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Let’s Be Honest—Most Job Description Templates Are Useless
If you’ve Googled “Sales Operations Manager job description template,” you’ve probably skimmed dozens of results. And most of them? They’re just filler. Bullet points. Buzzwords. Barely customized.
They tell you to “List responsibilities” and “Include qualifications”—but they don’t actually help you write a post that attracts the right person.
Here’s the truth: If your job post reads like a formality, the best candidates will scroll right past you—and apply somewhere else.
The good news? You don’t need to be a copywriter or recruitment expert to write a great job post. You just need the right structure—and a clear understanding of what actually moves top talent to apply.
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.
But if you’re ready to craft a standout post for your next Sales Operations Manager hire—let’s get into it.
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.
What Does a Sales Operations Manager Actually Do?
Let’s cut through the jargon.
A Sales Operations Manager is the behind-the-scenes strategist who keeps your sales engine running smoothly. They’re not making cold calls—but they make sure your sales team can.
Think of them as the system-builder.
They analyze sales data, streamline processes, manage tools like CRMs, and create the playbooks your reps follow. They’re the ones asking:
- “How can we reduce friction in the pipeline?”
- “Why is deal velocity slowing down?”
- “What’s working, what’s not, and how do we fix it?”
This role is part detective, part project manager, and part process nerd (in the best way). It’s ideal for someone who loves sales—but doesn’t want to be on the front lines. They thrive behind the scenes, turning chaos into clarity so the team can hit their targets faster.
Most importantly? A great Sales Ops Manager helps your team scale smarter—not just harder.
Two Great 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: For Experienced Candidates
📌 Job Title: Sales Operations Manager at NovaEdge (Remote, US-based)
💼 Full-Time | Remote | $85,000–$105,000/year (Based on Experience)
🎥 A quick message from our VP of Sales:
(Insert Loom video here — e.g., “Here’s what we’re building, why this role matters, and what kind of person thrives on our team.”)
👋 Who We Are
We’re NovaEdge—a B2B SaaS company helping 2,000+ marketing teams get real-time campaign insights without the guesswork. Our sales team is growing fast, and we’re looking for a Sales Operations Manager to help us scale smarter.
If you’re the kind of person who loves turning messy sales data into clean, actionable systems—this role is for you.
🚀 What You’ll Be Doing:
- Own our sales tech stack (we use HubSpot + Apollo)—optimize usage, manage integrations, and support the team
- Analyze funnel performance and identify bottlenecks, drop-offs, and conversion gaps
- Partner with Sales, RevOps, and Marketing to build reporting dashboards and forecasts
- Develop and document streamlined sales processes and SOPs
- Assist with territory planning, quota setting, and compensation modeling
- Lead CRM hygiene efforts to ensure clean, reliable data
- Track KPIs and deliver insights that actually change how we sell
✅ What We’re Looking For:
- 3+ years in Sales Operations, RevOps, or related field
- Strong experience with HubSpot (or Salesforce), Excel/Google Sheets, and reporting tools
- Obsessed with process improvement and systems thinking
- Strong communicator who can translate data into strategy
- Bonus: Experience supporting B2B SaaS sales teams
🌟 Why This Role Is a Great Fit:
We’re a small, focused team that moves fast and values autonomy. You won’t be stuck in meetings all day—you’ll be building systems that actually make an impact. If you’re someone who likes turning complexity into clarity, you’ll thrive here.
🎁 Perks & Benefits:
- 🩺 Health, dental, and vision coverage
- 🌍 Remote-first culture
- 💻 $1,500 annual learning stipend
- ✈️ Flexible PTO + two annual company-wide recharge weeks
- 📈 Clear performance-based growth path
📥 How to Apply:
We use WorkScreen to evaluate applicants based on skill—not just resumes. Apply here: [insert link]. You’ll go through a short async evaluation so we can understand how you think and work. We’ll keep you updated every step of the way.
✅ Option 2: For Entry-Level or Trainable Candidates
📌 Job Title: Junior Sales Operations Coordinator (Entry-Level, Remote OK)
💼 Full-Time | Remote | $55,000–$65,000/year (Based on Experience)
🎥 Meet your manager in this quick intro video:
(Insert Loom link — e.g., “What we’re looking for, how we support new hires, and why this role matters to the team.”)
👋 Who We Are
We’re CloudBridge, and we help B2B software companies modernize their infrastructure. We’re building out our Sales Ops function and looking for someone early in their career who’s eager to learn, build systems, and support a fast-moving team.
