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If you’ve searched “Sales Manager job description template,” you’ve probably seen the same thing over and over again: bullet points, vague buzzwords, and corporate fluff that could apply to any company.
But here’s the problem—those generic posts don’t attract great sales leaders. They attract resume-blasters. People who are applying to 30 jobs at once. And when that happens, your real opportunity—the one for someone driven, persuasive, and aligned with your mission—gets buried.
The truth is, a Sales Manager isn’t just someone who “hits targets” or “drives revenue.” You’re hiring someone who will lead a team, shape customer strategy, and become a direct line to your growth.
So if your job post feels like a formality, this guide will help you turn it into your strongest recruiting asset.
Before we dive in, 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’ll give you a bigger picture on what makes modern job descriptions work—and why the old format fails today’s best candidates.
Now, let’s talk about what a Sales Manager really does—and how to write a post that gets the right people to apply.
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What Does a Sales Manager Actually Do?
Let’s strip away the jargon for a second.
A Sales Manager isn’t just someone who monitors pipelines and runs reports.
They’re the person who sets the pace for your sales team—motivating reps, coaching them through roadblocks, and building the systems that help your company grow.
They balance strategy and execution. One minute they’re setting quarterly targets. The next, they’re jumping on a call to close a big deal or help a rep land a demo.
More than anything, a great Sales Manager is a multiplier. They don’t just sell—they help others sell better.
That’s why strong communication, emotional intelligence, team leadership, and real sales experience all matter as much as metrics and KPIs.
So before you think about writing your job post, ask yourself:
Are you looking for a task manager—or a team builder who drives performance and culture?
This distinction matters. And the way you write your job description will determine who applies.
Sales 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.
✅ Version 1: Experienced Sales Manager
📌 Job Title: Sales Manager for GrowthLoop – a B2B SaaS Startup (Remote, U.S.-based)
💼 Full-Time | Remote | $80K–$95K Base + Commission + Equity
🕒 Start Date: Flexible (Ideally Within 30 Days)
🎥 Meet your future team: [Insert Loom video here]
Who We Are
GrowthLoop is a venture-backed SaaS startup helping marketing teams launch, manage, and optimize cross-channel campaigns—without relying on engineers. We serve fast-growing mid-market businesses that want to move faster and smarter when it comes to customer acquisition.
We’ve doubled ARR in the last 12 months and we’re now scaling our go-to-market team. If you’re someone who gets fired up about building systems, coaching reps, and closing deals yourself—we want to hear from you.
What You’ll Be Doing
- Manage and mentor a team of 4–6 AEs and SDRs
- Refine our sales playbook and CRM processes for scale
- Own weekly forecasting and performance reviews
- Jump in to close high-value deals and unblock reps
- Partner with marketing and product to align messaging and feedback loops
- Hire and onboard future reps as the team grows
What You’ll Need
- 3+ years in B2B SaaS sales leadership
- Strong outbound and full-cycle sales experience
- Clear track record of hitting and exceeding team targets
- Familiarity with HubSpot, Gong, or similar tools
- Empathetic leadership style and strong coaching instincts
Perks & Benefits
- Competitive base salary + uncapped commission
- Equity options in a fast-growing startup
- Remote-first with $1,000 home office stipend
- Full health, dental, and vision insurance
- 15 PTO days + 10 company holidays + 2 flex days
- Annual learning stipend ($1,000/year for books, courses, conferences)
- Quarterly team retreats (next one is in Denver!)
Why This Role Is Worth Your Time
You won’t just manage a team—you’ll shape how we sell, who we hire, and what our customers experience. You’ll work directly with founders and get real ownership, not red tape. If you’re the kind of leader who thrives on impact and wants a seat at the table, GrowthLoop is the place.
How to Apply
We use WorkScreen to help us evaluate candidates based on performance, not paper.
To apply, follow this link: [Insert WorkScreen link]
You’ll go through a short but thoughtful evaluation process—and we’ll keep you informed every step of the way.
✅ Version 2: Entry-Level Sales Manager (Willing to Train)
📌 Job Title: Entry-Level Sales Manager – Train-to-Lead Program at ParcelHop
💼 Full-Time | Hybrid – Atlanta, GA | $55K–$65K Base + Bonus
🕒 Monday–Friday | 9AM–5PM | 2 Days Remote / 3 Days In-Office
🎥 Hear from our founder: [Insert Loom video here]
About ParcelHop
ParcelHop is a shipping tech startup helping local eCommerce brands offer Amazon-speed delivery without Amazon prices. Our platform connects small businesses with last-mile carriers and warehouse partners across the U.S.
