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If you’ve ever Googled “Senior Account Director job description,” you’ve probably seen the same thing over and over.
A laundry list of responsibilities. Corporate jargon. Zero personality.
But here’s the problem:
That kind of generic post doesn’t attract top-tier candidates. It repels them.
Because the best candidates—those with leadership experience, client management savvy, and real strategic thinking—aren’t applying to bullet points. They’re applying to purpose. To growth. To impact.
If your job post doesn’t reflect that, you won’t get them.
That’s why this article isn’t just a copy-paste template. It’s a complete guide.
We’ll walk you through what the role actually is, what to include in a high-converting job post, and how to avoid the mistakes that most companies make when hiring for senior roles.
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.
Ready to write a Senior Account Director job description that actually gets results?
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 the Senior Account Director Role Actually Is
So what does a Senior Account Director actually do?
At a high level, a Senior Account Director is the bridge between your clients and your internal team.
They don’t just “manage accounts”—they own relationships. They’re responsible for understanding a client’s goals, leading strategy, guiding execution, and making sure your team delivers results that matter.
They’re part strategist, part communicator, part team leader.
Here’s what makes them stand out:
- They manage multiple high-value accounts while keeping clients happy.
- They coordinate across departments to make sure deadlines, budgets, and deliverables are met.
- They mentor junior account managers and guide the client services team.
- And most importantly, they help grow revenue by deepening client trust and spotting new opportunities.
It’s a senior leadership role that requires emotional intelligence, business acumen, and rock-solid reliability.
💡 Think of your Senior Account Director as the person clients text at 10pm when things go wrong—and trust to fix it.
Two Great Senior Account Director 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 Senior Account Director (Culture-First Style)
📌 Job Title: Senior Account Director at River & Bloom (NYC or Remote)
💼 Full-time | Remote-friendly | $120K–$140K + Performance Bonuses
🕒 Mon–Fri | Flexible hours | Start date: August 2025
🎥 A Quick Message from Our CEO
Want to know who you’d be working with? Here’s a 2-minute Loom video from our CEO, Julia, on why we’re hiring and what success in this role looks like.
👉 [Insert Loom or YouTube link here]
Who We Are
River & Bloom is a fast-growing brand strategy and creative agency working with purpose-driven eCommerce brands. From fashion to wellness, we help businesses clarify their voice and scale their impact.
We’re a small but mighty team (18 people and growing) known for deep thinking, kind feedback, and work that gets results. Our clients trust us to deliver bold ideas—and we’re proud of the long-term relationships we’ve built.
Now we’re looking for a Senior Account Director to lead those relationships, drive strategy, and help us scale client success.
What You’ll Be Doing
- Own and manage 5–7 high-impact client accounts
- Lead strategy planning and quarterly business reviews
- Collaborate with internal teams to oversee timelines, creative output, and KPIs
- Proactively identify growth opportunities and upsell where relevant
- Mentor Account Managers and contribute to team process improvements
- Handle client escalations calmly and constructively
What We’re Looking For
- 5+ years in senior-level account management (agency experience preferred)
- Proven experience handling large accounts and multi-channel campaigns
- Sharp communicator—clear, proactive, and client-centric
- Strategic thinker who can connect business goals to tactical execution
- Confident team leader and mentor
- Bonus: Background in eCommerce, creative strategy, or growth marketing
💡 Perks & Benefits
- $120K–$140K base salary + bonus incentives
- 100% remote or NYC WeWork membership
- Health, dental, vision insurance (for U.S.-based employees)
- Unlimited PTO (with a 3-week/year minimum)
- Quarterly mental health days + annual wellness stipend
- $1,500 annual learning & development budget
🧠 Why You’ll Love Working Here
We operate like a high-trust partnership—not a top-down org chart. That means you get autonomy, space to lead, and the support you need to grow.
You’ll collaborate with kind, ambitious people who care deeply about doing great work and doing it with integrity.
And as we scale, you’ll be part of shaping our next chapter—not just executing someone else’s playbook.
📥 How to Apply
We use WorkScreen.io to make our hiring process fair, fast, and skill-based.
To apply, click the link below and complete a short evaluation. We’ll respond to every applicant we move forward.
