our hiring culture from the inside out. You’ll work directly with leadership, lead a small team of recruiters, and help us hire people who raise the bar.
🔍 What You’ll Be Doing
- Own our entire hiring funnel—from job post to offer
- Partner with department heads to forecast hiring needs
- Write compelling job descriptions (not just checklists)
- Improve how we assess candidates (skills-based hiring focus)
- Report on recruiting metrics: time-to-hire, funnel health, quality of hire
- Manage recruiter performance and grow the team
- Represent our brand in the market through job boards, LinkedIn, and career events
✅ What We’re Looking For
- 3+ years managing recruiting or talent acquisition processes
- Strong communication and project management skills
- Experience using ATS tools (Greenhouse, Workable, or similar)
- A bias for action: you don’t wait—you lead
- You care about fairness, clarity, and making hiring more human
💡 Bonus Points If You Have
- Experience with structured hiring or skills-based assessments
- Built recruiting systems from scratch in a startup or scaling company
- A track record of hiring top performers across departments
🎯 Why This Role Is a Great Fit
If you’re energized by solving complex hiring challenges and want to influence how great teams are built—you’ll thrive here. You’ll have the freedom to lead, the support to execute, and the trust to experiment.
This role isn’t about process for process’s sake—it’s about building a system that gets the right people in the door.
🎁 Perks & Benefits
- Flexible hybrid schedule (2 days in-office)
- Full medical, dental, and vision coverage
- $1,500/year learning & development stipend
- 20 PTO days + 5 wellness days annually
- Annual company retreats
- 401(k) with company match
- Performance-based bonuses
📥 How to Apply
We use WorkScreen.io to evaluate applicants based on skills—not just résumés.
Apply using the link above and complete the short evaluation—it helps us see your strengths more clearly and gives you a fair shot.
We review every application, and you’ll hear from us either way.
✅ Option 2: Job Description for Willing-to-Train / High-Potential Hire
📌 Job Title: Junior Recruitment Coordinator (We’ll Train You!)
📍 Location: Remote (US Only)
💼 Type: Full-Time
💲 Salary: $50,000–$60,000 + Full Benefits
🎥 Meet the Team You’ll Be Joining
Watch this short video to learn how we hire and why this role matters → [Insert Loom or YouTube link here]
👋 Who We Are
We’re a small but growing remote-first company—and we believe the right hire can change everything. That’s why we’re looking for a motivated, people-first professional who’s excited to learn how to recruit and hire top talent.
No prior recruiting experience? That’s okay. If you’re organized, a great communicator, and care about helping others grow, we’ll teach you the rest.
🔍 What You’ll Be Doing
- Learn the fundamentals of recruiting and hiring
- Write job descriptions and publish roles
- Help review applications and shortlist top candidates
- Coordinate interviews and communicate with applicants
- Track hiring activity and follow up with hiring managers
- Join strategy calls and shadow experienced recruiters
✅ What We’re Looking For
- 1+ years in a people-facing role (HR, support, admin, sales, etc.)
- Friendly, proactive communicator
- Super organized—you keep timelines and tasks on track
- Open to feedback and eager to learn
- Interest in recruiting, HR, or people ops as a career path
🎯 Why This Role Is a Great Fit
This is your foot in the door to a career in recruitment. You’ll be surrounded by a supportive team, trained by experienced hiring professionals, and given the space to grow fast.
We’re not just offering a job—we’re offering mentorship, growth, and purpose-driven work that sets you up for long-term success.
🎁 Perks & Benefits
- Paid training and onboarding
- Full medical, dental, and vision insurance
- Tuition assistance & certification support
- 15 PTO days + 3 wellness days
- Wellness stipend
- Performance-based promotions
- Fully remote setup with home-office support
📥 How to Apply
We believe in giving everyone a fair shot. That’s why we use WorkScreen.io to evaluate applicants based on potential—not just experience.
Apply through this link: https://app.workscreen.io/apply/junior_recruitment_1761347393723
We’ll keep you updated every step of the way.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Recruitment Manager Job Posts Work
Let’s look at why both of these job descriptions stand out—especially when compared to the dull, copy-paste versions flooding job boards.
🔹 1. The Job Titles Are Clear, Specific, and Purpose-Driven
- Instead of a vague title like “Recruitment Manager,” we use:
→ “Recruitment Manager — Help Us Build a High-Performing Team” - For the entry-level version:
→ “Junior Recruitment Coordinator (We’ll Train You!)”
Both versions signal who the role is for and why it matters. These aren’t just job titles—they’re mini-missions that attract the right mindset.
🔹 2. They Start With a Human, Personal Touch
Each post opens with a short video introduction from the hiring manager or team leader. This builds immediate trust and gives applicants a chance to see the people behind the company, not just read about them.