We’ve grown from 3 to 40 employees in two years—and now we’re investing in our next generation of leaders. If you’ve got the grit and drive to lead (and learn), this role could be the springboard for your sales career.
What You’ll Do
- Start by learning our end-to-end sales process (prospecting, pitching, closing)
- Shadow experienced reps and gradually take on your own deals
- Within 3–6 months, mentor junior reps and support onboarding
- Help refine our sales scripts, tools, and CRM processes
- Contribute to weekly team meetings and help drive momentum
What We’re Looking For
- 1–2 years in sales, customer service, or team lead roles
- A proactive mindset—you don’t wait for permission to solve problems
- Clear, confident communicator with team-first attitude
- Leadership potential, even if you haven’t managed before
- Bonus if you’ve worked in logistics, SaaS, or retail tech
Perks & Benefits
- Competitive salary + quarterly performance bonuses
- Hybrid schedule with flexible remote days
- Health, dental, and vision insurance (starts after 60 days)
- 401(k) with company match (after 6 months)
- Generous PTO (15 days) + 8 paid holidays
- $750 annual learning credit for training or certifications
- Monthly team lunches + quarterly offsite events
Why Join ParcelHop
We believe leadership is a mindset, not just a title. You’ll get the tools, mentorship, and space to grow—and your success will be noticed. At ParcelHop, we reward initiative, promote from within, and treat every team member like a future leader.
How to Apply
We use WorkScreen to evaluate candidates based on potential and practical skills—not just resumes.
To apply, head to: [Insert WorkScreen link]
You’ll complete a quick, fair evaluation, and we’ll follow up with you directly.
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.
Why These Sales Manager Job Posts Work
Let’s break down what makes these two job descriptions different from the generic templates flooding the internet—and why they actually attract stronger applicants.
✅ 1. The Job Titles Are Clear, Specific, and Compelling
Instead of vague titles like “Sales Manager,” both examples add context and purpose:
- “Sales Manager for B2B SaaS Startup (Remote)” immediately signals the industry, remote flexibility, and role level.
- “Entry-Level Sales Manager – Train-to-Lead Program at ParcelHop” highlights growth potential, not just duties.
Why it matters: Top candidates skim job boards fast. If your title doesn’t catch their attention with clarity and relevance, they’ll scroll right past it.
✅ 2. The Introductions Are Warm and Mission-Driven
These posts don’t start with dry company boilerplate. Instead, they tell a short, compelling story about the company’s growth, values, and team culture.
For example:
“We’ve doubled ARR in the last 12 months and we’re now scaling our go-to-market team…”
“We’ve grown from 3 to 40 employees in two years—and now we’re investing in our next generation of leaders.”
Why it matters: Great candidates don’t just care about what the job is—they want to know why it matters and what they’re joining.
✅ 3. Salary, Perks, and Benefits Are Transparent
Both examples clearly list compensation ranges and benefits like:
- Health + vision + dental
- PTO + flex days
- Annual learning credits
- Remote flexibility
- Equity (for GrowthLoop)
Why it matters: Transparent pay and benefits build trust and filter out candidates with misaligned expectations. Hiding this info just creates friction.
✅ 4. The Responsibilities Are Outcome-Oriented
Instead of listing vague duties like “Manage sales team,” both posts describe what the person will actually do and why it matters.
For example:
“Jump in to close high-value deals and unblock reps…”
“Help refine our sales scripts, tools, and CRM processes…”
Why it matters: This helps candidates picture themselves in the role—and makes the job feel real, not theoretical.
✅ 5. The Application Process Is Respectful and Clear
Each post explains that applicants will go through WorkScreen, a fair, performance-based process. No black hole. No ghosting.
“You’ll go through a short but thoughtful evaluation—and we’ll keep you informed every step of the way.”
Why it matters: Most job seekers have been burned by impersonal hiring systems. Just showing that you respect their time and effort instantly makes your role stand out.
✅ 6. The Tone Is Human, Not Robotic
There’s zero corporate speak. The posts sound like they were written by a team that knows what it’s like to hire, build, and grow—not like they were copied from a 2012 HR handbook.
