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👋 If you’ve searched “Sales operations manager job description,” you’ve probably seen the same thing over and over:
Generic bullet points. Boring responsibilities. No mention of company culture. Just a lifeless list that could apply to any role, at any company.
But here’s the problem: top performers don’t apply to generic job posts.
They’re not looking for a checklist—they’re looking for a mission, a team, a role that actually matters.
That’s why we wrote this guide differently.
Instead of giving you another dry template, we’re going to show you how to write a compelling, human-centered Sales operations manager job post that attracts high-quality applicants—whether you’re hiring a seasoned pro or training someone new.
If you haven’t already, we recommend first 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 posts fail—and how to fix them.
Ready? Let’s start by understanding what this role actually is.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What Does a Sales Operations Manager Role Actually Do?
Sales operations manager isn’t just about dashboards and data. At its core, it’s about making the sales team more effective.
That means:
- Removing bottlenecks.
- Building systems that scale.
- Ensuring reps have the tools, processes, and insights they need to close more deals—with less friction.
A great Sales Ops hire doesn’t just “support” sales—they amplify it.
They handle everything from CRM optimization and forecasting accuracy to territory planning and performance reporting. They’re part analyst, part process designer, and part strategic partner to the sales leader.
So if you’re hiring for this role, you’re not just filling a support function.
You’re bringing in someone who can unlock revenue, fix inefficiencies, and enable your team to sell smarter.
Sales Operations 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: Experienced Sales Operations manager Hire
📌 Job Title: Senior Sales Operations manager Manager — Help Loopline Scale Smarter
📍 Location: Remote (U.S. preferred)
💼 Type: Full-Time | 💰 Salary Range: $85,000–$105,000
🎥 Loom video from our Head of Sales
Who We Are
At Loopline, we help eCommerce brands turn delivery anxiety into brand loyalty.
Our platform lets Shopify and WooCommerce sellers create beautiful, branded tracking pages and automatically resolve delivery issues before customers even reach out. We’re a 40-person remote team building the post-purchase experience we always wished existed—and we’re growing fast.
As we scale, our sales team needs better systems, smarter data, and clean processes. That’s why we’re hiring a full-time Sales operations manager to build the engine behind our GTM strategy.
Why This Role Matters
You won’t just be building reports—you’ll be building the systems that power our next stage of growth.
From pipeline forecasting to CRM workflows, this is a rare chance to join early and shape the foundation of sales strategy at a startup that values both performance and people.
What You’ll Do
- Own and optimize our sales stack (HubSpot, Gong, Apollo)
- Build dashboards and reporting to track rep performance, pipeline health, and forecast accuracy
- Partner with our Head of Sales and CEO to design scalable systems for lead routing, territory planning, and comp modeling
- Run regular pipeline reviews and identify process bottlenecks
- Support onboarding for new SDRs and AEs with the tools and playbooks they need to win
What We’re Looking For
- 3–5+ years in Sales Ops, RevOps, or GTM Strategy at a SaaS company
- HubSpot expertise a must (Salesforce is a bonus)
- Advanced Excel/Google Sheets skills and comfort with BI tools like Looker or Tableau
- You’re a systems thinker who loves solving messy problems
- Strong communicator who can work cross-functionally across sales, marketing, and product
Why You’ll Love Working at Loopline
- Remote-first, async-friendly culture (but we talk a lot in memes)
- We invest in people, not perks—expect ownership, clarity, and space to grow
- Health, dental, and vision insurance (U.S.)
- Quarterly wellness days + flexible PTO
- Path to grow into Director of Revenue Operations as we scale
How to Apply
We use WorkScreen.io to evaluate candidates based on real-world skills—not just resumes.
Click the link below to start a short assessment. We review every application and reply within 7 days.
👉 Apply Here on WorkScreen [insert application link]
🌱 Option 2: Entry-Level / Willing-to-Train
📌 Job Title: Junior Sales Operations Manager Assistant — Launch Your Career in SaaS
📍 Location: Remote (within U.S. time zones)
💼 Type: Full-Time | 💰 Salary Range: $48,000–$58,000
🎥 Meet Our Sales Team on Loom
About Loopline
Loopline helps eCommerce brands create delightful post-purchase experiences. We’re a fully remote SaaS company helping thousands of online stores turn boring tracking pages into branded customer moments that increase loyalty and repeat sales.