You don’t need years of experience. If you’re organized, analytical, and curious—we can teach the rest.
🛠️ What You’ll Be Doing:
- Support CRM management (we use Salesforce—don’t worry, we’ll train you)
- Help pull sales reports, update dashboards, and track team KPIs
- Assist in documenting and improving sales workflows
- Help coordinate tools, meetings, and pipeline tracking
- Shadow experienced Sales Ops and RevOps team members as you grow
✅ What We’re Looking For:
- 1 year+ admin, sales support, or operations experience (even internships count!)
- Comfort with spreadsheets and basic data analysis
- Detail-oriented and proactive communicator
- Hungry to learn and improve
🌟 Why This Role Is a Great Fit:
You’ll get mentorship, real projects, and the kind of exposure that helps you grow quickly. We invest in people, not just roles. If you’re someone who’s curious, dependable, and driven to build a career in sales operations—this is your launchpad.
🎁 Perks & Benefits:
- 🩺 Healthcare, dental, and vision
- 🎓 Training budget + Salesforce certification support
- 🕰️ Flexible work hours + generous PTO
- 💬 Weekly 1:1s and peer mentorship
- 💻 Equipment budget for remote setup
📥 How to Apply:
We use WorkScreen to ensure a fair and skill-based process. Apply here: [insert link]. The application includes a short async evaluation so we can learn more about how you think, communicate, and solve problems. We’ll keep you posted throughout the process.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Job Descriptions Actually Work
Most job descriptions check boxes. These ones connect. Let’s break down why:
1. ✅ The Job Titles Are Clear and Specific
Instead of something vague like “Sales Manager” or “Operations Coordinator”, both titles make the role’s focus and level obvious:
- “Sales Operations Manager at NovaEdge (Remote, US-based)”
- “Junior Sales Operations Coordinator (Entry-Level, Remote OK)”
They also include location and level, which instantly filters for relevance.
2. ✅ They Open with Context and Clarity
Rather than starting with corporate buzzwords, each post begins with a human introduction:
- A quick Loom video builds trust and shows there’s a real person behind the post.
- The “Who We Are” section gives candidates a sense of mission, team size, and product—without overwhelming them with company history.
This matters. Top candidates want to know what they’re signing up for, not just what they’ll do.
3. ✅ They Explain the Role in Plain English
Responsibilities aren’t just tasks—they’re outcomes. For example:
“Track KPIs and deliver insights that actually change how we sell.”
This kind of phrasing signals impact. It also shows the company understands how Sales Ops fits into the bigger picture—not just as a helper role, but as a key growth function.
4. ✅ The Requirements Are Thoughtful and Inclusive
Both posts clearly outline what’s required—and what’s flexible:
- Senior candidates know what tools and skills are expected.
- Entry-level candidates are reassured by lines like:
“Even internships count!” and
“We’ll train you.”
This increases applications without lowering the bar—because it encourages potential, not just perfection.
5. ✅ They Respect the Candidate’s Time
The application process is clearly explained. It:
- Sets expectations (WorkScreen async evaluation)
- Assures transparency (“We’ll keep you updated every step of the way”)
- Avoids black-hole applications
In a market where ghosting is common, this signals respect—and candidates notice.
6. ✅ Perks & Benefits Are Separated for Clarity
Instead of burying benefits inside a paragraph, both job posts clearly list what’s offered—like:
- Learning stipends
- Health coverage
- Recharge weeks
- Remote setup budgets
Top candidates often weigh culture and perks heavily—this makes it easy for them to say “yes.”
7. ✅ The Tone is Warm, Human, and Clear
This isn’t cold HR-speak. It’s personal, conversational, and candidate-first. Even small touches like:
“If you’re organized, analytical, and curious—we can teach the rest.”
…make a big difference.
Because when a post sounds like a human wrote it, it attracts humans worth hiring.
Example of A Bad Sales Operations Manager Job Description (and Why It Doesn’t Work)
Let’s look at the kind of job post that’s still far too common—and why it’s failing to attract the right candidates.
❌ Bad Job Post Example
📌 Job Title: Sales Operations Manager
Company: AtlasCorp
Type: Full-Time | On-Site | New York, NY
Job Summary:
AtlasCorp is seeking a Sales Operations Manager to oversee CRM data integrity, sales performance reporting, and process documentation. The ideal candidate will work closely with the Sales and Marketing departments to ensure alignment across key initiatives and drive operational efficiency.