🔹 3. The “Who We Are” Section Adds Real Context
We don’t start with a wall of text about how many offices the company has. Instead, the intro gives readers a reason to care—what the company is doing, how the role contributes, and why this hire matters right now.
🔹 4. The Responsibilities Are Clear and Framed Around Impact
Rather than just listing tasks, we focus on why each responsibility matters.
For example:
“Improve how we assess candidates (skills-based hiring focus)”
That’s not just a duty—it’s a signal that the company cares about hiring right, not just fast.
🔹 5. Perks and Benefits Are Transparent
We don’t hide compensation or toss in perks as an afterthought. Salary ranges, PTO, wellness days, learning stipends, and hybrid policies are clearly listed—because transparency builds trust and filters out mismatches early.
🔹 6. They Show Career Progression and Training Opportunities
In the entry-level version, we emphasize mentorship, certification support, and a clear growth path. This encourages motivated candidates (who may not meet every bullet point) to apply anyway—widening the talent pool.
🔹 7. The Application Process Is Respectful and Modern
Both posts explain exactly what happens after someone applies.
→ They highlight that the company uses WorkScreen.io to evaluate based on skills, not just résumés.
→ They reassure the candidate they’ll hear back, removing the dreaded black hole most applicants face.
🔹 8. Tone That Connects
The writing sounds like a person—not a legal department. It’s conversational, straightforward, and kind. That alone sets these posts apart.
🔹 9. They’re Built to Filter the Right People In (and the Wrong Ones Out)
These aren’t meant to attract everyone—they’re designed to resonate with the right candidates:
- People who want impact
- People who care about clarity and culture
- People who value growth and ownership
That kind of filtering makes for better hires—and fewer wasted interviews.
Example of a Bad Recruitment Manager Job Description (and Why It Fails)
Let’s break down what a generic, outdated job description looks like—and why it drives away great candidates.
❌ Bad Job Post Example
📌 Job Title: Recruitment Manager
📍 Location: New York, NY
💼 Type: Full-Time
Job Summary:
We are seeking a Recruitment Manager to oversee and manage the full-cycle recruitment process. The ideal candidate will be responsible for sourcing, screening, and hiring qualified candidates across departments.
Key Responsibilities:
- Manage end-to-end recruitment processes
- Post jobs and screen resumes
- Conduct interviews and coordinate with hiring managers
- Maintain recruitment metrics
- Liaise with external recruitment agencies
Requirements:
- Bachelor’s degree in HR or related field
- 3–5 years of experience in a recruitment role
- Strong communication and organizational skills
- Familiarity with applicant tracking systems
How to Apply:
Interested candidates should email their résumé and cover letter to hr@companyexample.com. Only shortlisted applicants will be contacted.
⚠️ Why This Job Post Fails
🔸 1. The Job Title Is Flat and Generic
There’s nothing unique or engaging about “Recruitment Manager.” It doesn’t hint at what kind of company this is, what kind of recruitment they’re doing, or why someone should care.
🔸 2. The Introduction Is Cold and Impersonal
“Job Summary” reads like it was lifted from a textbook. It says nothing about the company’s mission, hiring goals, or culture. There’s no why—just what.
🔸 3. The Responsibilities Are Too Vague
Anyone in recruiting could copy and paste this. It lacks specificity and impact. For example:
“Manage recruitment process” — How? With what goals? For what types of roles?
There’s no substance that would help a serious candidate picture the actual work.
🔸 4. No Mention of Salary, Perks, or Benefits
This is one of the biggest turn-offs for today’s applicants. Omitting pay can feel secretive or untrustworthy—and skipping benefits makes it harder for candidates to see what’s in it for them.
🔸 5. The Company Culture Is Completely Absent
There’s no insight into how the team works, what values matter, or how the company approaches hiring. For a role about hiring, this is a red flag.
🔸 6. The Application Process Feels Dismissive
“Only shortlisted candidates will be contacted” makes applicants feel like they’re shouting into a void. It signals that their time and effort may not be respected.
🔸 7. There’s Zero Personality in the Tone or CTA
No warmth. No excitement. No reason for someone to choose this company over the dozens of others hiring for the same role.
A great Recruitment Manager job post should be the best job post in your company—it’s a chance to model the quality of your hiring process.
And this one? Misses the mark.
Should You Use AI to Write Job Descriptions?
AI tools are everywhere now—even inside many applicant tracking systems (ATS). With one click, you can generate an entire job description.
But here’s the truth: using AI blindly can backfire.