“If you’re the kind of leader who thrives on impact and wants a seat at the table…”
“If you’ve got the grit and drive to lead (and learn), this role could be the springboard for your sales career.”
Why it matters: The best candidates are looking for a team, not a template. A little personality goes a long way.
Example of a Bad Sales Manager Job Description (Why It Fails)
Job Title: Sales Manager
Company: GlobalTech Solutions
Location: Remote
Type: Full-Time
Deadline to Apply: August 30, 2025
Job Summary
GlobalTech Solutions is seeking an experienced Sales Manager to oversee its growing sales team. The ideal candidate will be responsible for managing sales activities, driving revenue growth, and reporting performance to leadership.
Responsibilities
- Manage day-to-day sales operations
- Develop and implement sales strategies
- Monitor team performance
- Prepare monthly sales reports
- Meet quarterly sales targets
Requirements
- Bachelor’s degree in business or related field
- 5+ years of sales experience
- Strong communication and leadership skills
- Familiarity with CRM tools
How to Apply
Send your CV and cover letter to careers@globaltech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Title Is Generic and Vague
“Sales Manager” says nothing about the company, team, industry, or opportunity. It could apply to literally thousands of roles.
✅ Fix: Add specificity—“Sales Manager for B2B SaaS Platform (Remote)” tells candidates what they’re walking into.
2. The Company and Mission Are Invisible
There’s no mention of what GlobalTech does, who it serves, or what makes it different. It feels like a job post from a faceless company.
✅ Fix: Humanize the company with a quick intro. What problem do you solve? Why should a candidate care?
3. The Responsibilities Are Broad and Generic
“Monitor team performance” and “Develop sales strategies” are technically accurate—but they don’t paint a picture of what the role actually looks like.
✅ Fix: Add real-world context. Who’s on the team? What tools are used? What kind of deals are they closing?
4. No Salary or Benefits Information
This is a huge red flag for today’s candidates. It creates doubt and friction, especially with high-quality applicants who have options.
✅ Fix: Always include salary range and key perks to build trust and show that you’re serious about transparency.
5. The Hiring Process Is Cold and Dismissive
“Only shortlisted candidates will be contacted” is the corporate version of ghosting. It makes candidates feel like they’re wasting their time.
✅ Fix: Set clear expectations. Let people know how you hire, when they’ll hear back, and what happens next.
6. Zero Personality or Connection
There’s no warmth, no team culture, no energy. It’s all function, no emotion. Great candidates want more than a job—they want to join a mission, work with real people, and feel seen.
✅ Fix: Write in a tone that sounds like a real team member wrote it. Drop the jargon. Show some life.
Bonus Tips to Make Your Sales Manager Job Post Stand Out
Even if your structure is great, a few thoughtful touches can make your post feel next-level. These aren’t just “nice to haves”—they’re credibility boosters that help you attract candidates who care about more than just a paycheck.
✅ 1. Add a Security & Privacy Notice
Scams and phishing schemes are on the rise, especially with remote roles. Candidates want to know your hiring process is safe.
Include something like this at the bottom of your post:
🔒 We take your privacy seriously. We will never ask for your bank details, payment, or personal financial information at any stage of the hiring process. If something feels off, please reach out directly through our website.
Why it works: It builds immediate trust and shows you care about candidate experience before they even apply.
✅ 2. Mention Time Off and Flexibility
Yes—salary matters. But so does rest. If you offer meaningful time off, don’t bury it.
Try this wording:
🌴 Enjoy up to 15 PTO days, 10 paid holidays, and 2 “reset days” to use anytime you need a break. We believe recovery fuels performance.
Why it works: Flexibility signals emotional intelligence and work-life respect—especially important for leadership candidates who’ve seen burnout before.
✅ 3. Highlight Training & Growth Opportunities
The best candidates aren’t just looking for a paycheck. They’re looking for a path.
Call it out directly:
🚀 We invest in growth. You’ll get weekly coaching, access to paid training, and a $1,000 annual learning stipend for books, courses, or events.
Why it works: It positions your company as a long-term bet—especially for up-and-coming leaders looking to level up.
✅ 4. Add a Video from the Hiring Manager or CEO
A simple Loom video from a real team member goes a long way. It makes your post feel personal, not templated.