Key Responsibilities:
- Manage CRM (Salesforce) and maintain accurate sales data
- Generate and distribute weekly reports to stakeholders
- Assist with sales forecasting and territory planning
- Document sales processes and standard operating procedures
- Collaborate with cross-functional teams
Requirements:
- Bachelor’s degree in Business, Sales, or related field
- 3–5 years of experience in sales operations or sales support
- Strong Excel and CRM (Salesforce) skills
- Excellent communication and organizational skills
How to Apply:
Send your CV and cover letter to hr@atlascorp.com by July 15. Only shortlisted candidates will be contacted.
🔍 Why This Job Description Falls Flat
1. 🪫 The Job Title is Generic
“Sales Operations Manager” gives no context, seniority, or personality. It doesn’t hint at level, industry, or even whether it’s growth-focused or admin-heavy.
2. 😐 The Introduction is Cold and Corporate
It starts with “AtlasCorp is seeking…” instead of giving any human or mission-driven context. No mention of the company’s product, purpose, or what kind of person thrives there.
3. 🤐 No Mention of Culture or Values
What’s the team like? How do they work? What do they believe in? Silence. This makes the company feel like a faceless machine, not a place real people want to join.
4. 💸 No Salary or Benefits
Leaving out compensation creates a trust gap. And in competitive roles like this, top candidates will move on fast if you’re vague about what’s in it for them.
5. 🥱 The Responsibilities Are Vague and Dry
Every bullet could apply to any Sales Ops role. There’s no specificity, no sense of how these tasks impact the business, and no mention of tools or outcomes.
6. 📫 The Application Process is Outdated
“Send your CV and cover letter to an email address” feels like a chore. And “Only shortlisted candidates will be contacted”? That’s a red flag in today’s job market. It tells applicants: Don’t expect to hear from us unless we want you.
7. 🧊 The Call to Action is Cold and Uninspiring
There’s no warmth, no encouragement, and no indication that the company respects the candidate’s time. It reads like a checkbox, not a conversation starter.
Bottom line: This job post might attract some applicants—but not the right ones. The best candidates won’t bother applying if your post feels lazy, outdated, or indifferent
Bonus Tips That Make Job Posts Stand Out
Once you’ve written a solid job post, these final touches can give it a serious edge—especially when competing for top talent in high-demand roles like Sales Operations.
✅ 1. Add a Security & Privacy Notice
Reassure applicants that your hiring process is safe and legitimate. This builds trust—especially with candidates who’ve seen scammy posts before.
Example to include in your job post:
🔐 “We take the security and privacy of all applicants seriously. We will never ask for payment, banking details, or sensitive personal info at any stage of the hiring process.”
✅ 2. Mention Paid Time Off or Leave Days
Many job posts forget to include this—but time off is a real selling point.
Example phrasing:
🏖️ “Enjoy 25 days of paid time off per year—including recharge weeks—so you can rest, reset, and return ready to thrive.”
✅ 3. Highlight Growth & Learning Opportunities
Top candidates care about more than just the role—they want to grow. Let them know you invest in your people.
Examples to include:
- 💻 “We offer a $1,500/year learning stipend to support your growth.”
- 📚 “We cover Salesforce certifications and provide access to RevOps bootcamps.”
✅ 4. Add a Loom Video or YouTube Message
A short, 1–2 minute video from the hiring manager or team leader does wonders. It makes your post feel personal—and helps the candidate visualize who they’ll work with.
Pro tip: Even a quick Loom filmed on your laptop builds major trust. It shows you’re real and invested.
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 Inclusive Language
Swap out phrases like “rockstar” or “ninja” and remove unnecessary “must-have” requirements unless they’re truly essential. This helps you avoid turning away capable candidates—especially those from underrepresented backgrounds.
Example tweak:
❌ “Must have 5+ years in SaaS sales ops”
✅ “We’re looking for someone with experience in sales operations, but we’re open to people with different backgrounds who are quick learners.”
✅ 6. Be Clear About Remote / Hybrid Expectations
Don’t make them guess. If the role is remote, say so. If it requires in-office days, explain when and why.
Example phrasing:
🏠 “We’re remote-first, with optional quarterly team meetups.”
🏢 “This role is hybrid—2 days/week in our NYC office for team collaboration.”
✅ 7. Include a Timeline for Feedback
Nothing frustrates candidates more than applying and hearing… nothing. Let them know what to expect.