👉 Apply here
✅ Option 2: Job Description for Entry level /Willing-to-Train
📌 Job Title: Future Senior Account Director (Account Manager Growth Role)
📍 Location: Hybrid (Austin, TX or Remote US-Based)
💼 Full-time | Promotion Track | $80K–$100K + Bonus + Growth Plan
🎥 A Quick Message from Our Head of Client Services
Hear from our Head of Client Services, Marcus, about what this role looks like in the first 90 days and what kind of team culture we’ve built.
👉 [Insert Loom or YouTube link here]
Who We Are
At Brandwell Partners, we help purpose-driven companies grow through digital marketing, creative strategy, and high-impact campaigns.
Our team is collaborative, feedback-driven, and committed to helping each other grow. We’ve promoted 6 team members internally in the past 18 months—and now we’re hiring someone ready to step into our next Senior Account Director role.
What You’ll Be Doing
- Manage 3–4 client accounts as primary contact
- Join client strategy sessions and track performance KPIs
- Coordinate deliverables across creative and performance teams
- Build trust through responsive communication and consistent follow-through
- Take on increasing ownership as you transition into full Senior Account Director status
What We’re Looking For
- 2–4 years of account management or client-facing experience
- Comfortable juggling multiple projects and tight timelines
- Growth mindset—curious, coachable, and committed to improvement
- Confident communicator with strong interpersonal EQ
- Bonus if you’ve worked at an agency or startup
💡 Perks & Benefits
- $80K–$100K base salary + bonus structure
- Clear growth plan to Senior Account Director (6–12 months)
- Remote flexibility with optional Austin co-working space
- Medical, dental, and vision insurance (after 90 days)
- Paid vacation + quarterly “mental recharge” days
- $1,200/year learning and development stipend
- Annual team retreat and mentorship access
🧠 Why You’ll Love Working Here
We don’t just talk about growth—we build systems to support it. You’ll get mentorship, structured feedback, and opportunities to lead.
You’ll be working with people who believe in building each other up, taking ownership, and delivering results without ego.
And as you step into a leadership role, you’ll help shape how we grow—not just follow a playbook.
📥 How to Apply
We use WorkScreen.io to help us evaluate based on real skills, not just a résumé.
Click below to apply and complete a short evaluation. We’ll reach out to everyone we move forward with.
👉 Apply here
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Senior Account Director Job Posts Work
(Based on the structure of both templates you just approved)
This section helps the reader understand the why behind the formatting choices—so they can repeat it confidently for any other role.
✅ Why These Senior Account Director Job Posts Work
- The Job Titles Are Clear, Specific, and Purposeful
Instead of a generic “Account Director,” each post specifies the seniority, intention, and even location flexibility:
- “Senior Account Director at River & Bloom (NYC or Remote)” tells the reader exactly where the role sits and signals it’s senior and strategic.
- The second post adds a transparent growth path right into the title: “Future Senior Account Director (Account Manager Growth Role)”. This helps attract high-potential applicants who may be unsure if they’re “qualified enough.”
- The Intro Section Humanizes the Job With a Video
Adding a short Loom or YouTube video early in the post builds trust before applicants scroll into the details.
- It puts a face to the company.
- It gives candidates a preview of culture and tone.
- It helps differentiate your job post from 99% of others that are just static walls of text.
This is especially powerful in a senior role where leadership, communication style, and values really matter.
- The “Who We Are” Section Shows, Not Tells
Rather than reciting company history or mission statements, both posts highlight:
- What the company actually does
- What kind of clients they serve
- How the team works and what they’re proud of
This gives candidates a clear mental picture of where they’d be working—and whether they’d thrive there.
- The “Why This Role Is a Great Fit” Section Connects Strategy to Purpose
These posts don’t just list tasks—they make the case for why the role matters:
- In version one: “You’ll be a trusted advisor to founders and CMOs… and have a seat at the leadership table.”
- In version two: “We’re hiring someone ready to step into our next Senior Account Director role.”
This creates emotional buy-in and helps high-level candidates imagine the impact they’ll have.
- Responsibilities Are Described With Clarity and Impact
Instead of vague bullet points like “Manage client relationships,” these examples clarify:
- How many accounts they’ll own
- What kind of decisions they’ll drive
- Who they’ll collaborate with
- What leadership responsibilities they’ll take on
This shows respect for the candidate’s time and experience.
- Qualifications Are Balanced and Inclusive
Both job descriptions:
- Lead with what’s essential
- Clearly mark bonuses or “nice to haves”
- Encourage high-potential candidates to apply even if they don’t check every box
This widens your talent pool and helps you avoid scaring off great people with imposter syndrome.