Try this line in your post:
🎥 Want to hear more about the team and role? Watch this quick intro from our CEO.
[Insert Loom/YT link]
Why it works: Video builds human connection fast. Candidates are more likely to apply if they can picture who they’ll work with.
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. Set Clear Expectations for What Happens After They Apply
Most candidates have been ghosted before. Fix that by being upfront.
Use language like this:
📬 We review every application and respond within 1–2 weeks. If shortlisted, you’ll go through a quick skills evaluation via WorkScreen. Either way, we’ll follow up—because every applicant deserves clarity.
Why it works: This level of transparency instantly elevates your employer brand.
Should You Use AI to Write a Sales Manager Job Description?
Short answer? Yes—but not the way most people do it.
Lately, it feels like every hiring platform has added a “Generate Job Post” button. And while AI can save time, using it without any input is a fast track to bland, lifeless job posts that look like they were copy-pasted from a chatbot.
❌ The Wrong Way to Use AI
“Write me a Sales Manager job description.”
That’s what most people do. And it’s how you end up with generic filler like:
- “Responsible for overseeing sales operations…”
- “Ability to meet quotas and targets…”
- “Strong communication skills…”
This kind of post might technically be accurate—but it won’t excite, attract, or convert real talent. It sounds like it came from a robot—because it did.
✅ The Right Way to Use AI
Use AI as your writing partner, not your ghostwriter.
Feed it with rich, thoughtful inputs—just like you’d brief a copywriter. Tell it who you’re hiring, what the role actually involves, what your culture is like, and what makes your company special.
Here’s a strong prompt to get you started:
“Help me write a compelling, human job post for our company, ParcelHop. We’re hiring an entry-level Sales Manager to support and eventually lead a small sales team. This is a hands-on role that involves closing deals, training reps, and refining our playbook. Our company culture is scrappy, collaborative, and growth-minded—we value initiative over credentials. We offer $55K–$65K base, performance bonuses, hybrid flexibility, and a $750 learning stipend. Here are a few notes I’ve drafted to include: [paste notes]. Please write this in a friendly, conversational tone that reflects a modern startup.”
Then let AI generate a first draft—and edit it. Add voice. Add context. Polish the structure. Make it feel real.
💡 Pro Tip: Use AI to Polish, Not Replace
If you already have a rough draft, use AI to:
- Improve clarity
- Refine tone
- Add structure and bullet formatting
- Suggest alternatives to repetitive phrasing
But don’t ask it to do the thinking for you. That’s still your job—and your competitive edge.
Need a Quick Copy-Paste Sales Manager Job Description?
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide and understand what makes a job post work, but you still want a solid starting point.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Sales Manager Template
📌 Job Title: Sales Manager for Fast-Growth SaaS Startup (Remote)
💼 Full-Time | Remote | $XX–$XX + Commission + Equity
🕒 Start Date: Flexible
🎥 Meet our team: [Insert Loom or YouTube link]
About Us
We’re [Your Company Name], a fast-growing SaaS startup that helps [brief what your company does—e.g., “marketing teams run cross-channel campaigns without engineering help”]. We’ve grown [milestone] in the past year and are looking for a Sales Manager to lead the charge as we scale.
What You’ll Do
- Lead and mentor a small team of sales reps (SDRs and AEs)
- Refine our sales process and help reps close faster
- Collaborate cross-functionally with Marketing and Product
- Own weekly KPIs, forecasts, and rep coaching
- Roll up your sleeves to help close deals when needed
- Hire and onboard new reps as we grow
What We’re Looking For
- 3+ years of sales leadership experience (preferably SaaS)
- Proven success in coaching reps and hitting team quotas
- Confident, empathetic communicator and motivator
- Data-savvy and familiar with tools like HubSpot, Gong, or Salesforce
- High bias for action—you don’t need to be told twice
Perks & Benefits
- Competitive salary + commission + stock options
- Remote-first with flexible hours
- 15 PTO days + 10 paid holidays + 2 flex days
- Health, dental, vision insurance
- $1,000 annual learning budget
- Quarterly retreats (next one’s in Denver!)
How to Apply
We use WorkScreen to evaluate candidates based on skill, not just résumés. It’s a short, fair process—and we’ll keep you updated every step of the way.