Example to include:
🕒 “We review every application and aim to respond within 7 business days.”
These bonus details show candidates that you’re thoughtful, organized, and genuinely care about their experience—and that goes a long way in attracting the best.
Should You Use AI to Write Job Descriptions?
The short answer: Yes—but not the way most people do.
Lately, a lot of companies are using AI tools (even baked into ATS platforms like Manatal or Workable) to instantly generate job descriptions with a single click. It feels fast. Efficient. Done in 30 seconds.
But here’s the problem:
❌ What Happens When You Rely on AI Alone
Auto-generated job posts tend to be:
- Generic: They pull from the same pool of bland language everyone else is using.
- Disconnected: They lack your company’s voice, tone, values, and culture.
- Low-performing: They don’t inspire trust—or applications—from the best candidates.
A job post is one of the first impressions someone has of your company. Why would you risk sounding like every other company out there?
✅ The Smarter Way to Use AI
AI can be incredibly helpful—but only if you give it the right input. Think of it as your writing assistant, not your content generator.
Here’s how to use it effectively:
🧠 Step 1: Feed AI the Right Ingredients
Before prompting AI, give it details like:
- What your company does
- Who you’re hiring and why the role exists
- What your team culture is like
- What makes this job unique or meaningful
- Any must-have perks, salary range, or application steps
- The tone you want to convey (e.g., friendly, clear, mission-driven)
🧾 Example of a Good AI Prompt:
“Help me write a job description for a Sales Operations Manager at [Company Name]. We’re a B2B SaaS company helping marketers optimize campaigns. This role is critical for streamlining sales processes and CRM efficiency. We value autonomy, fast execution, and clear thinking. We offer full benefits, a learning stipend, and work async-first. Please write in a warm, human tone. Include sections on: who we are, what the role involves, what we’re looking for, perks, and a brief hiring process. Here are my rough notes: [paste your bullet points or scribbles here].”
This way, AI helps polish your message—instead of writing something from scratch that doesn’t reflect your team.
💡 Pro Tip:
Use AI for:
- Rewriting awkward sentences
- Improving clarity and tone
- Organizing your bullet points into a clean structure
- Creating multiple versions to A/B test titles or CTAs
Don’t use it to replace the human insight that makes your post truly compelling.
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 Job Description?
We get it—sometimes you just need to get something out there fast.
Maybe you’ve already read this guide and understand what a great job post looks like. But you also want a solid starting point you can copy, paste, and tailor to your company in 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 / Culture-First Style
📌 Job Title: Sales Operations Manager
Location: [enter location]
Type: Full-Time/remote
Salary Range: $xx–$xx/year
🎥 Quick intro from our Sales Director: [Insert Loom link]
👋 Hi there—we’re [Company Name].
We’re on a mission to [insert your mission—e.g., help ecommerce brands grow smarter with better insights]. Our sales team is expanding, and we’re looking for a Sales Operations Manager to help us scale systems, improve visibility, and empower our reps to move faster and close smarter.
This is a behind-the-scenes but high-impact role. You’ll work closely with Sales, RevOps, and Marketing to untangle messy pipelines, clean up CRM chaos, and turn noise into clarity.
🚀 What You’ll Do:
- Own and optimize our sales tech stack (HubSpot, Apollo, etc.)
- Build and maintain dashboards, forecasts, and performance metrics
- Analyze funnel health and improve reporting quality
- Improve lead routing, process documentation, and playbooks
- Collaborate cross-functionally to align sales workflows
✅ What We’re Looking For:
- 3+ years in Sales Ops, RevOps, or a similar role
- Strong experience with CRMs and spreadsheet modeling
- Clear communicator who thrives on systems thinking
- Data-driven, organized, and always asking “how can we make this better?”
🌟 Why This Role is a Great Fit:
If you love the idea of building the operational backbone of a sales org—and making a real difference in how teams perform—this role gives you ownership, flexibility, and growth. You won’t be micromanaged, and you’ll be trusted to lead.
🎁 Perks & Benefits:
- Full health, dental, vision
- Flexible PTO + company recharge weeks
- $1,500/year learning budget
- Remote-first + home office stipend
- Clear path to senior leadership
📥 Apply via WorkScreen here: [Insert application link]
We use WorkScreen to evaluate candidates based on skill—not just resumes. You’ll complete a short, async evaluation and hear back from us within a few days.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Sales Operations Manager at [Company name]
Department: Sales
Reports to: VP of Sales
Location: [enter location]
Salary: $xx–$xx
🎥 Quick intro from our Sales Director: [Insert Loom link]
📝 Job Brief
We’re seeking a data-savvy, process-oriented Sales Operations Manager to help us improve performance, optimize systems, and support a rapidly growing sales team. You’ll work cross-functionally to remove friction, build clarity, and drive smarter decisions.