Now, we’re hiring a Sales Ops Assistant to help keep our sales team organized, data clean, and systems running smoothly. No prior sales experience needed—we’ll train you.
What You’ll Be Doing
- Help maintain our CRM (HubSpot): keeping records clean, deals updated, and contacts organized
- Support the sales team with weekly reports and performance tracking
- Learn how to build dashboards and sales automations
- Assist with onboarding playbooks and process documentation
- Work closely with senior team members to streamline sales operations
You’ll Thrive Here If You…
- Are detail-oriented, organized, and love solving systems puzzles
- Know your way around Google Sheets or Excel
- Are curious, humble, and eager to learn (no prior sales ops experience required)
- Want to build a career in tech or business operations
- Believe in clear communication and low-ego collaboration
Why This Role Is Worth Your Time
We don’t believe in busywork—we believe in growth. You’ll work directly with our Head of Sales and get mentorship, exposure, and skill-building opportunities from day one.
- Medical/dental/vision insurance
- $1,000/year learning stipend
- Paid time off + remote-first flexibility
- Career path into full Sales Ops or RevOps leadership over time
How to Apply
We use WorkScreen.io to keep our hiring process fair and skills-focused.
You’ll take a short, practical challenge—not a personality quiz. We’ll review your application carefully and respond within 1 week.
👉 Apply Here on WorkScreen [insert application link]
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Sales Operations Manager Job Posts Actually Work
Let’s break down what makes each of the above job descriptions effective—whether you’re hiring a seasoned Sales Ops pro or training up a high-potential beginner.
✅ 1. The Job Titles Are Clear and Contextual
Instead of saying “Sales Operations Manager,” we added purpose and context:
- “Senior Sales Operations Manager — Help Loopline Scale Smarter” tells applicants this is a strategic role tied to growth.
- “Junior Sales Operations Assistant — Launch Your Career in SaaS” signals it’s beginner-friendly and offers a growth path.
These titles don’t just describe the job—they speak to the kind of person you’re looking for.
✅ 2. The Introductions Set the Stage
Both posts lead with who Loopline is, why the role matters, and how the hire will impact the business.
Instead of diving into tasks, the intro explains the bigger picture—something top candidates care deeply about.
When people understand the why behind the role, they’re more likely to engage.
✅ 3. They’re Transparent About Salary and Benefits
Including a clear salary range builds trust right away.
No one likes guessing games, and top applicants often won’t apply to posts that leave compensation vague.
Likewise, showing benefits like health coverage, flexible PTO, and growth stipends communicates that this isn’t just a role—it’s a meaningful opportunity.
✅ 4. Culture and Growth Are Embedded, Not Tacked On
Rather than adding a generic “Company Culture” section at the end, both posts bake culture and values into every part of the job description:
- They mention async communication, remote flexibility, and a low-ego environment.
- They highlight learning stipends, mentorship, and promotion paths.
This is what makes the post feel human, modern, and attractive to thoughtful applicants.
✅ 5. The Responsibilities Show Impact, Not Just Tasks
Instead of dry bullet points like “generate reports” or “manage CRM,” the posts explain why those tasks matter:
“Build dashboards and reporting to track rep performance, pipeline health, and forecast accuracy.”
This helps candidates see how their work drives results—which is especially important for operations roles where outcomes can feel abstract.
✅ 6. The Application Process Feels Fair and Thoughtful
Using WorkScreen and explaining it in plain language (“you’ll take a short, practical challenge—not a personality quiz”) shows respect for the candidate’s time and skill.
It also reassures them that the process isn’t biased toward resume buzzwords or keyword stuffing.
Plus, promising a reply within 7 days? That’s a game-changer in today’s ghost-heavy hiring world.
✅ 7. The Tone Is Conversational and Warm
From “you’ll thrive here if…” to “we talk a lot in memes,” the voice is friendly, clear, and confident.
That tone makes the company feel approachable—and encourages top talent to imagine themselves fitting in.