❌ Why You Shouldn’t Rely on AI Alone
If you prompt ChatGPT (or your ATS) with something like:
“Write me a job description for a recruitment manager.”
You’ll get something that looks fine—but reads like a thousand other job posts out there.
What’s wrong with that?
- It lacks your company’s voice, values, and story
- It attracts the wrong applicants (or none at all)
- It makes your company feel cold, generic, and unremarkable
Remember: Your job post is a first impression. Why waste it on something forgettable?
✅ The Right Way to Use AI
AI can be a powerful tool—but only when you bring the substance, and let it help shape and polish your message.
Here’s how to do it well:
💡 Step 1: Start With Raw Input
Before asking AI to write, give it the context. Example:
“Help me write a Recruitment Manager job post for our company, PeakHire.
We’re hiring someone to lead our recruiting efforts across engineering and sales teams.
Our culture is fast-paced, transparent, and mission-driven.
We’re looking for someone who’s data-driven, proactive, and cares about hiring with integrity.
We offer hybrid work, full benefits, a $1,500 L&D stipend, and a salary of $90K–$105K.
We use WorkScreen.io to evaluate candidates fairly.
Here are a few bullet notes I’ve written about the role…”
Paste your notes or rough outline at the end of the prompt.
💡 Step 2: Use AI to Polish, Not Create From Scratch
Let AI help you:
- Rewrite for clarity or flow
- Refine the tone to match your brand
- Format sections into something reader-friendly
But don’t ask it to make up your content—it’ll sound generic because it is.
💡 Step 3: Ask AI to Mimic a Proven Template
You can even show AI a good job post you’ve written or found, and say:
“Help me write something like this—same tone, structure, and warmth—but for a different role.”
This gets you a much better starting point than a default template.
🚫 Bottom Line
AI is a smart assistant—not a substitute for your voice, culture, or intention. Use it to shape your message, not define it.
The best job posts still come from people who understand the role, the team, and the values behind the hire.
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.
Copy-Paste Job Description Templates for Quick Use
We get it—sometimes you need something fast.
Maybe you’ve already read this guide and understand what a strong job post looks like. But you still want a solid starting point you can copy, paste, and customize in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description (Culture-First Style)
📌 Job Title: Recruitment Manager — Lead the Team That Builds Our Team
📍 Location: Remote or Hybrid (US-Based)
💼 Type: Full-Time
💲 Salary: $85,000–$100,000 + Bonus + Benefits
🎥 A Quick Hello From the Hiring Manager
Meet the team and learn why this role matters → [Insert Loom or YouTube link here]
👋 Who We Are
At [Company Name], we’re growing fast—and we know our success starts with the people we hire. We’re on a mission to [Insert Company Mission], and we’re looking for a Recruitment Manager who’s passionate about building high-performing, values-aligned teams.
You’ll help shape how we attract, evaluate, and onboard great people—not just to fill roles, but to build a company we’re proud of.
🔍 What You’ll Be Doing
- Own and optimize our hiring process (from job post to offer)
- Partner with hiring managers to define role needs
- Improve candidate experience and bring consistency to assessments
- Use data to track pipeline health and hiring effectiveness
- Manage recruiter performance or agency partnerships
- Represent our brand externally (LinkedIn, job boards, community events)
✅ What We’re Looking For
- 3+ years in recruitment or talent acquisition (ideally in a growth environment)
- Strong written and verbal communication
- Familiarity with ATS tools (e.g., Workable, Greenhouse)
- A commitment to fair, inclusive, and skills-based hiring
- Someone who builds systems—not just fills roles
🎁 Perks & Benefits
- Remote-friendly (or hybrid near our [City] HQ)
- Medical, dental, and vision insurance
- 401(k) with company match
- $1,500/year learning & development budget
- 20 days PTO + paid wellness days
- Paid parental leave
🎯 Why This Role Is a Great Fit
You’ll help shape how our company grows—at the most foundational level: the team. You’ll be given real autonomy, a seat at the table, and the tools to make hiring more thoughtful, data-driven, and human.
📥 How to Apply
We use WorkScreen.io to evaluate applicants based on skills—not just résumés. Apply through the link above, complete a short evaluation, and we’ll keep you posted at every stage.
✅ Option 2: Traditional Format (Structured Layout)
📌 Job Title: Recruitment Manager
📍 Location: Hybrid — [City] or Remote (US Only)
💼 Type: Full-Time
💲 Salary Range: $85,000–$100,000 + Bonus + Benefits
🎥 A Message From Our Hiring Team
Watch this short video to learn about the role, the team, and why it matters → [Insert Loom or YouTube link here]
📝 Job Brief
[Company Name] is seeking a Recruitment Manager to lead and improve our hiring strategy. This role involves managing full-cycle recruiting, collaborating with department heads, and ensuring that every hire aligns with our values and growth goals.