👉 Apply here: [Insert WorkScreen link]
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Sales Manager
Location: Remote ([Enter Location].-based)
Job Type: Full-Time
Compensation: $XX–$XX base + bonus + equity
Start Date: Flexible
Job Brief
We’re looking for a results-driven Sales Manager to lead our small but growing sales team. This is a hands-on leadership role where you’ll coach reps, close deals, and improve processes. The ideal candidate has a strong background in SaaS sales, team leadership, and pipeline management.
Key Responsibilities
- Manage a team of 4–6 sales reps
- Drive performance through regular coaching and KPI reviews
- Optimize sales tools, scripts, and CRM usage
- Collaborate with Marketing to align campaigns and lead flow
- Own forecasting and help close key deals
- Recruit, hire, and train new sales reps
Requirements
- Minimum 3 years of experience managing sales teams
- Experience in B2B SaaS preferred
- Strong understanding of full-cycle sales
- Excellent communication and people management skills
- Proficiency in sales tools like Salesforce or HubSpot
Benefits
- Remote flexibility with optional in-person meetups
- Equity options + performance-based bonuses
- Comprehensive health, dental, and vision insurance
- 15 paid vacation days + company holidays
- $1,000 annual professional development budget
- Fun, tight-knit team with real growth opportunities
How to Apply
Apply through WorkScreen: [Insert link]
We’ll review your application promptly and keep you updated throughout the process.
What Happens After You Write a Great Job Post? Let Workscreen Take It From Here
You’ve put in the work. You’ve written a thoughtful, candidate-friendly job post that actually reflects your company and the role. Now what?
That’s where WorkScreen.io comes in.
Writing a great job post gets you attention.
WorkScreen helps you figure out who’s actually worth hiring.
Here’s How WorkScreen Helps You Hire Smarter:
● Spot Your Best Candidates Instantly
WorkScreen automatically evaluates every applicant and ranks them on a performance-based leaderboard. No more wasting time with resume roulette. See who can actually do the job—right away.
● Test Skills Before the Interview
Use one-click skill tests designed around real-world sales scenarios. Know who can close, coach, and think critically—before you invest time interviewing.
● Filter Out Low-Effort Applicants
AI-generated cover letters? Copy-pasted answers? One-click applicants with no context? WorkScreen filters those out—so you only spend time on people who are genuinely interested and qualified.
● Build a Fairer, More Transparent Hiring Process
Every candidate goes through the same evaluation process. It’s structured, respectful, and designed to remove bias—giving you a more accurate picture of who’s a good fit.
👉 If you’re tired of hiring based on resumes alone—and want to hire based on real performance—WorkScreen is built for you.
✅ Start Hiring Smarter with WorkScreen.io ← (insert application link)
Sales Manager Job Description - Frequently Asked Questions
The average salary for a Sales Manager in the United States ranges between $75,000 and $120,000 per year, depending on the industry, company size, location, and experience level.
- Entry-level Sales Managers typically earn $60,000–$80,000
- Mid-level Managers earn $85,000–$100,000
- Experienced Sales Leaders or those in tech/SaaS companies can earn $110,000–$150,000+ (especially with commission and bonuses)
Many companies also offer performance-based incentives, stock options, or profit-sharing, which can significantly boost total compensation.
A great Sales Manager blends both leadership and execution skills. Here are some must-haves:
- Strong communication and coaching ability
- Proven track record of meeting or exceeding sales targets
- Ability to lead and motivate teams
- Data-driven mindset (CRM and sales analytics experience)
- Emotional intelligence and adaptability
- Strategic thinking and process improvement
Bonus if they’ve worked in your specific industry (e.g., SaaS, logistics, B2B services) or can sell across long sales cycles.
The right KPIs will depend on your sales model, but here are the most common metrics for evaluating a Sales Manager:
- Team quota attainment
- Average deal size and sales cycle length
- Win rates and conversion rates
- Pipeline coverage and forecast accuracy
- Rep ramp time and retention
- Call/email activity and meeting booked rates (for outbound teams)
A strong Sales Manager doesn’t just report on KPIs—they proactively coach the team to improve them.
Absolutely. Many Sales Managers interview well but struggle in execution. That’s why smart companies use tools like WorkScreen to test:
- Scenario-based selling
- Pipeline prioritization
- Objection handling
- Coaching feedback
- Data interpretation (e.g., spotting pipeline issues)
A quick skill test helps you hire based on what they can do—not just what they say in an interview.