Bad Sales Operations Manager Job Description Example (And Why It Fails)
📌 Job Title: Sales Operations manager
📍 Location: Remote
💼 Job Type: Full-Time
🕑 Deadline to Apply: August 1, 2025
Job Summary
We are seeking an experienced Sales operations manager to support the day-to-day operations of the sales team. The ideal candidate will assist with CRM maintenance, reporting, and coordination between departments. This role is vital to ensuring the efficiency of sales operations.
Responsibilities
- Maintain CRM records
- Run sales reports
- Coordinate with other departments as needed
- Assist sales management with administrative tasks
- Perform ad-hoc duties as required
Requirements
- Bachelor’s degree in Business or related field
- 2–3 years of experience in sales or operations
- Proficient in Microsoft Excel
- Excellent organizational skills
- Ability to work independently and meet deadlines
How to Apply
Please send your resume and cover letter to hr@companymail.com. Only shortlisted candidates will be contacted.
🚫 Why This Job Description Fails
🔹 1. The Title Is Vague and Uninspiring
“Sales operations manager” says what the role is, but not why it matters. There’s no spark, no context, no clue about the mission or team. It reads like a formality—not an opportunity.
🔹 2. The Introduction Is Cold and Generic
“Seeking an experienced Sales operations manager” is a dead giveaway that this post was written for HR compliance, not for attracting talent. There’s no company personality, no story, and no reason to care.
🔹 3. No Salary, No Perks, No Transparency
This job post gives no indication of compensation, benefits, or work culture. In a market where applicants value transparency, this feels outdated and opaque—especially for remote roles.
🔹 4. Responsibilities Are Broad and Bland
“Maintain CRM,” “Assist with tasks,” “Perform ad-hoc duties”—these could apply to 1,000 other jobs. There’s no description of what tools are used, what outcomes are expected, or how the role contributes to business success.
🔹 5. The Hiring Process Feels Dismissive
Saying “Only shortlisted candidates will be contacted” immediately puts candidates on the defensive. It suggests a one-way process, with no thought given to candidate experience, timelines, or feedback.
🔹 6. The Tone Is Transactional, Not Relational
There’s no personality. No warmth. No indication of who the team is, how they operate, or what the applicant can expect if hired. It feels more like a legal memo than a conversation between future teammates.
If that bad example looks familiar, it’s because thousands of companies still post job descriptions like that—and then wonder why they struggle to hire great people.
Bonus Tips to Make Your Job Post Stand Out
Even with a solid structure and clear writing, the little things often make the biggest difference. Below are smart, human-centered details that elevate your job post from “decent” to “damn, I want to apply.”
✅ 1. Add a Candidate Safety Notice
With job scams on the rise, a short trust-building note helps candidates feel safe and respected. You can add something like:
🛡️ “We take the privacy and security of applicants seriously. Loopline will never ask for payment, banking details, or sensitive personal info during any part of the hiring process.”
It shows you care—and reminds people this is a real opportunity with a real company.
✅ 2. Mention Flexibility or Leave Days (If Offered)
Benefits like PTO and flex days often get left out, but they matter more than ever. Even just one line makes a difference:
🌴 “We offer 15 PTO days per year, plus 4 quarterly wellness days to help you recharge.”
This signals that you value people’s time, not just their output.
✅ 3. Call Out Growth or Training Opportunities
Even experienced applicants want to know: “What’s next after I get this job?”
📈 “You’ll work directly with sales leadership and have a clear path toward a Director of Revenue Operations role as we grow.”
OR
🎓 “We’ll train you on HubSpot, reporting tools, and process design—no prior experience required.”
This kind of detail attracts people who want to grow with your company—not just pass through it.
✅ 4. Include a Loom Video from the Hiring Manager
Words are great—but faces build trust. A short Loom video (1–2 minutes) from the hiring manager can change everything:
- Gives a face to the company
- Communicates culture and tone faster than text
- Makes candidates more likely to apply
💡 “Hi, I’m Jordan, Head of Sales at Loopline. In this video, I’ll walk you through what this role looks like, who you’ll be working with, and why it matters to our team…”
Even if it’s not professionally produced, the personal touch goes a long way.
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. Use “You” Language to Speak Directly to the Candidate
Throughout your post, use phrases like:
- “You’ll be the one who keeps things running smoothly…”
- “You’ll thrive here if…”
- “We’re excited to get to know you…”
This helps job seekers picture themselves in the role, which makes them more likely to take action.