🛠️ Key Responsibilities
- Own sales CRM (HubSpot) configuration, workflows, and hygiene
- Analyze funnel data and report on key metrics weekly/monthly
- Support quota setting, territory design, and forecasting
- Streamline sales enablement tools, processes, and documentation
- Collaborate with RevOps, Marketing, and Finance on reporting
🎯 Qualifications
- 3+ years in Sales Operations or Revenue Operations
- Advanced knowledge of HubSpot, Salesforce, or similar tools
- Strong analytical skills (Excel, Looker, or similar tools)
- Excellent project management and communication abilities
- SaaS or B2B experience preferred
🎁 Benefits
- Health, dental, vision insurance
- Remote-first team + flexible hours
- Learning and development stipend
- Paid vacation + recharge breaks
- Equipment + home office allowance
📥 How to Apply:
Apply via WorkScreen here: [Insert link]
You’ll complete a short async evaluation designed to show us how you think, not just what’s on your résumé. We respect your time and will update you throughout the process.
Let WorkScreen Handle the Next Step
Once your job post is out there, you’ll start receiving applications. But here’s the real challenge:
How do you know who’s actually qualified?
How do you avoid spending hours on resumes that look great—but lead nowhere?
That’s where WorkScreen.io comes in.
🚀 WorkScreen Helps You:
🎯 Quickly Spot Your Top Candidates
Our platform automatically evaluates, scores, and ranks applicants based on how they perform—not just how they write their résumé.
No more guessing. Just clear, data-backed insights to help you prioritize interviews faster.
✅ Run One-Click Skill Tests That Mirror the Real Job
Want to know if someone can actually manage a CRM? Interpret data? Spot a bottleneck in a sales funnel?
WorkScreen lets you create or choose skill tests designed to assess the actual work—not just generic qualifications.
🚫 Filter Out Low-Effort Applicants Automatically
We help you avoid:
- Copy-paste cover letters
- One-click AI applications
- Candidates applying to 50 roles without reading your post
This means you only spend time on genuine, high-effort applicants who actually care about your company.
👥 Give Every Applicant a Fair Shot
WorkScreen is skill-first and bias-aware—so you can confidently hire based on ability, not background. Perfect for companies that care about inclusive hiring done right.
👉 Ready to try it?
💡 Whether you’re hiring an experienced Sales Ops pro or training someone into the role, WorkScreen helps you hire faster, fairer, and with way less guesswork.
Sign up at WorkScreen.io and start your next hire the smart way.
Sales Operations Manager Job Description - Frequently Asked Questions
A Sales Manager leads a team of salespeople. They’re responsible for hitting revenue targets, coaching reps, and managing the day-to-day pipeline.
A Sales Operations Manager, on the other hand, works behind the scenes to support that team. They manage the systems, data, tools, and processes that enable sales managers and reps to sell more efficiently.
In short:
- Sales Manager = manages people and performance
- Sales Ops Manager = manages systems, reporting, and strategy support
They’re partners—but play very different roles.
Typically, a Sales Operations Manager reports to:
- The Head of Sales or VP of Sales in smaller organizations
- A Director of Revenue Operations or Chief Revenue Officer (CRO) in larger companies
Their role is to support leadership with insights and systems that improve overall sales performance.
While the exact stack varies by company, most Sales Ops Managers should be comfortable with:
- CRM software (e.g., HubSpot, Salesforce)
- Sales enablement tools (e.g., Apollo, Outreach, Gong)
- Analytics tools (e.g., Looker, Tableau, Google Sheets/Excel)
- Documentation platforms (e.g., Notion, Confluence)
Familiarity with automation tools like Zapier or workflow builders is also a plus.
Beyond technical skills, the best Sales Ops Managers are:
- Detail-oriented but can see the bigger picture
- Proactive problem solvers who seek efficiency
- Great communicators who can explain data to non-technical people
- System builders who enjoy designing repeatable processes
Sales Ops is focused specifically on optimizing sales processes and tools.
RevOps is a broader function that aligns Sales, Marketing, and Customer Success under one unified strategy. Sales Ops often becomes part of a RevOps team as companies scale.