🧭 Responsibilities
- Design and manage recruitment campaigns
- Write job descriptions and post open roles
- Source, screen, and shortlist candidates
- Optimize candidate experience
- Track and analyze hiring metrics
- Support and guide hiring managers throughout the process
📌 Requirements
- 3+ years experience in recruiting or talent acquisition
- Experience with applicant tracking systems
- Strong organizational and communication skills
- Familiarity with metrics like time-to-hire and quality-of-hire
- A proactive, people-first approach to hiring
🎁 Benefits
- Medical, dental, and vision insurance
- Flexible hybrid work policy
- 401(k) with employer contribution
- Paid time off (20+ days annually)
- Professional development stipend
- Equipment/home office budget
🎯 Why This Role Is a Great Fit
You’ll join a company that values thoughtful hiring, candidate experience, and team culture. If you want to make hiring more strategic and human—this is the place to do it.
📥 How to Apply
We use WorkScreen.io to fairly evaluate candidates based on ability—not just experience. Apply using the link and we’ll follow up with next steps.
Let WorkScreen Handle the Next Phase
Once your job post is live and attracting the right candidates, the next question is:
How do you confidently evaluate applicants—without wasting hours screening resumes or guessing based on gut feel?
That’s where WorkScreen.io comes in.
✅ WorkScreen Helps You Hire Smarter, Faster, and Fairer
When you use WorkScreen, you can:
🔍 Quickly Identify Your Best Candidates
Every applicant completes a short, role-relevant evaluation—automatically scored and ranked on a performance-based leaderboard.
No more guessing who’s worth interviewing. WorkScreen shows you, clearly.
🧪 Assess Skills, Not Just Resumes
WorkScreen goes beyond credentials. You’ll see how applicants actually perform—on tasks aligned with the real role.
This means you’re hiring based on capability, not fluff.
🧹 Eliminate Low-Effort Applications
Tired of AI-generated cover letters, copy-paste answers, and “one-click apply” spam?
WorkScreen filters those out—so you focus only on the serious, high-quality candidates who care enough to engage.
🤝 Create a Fair, Consistent Candidate Experience
Everyone gets the same evaluation. Everyone gets a chance to show what they can do.
That builds trust with applicants—and helps you avoid bias-driven decisions.
🚀 Bonus: It’s Easy to Use
You get a shareable application link. Post it on your job board, website, or anywhere candidates apply.
We handle the rest—evaluation, scoring, shortlisting—so you can focus on interviewing your top choices.
Ready to see it in action?
👉 Sign up at WorkScreen.io and start hiring smarter today.
Recruitment Manager Job Description - Frequently Asked Questions
These FAQs are designed to help you better understand the role, set realistic expectations, and make more informed hiring decisions.
An HR Manager oversees the broader employee lifecycle—including onboarding, training, benefits, compliance, employee relations, and retention.
A Recruitment Manager, on the other hand, focuses specifically on the hiring function. They build hiring strategies, manage candidate pipelines, improve sourcing and selection processes, and ensure the company attracts and hires the right talent.
Think of it this way:
- HR Managers handle people management once employees are hired.
- Recruitment Managers handle talent acquisition before they’re hired.
The average salary for a Recruitment Manager in the United States typically ranges from $80,000 to $110,000 per year, depending on location, company size, and level of experience.
In major metro areas or tech-driven industries, salaries can exceed $120,000, especially when bonuses and equity are included.
💡 Tip: Always list a range in your job post. It builds trust and improves application rates.
Look for a combination of strategic thinking, people skills, and operational execution. Key skills include:
- Strong communication and storytelling (to pitch roles and culture)
- Data analysis (to track funnel metrics and hiring success)
- ATS and sourcing tool expertise
- Candidate experience design
- Ability to lead a team or manage agencies
- An understanding of bias, DEI, and fair hiring practices
Bonus points if they have experience building systems from scratch or scaling hiring in high-growth environments.
Yes—and not just write, but improve them.
A strong Recruitment Manager will help hiring managers craft job descriptions that reflect the role, appeal to great candidates, and avoid filler language. They know how to position roles to attract the right people.
Often, yes—but it depends on the team structure.
They usually handle early-stage screening and may participate in final interviews, especially for strategic roles. More importantly, they design the interview process to ensure consistency and fairness across all candidates.
Here are a few signs it’s time:
- You’re hiring across multiple roles at once
- Your current hiring process feels chaotic or inconsistent
- Your hiring managers are spending too much time recruiting
- You’re struggling to attract qualified candidates
- You need someone to own hiring strategy, not just fill positions