Should You Use AI to Write Your Job Description?
With tools like ChatGPT, Workable, and Manatal offering AI-generated job posts, it’s tempting to just click “generate” and move on.
But here’s the truth:
AI can help you write faster—but it can also make your job post worse.
Let’s break this down.
🚫 Why You Shouldn’t Rely on AI Alone
Using AI to write a job post without any context often leads to:
- Generic, lifeless content that sounds like every other job post out there
- Vague descriptions full of buzzwords, not clear expectations
- A poor first impression of your company’s voice, values, or attention to detail
You’ll end up attracting the wrong candidates—or worse, no one at all.
And if you’re hiring for a key role like Sales operations manager, that’s a costly mistake.
✅ How to Use AI the Right Way
AI works best when you treat it like a writing assistant—not the writer.
Here’s a smart way to prompt AI with real input:
🧠 Good AI Prompt Example:
“Help me write a job post for our company, Loopline. We’re hiring a Sales Operations Manager to help us build scalable systems, reporting, and processes for our growing sales team. Our culture is remote-first, async-friendly, and low-ego. We want to attract candidates who are systems thinkers, love solving data problems, and have experience in SaaS. We offer flexible PTO, full benefits, and a path to grow into RevOps leadership. Here’s a rough draft I’ve written with some notes to start from [paste notes]…”
Then, let AI polish your draft—tighten up the structure, improve clarity, and keep your tone consistent.
💬 Pro Tip:
You can even give AI a job post you love (like the Loopline example above) and say:
“Write something similar, but tailored to [insert your company and role].”
This gives the model a benchmark—and ensures your output has real structure and voice behind it.
In short, don’t let AI write your job post from scratch.
Use it to refine your thinking, not replace it.
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
Need a Quick Copy-Paste Sales Operations Manager Job Description?
We get it. Sometimes you just need something fast.
Maybe you’ve already read this guide and understand what makes a strong job post—but you still want a solid starting point you can copy, paste, and tailor to your company in 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, Culture-First Template
📌 Job Title: Senior Sales Operations Manager — Help Us Scale Smarter
📍 Location: Remote (U.S.-based preferred)
💼 Type: Full-Time | 💰 Salary: $85,000–$105,000
🎥 [Insert Loom video from Hiring Manager]
About Us
At [Your Company Name], we help [target customers] solve [key problem] through [what your product/service does].
We’re growing fast—and as our sales team scales, we need smarter systems, cleaner data, and better processes. That’s where you come in.
Why This Role Matters
This isn’t a back-office role—it’s a growth lever.
You’ll work closely with sales leadership to design and implement systems that make our sales engine run better, faster, and more predictably.
What You’ll Do
- Own and optimize our CRM and tech stack (HubSpot, Salesforce, Gong, etc.)
- Build reports and dashboards that surface insights we can act on
- Collaborate with Sales, Marketing, and Finance on process improvements
- Manage lead routing, territory planning, comp modeling, and more
- Train and support new reps with onboarding systems and playbooks
What You’ll Need
- 3–5+ years in Sales Ops, RevOps, or similar roles (SaaS preferred)
- You’re fluent in CRM workflows, sales analytics, and process design
- Strong Excel/Google Sheets skills
- A love for solving problems, building systems, and enabling teams to perform
- Clear communication and a high bar for data quality
Why You’ll Love Working Here
- Remote-first, flexible work environment
- Great benefits (health, dental, PTO, wellness days)
- Growth opportunities into RevOps leadership
- A culture that values autonomy, clarity, and collaboration
How to Apply
We use WorkScreen.io to evaluate candidates based on skill—not just resumes.
Apply using the link below, complete the quick evaluation, and we’ll get back to you within a week.
👉 [Insert WorkScreen application link]
🧱 Option 2: Traditional “Job Brief + Responsibilities + Requirements” Format
Job Title: Sales Operations Manager
Location: Remote
Salary Range: $85,000–$105,000
Employment Type: Full-Time
Job Brief
We are looking for a Sales Operations Manager to optimize our sales processes, manage reporting infrastructure, and support the effectiveness of our GTM strategy. The ideal candidate has experience in CRM management, forecasting, and cross-functional collaboration.
Key Responsibilities
- Maintain and improve our CRM (HubSpot or Salesforce)
- Build and analyze performance dashboards
- Support leadership with accurate pipeline forecasting
- Manage sales process documentation and training
- Optimize lead distribution and territory planning
Qualifications
- 3+ years in Sales Ops or RevOps roles
- Proficient in spreadsheets, reporting tools, and CRM platforms
- Strong communication and problem-solving skills
- Detail-oriented, analytical, and self-directed
What We Offer
- Fully remote, flexible working hours
- Health, dental, and vision insurance
- PTO and paid holidays
- Clear opportunities for advancement
How to Apply
Click the link below to complete a short skills-based evaluation through WorkScreen. We review every application and reply within 7 days.
👉 [Insert WorkScreen application link]
Let WorkScreen Handle the Rest.
Crafting a great job description is just the first step.
Now it’s time to figure out who can actually do the job.
That’s where WorkScreen.io comes in.
Instead of relying on resumes or guesswork, WorkScreen helps you hire smarter by evaluating real-world ability from day one.
Here’s How WorkScreen Helps You Hire Better:
🧠 Spot top talent—instantly
Once candidates apply, WorkScreen automatically evaluates, scores, and ranks them on a performance-based leaderboard. No manual screening. No second-guessing. Just clear data on who’s most likely to succeed in the role.
🎯 Test real skills—not just resumes
Customize one-click assessments that mimic the actual work your Sales Ops hire will do—like reporting, systems thinking, or data cleanup. No fluff. Just signals that matter.
⛔ Filter out low-effort applicants
Tired of “one-click apply” spam or AI-generated cover letters? WorkScreen helps you focus only on the candidates who show up ready, committed, and capable.
⚡ Save time and hire confidently
By the time you get to interviews, you’re only talking to your top performers. That means fewer bad hires, less wasted time, and a stronger, faster hiring process.
📥 Start Now
Already finished your Sales Ops job post?
Sign up at WorkScreen.io and turn your post into a skills-based hiring flow in minutes.
No guesswork. Just great hires.
Sales Operations Manager Job Description - Frequently Asked Questions
In the United States, the average salary for a Sales operations manager ranges between $65,000 and $85,000 annually.
This can vary depending on company size, location, experience level, and industry.
At startups or SaaS companies, Sales Ops roles with broader responsibilities (like tooling, reporting, and forecasting) often push compensation into the $90K–$100K+ range—especially when paired with RevOps responsibilities or ownership of the CRM.
A Sales Manager leads the sales team and is directly responsible for closing deals, hitting quotas, and managing reps.
A Sales Operations Manager, on the other hand, supports the sales team behind the scenes—streamlining processes, managing data, and ensuring the systems are in place to scale revenue efficiently.
Think of Sales Ops as the architect of the sales engine, while the Sales Manager is the driver.
Here are the most critical skills to look for:
- Analytical thinking: ability to interpret data and surface insights
- CRM expertise: experience with HubSpot, Salesforce, or similar tools
- Process design: strong systems thinking and documentation habits
- Communication: clear, cross-functional collaboration with sales, marketing, and finance
- Tech stack fluency: comfort with BI tools, spreadsheets, and sales enablement platforms
Bonus points for people who’ve worked in high-growth environments and know how to scale systems without creating unnecessary complexity.
While it varies by company size, most Sales Ops Managers:
- Maintain and optimize the CRM
- Build and update dashboards to track performance
- Support sales forecasts and pipeline reviews
- Help design sales comp plans, territory splits, and lead routing rules
- Document and refine sales processes
- Train new reps on tools and workflows
No, but they’re closely related.
Sales Operations typically focuses only on the sales function.
RevOps is broader—it aligns sales, marketing, and customer success under one operational strategy, often owning data and tooling across the entire go-to-market team.
In small teams, Sales Ops may evolve into RevOps as the company scales.
A common rule of thumb:
Once your sales team hits 3–5 full-time reps and starts to feel the pain of inconsistent processes, manual reporting, or messy CRM data—it’s time.
Hiring Sales Ops too late can slow growth. Hiring one early (even part-time or fractional) can unlock serious efficiencies and visibility into your pipeline.