- Perks and Benefits Are Transparent and Thoughtful
Salary ranges are clearly listed upfront.
This builds immediate trust, filters out misaligned applicants, and signals that you value transparency—especially critical in competitive senior hiring.
You also include flexible work arrangements, learning stipends, and wellness days—all of which speak directly to modern job seekers’ priorities.
- The “Why You’ll Love Working Here” Section Adds Personality and Vision
Instead of generic lines like “we value collaboration,” these posts give tangible culture examples:
- “You’ll collaborate with kind, ambitious people who care deeply about doing great work.”
- “You’ll get mentorship, structured feedback, and opportunities to lead.”
This helps candidates assess fit and gets them excited—not just about the role, but about joining the team.
- The Application Process Feels Fair, Human, and Modern
Using WorkScreen.io to screen candidates levels the playing field—especially for roles that rely on strategic thinking, communication, and leadership.
You also:
- Explain what the process looks like
- Avoid “only shortlisted candidates will be contacted”
- Promise communication and clarity throughout
This alone can make your post stand out from 90% of others.
Example of a Bad Senior Account Director Job Description (and Why It Fails)
This section uses contrast to reinforce what not to do—and why most companies miss the mark when hiring for senior roles.
❌ Bad Job Post Example:
Job Title: Senior Account Director
Company: Acme Marketing Group
Location: New York, NY (Hybrid)
Job Type: Full-time
Start Date: ASAP
Job Overview:
Acme Marketing Group is looking for an experienced Senior Account Director to join our team. The candidate will be responsible for managing multiple client accounts, ensuring projects are completed on time and within budget, and overseeing junior staff.
Key Responsibilities:
- Manage client communications and deliverables
- Coordinate internal teams and timelines
- Support junior team members
- Maintain project budgets and timelines
- Ensure high levels of client satisfaction
Requirements:
- Bachelor’s degree in marketing, business, or related field
- 5–7 years of account management experience
- Strong communication and multitasking skills
- Experience in a fast-paced environment preferred
How to Apply:
Interested candidates should send their resume and cover letter to careers@acmemarketing.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Fails
- The Job Title Is Too Generic
“Senior Account Director” without any context tells the reader nothing about:
- What kind of accounts they’ll manage
- What kind of company they’re joining
- Why this role matters
This signals lazy posting—and lazy posts attract disengaged applicants.
- There’s No Personality, Mission, or Context
The company intro is a single bland sentence. There’s no:
- Story about what Acme Marketing does
- Mission or values
- Indication of why this role exists or what problems it’s solving
Top candidates don’t apply for tasks. They apply for missions they believe in.
- The Responsibilities Are Vague and Repetitive
Phrases like “manage client communications” and “ensure high client satisfaction” are so broad they could apply to any role. There’s no indication of scale, tools, impact, or decision-making scope.
For a senior role, this comes off as superficial and sloppy.
- The Requirements Are Outdated and Uninspiring
Bachelor’s degree? Check. Communication skills? Check.
But where’s the strategic thinking? The leadership experience? The industry-specific nuance?
This checklist feels like it was pulled from a 2008 HR template—not designed to attract a modern, high-level hire.
- Compensation Is Omitted
No salary. No bonus structure. No benefits. That’s a red flag in today’s market—especially for experienced talent who want to assess if the opportunity is worth their time. - The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” is one of the coldest things you can say to applicants.
It signals:
- High volume, low care
- Poor communication
- No respect for candidate effort
A thoughtful, modern company communicates clearly—even if the answer is “no.”
- The CTA Is Weak and Transactional
There’s no enthusiasm. No excitement. No invitation to learn more.
Just: “Send your resume and cover letter to this inbox.”
This turns your job post into a formality—not an opportunity.
📉 Summary: This job post isn’t just boring—it’s damaging.
It makes the company seem outdated, uninspired, and disconnected from how hiring works today. A top-tier candidate would scroll right past this without a second thought.
Bonus Tips to Make Your Job Post Stand Out
These are the small things most companies skip—but candidates notice immediately.
These tips are easy to add to any job post and help build trust, clarity, and emotional connection—especially for senior-level roles where candidate expectations are higher.
✅ Tip 1: Add a Security & Privacy Notice
Scammers often target job seekers, so adding a brief disclaimer builds instant trust.
Example:
🔒 We take the privacy and security of applicants seriously. We will never ask for payment, bank details, or confidential personal information during any part of the hiring process.
This makes your post feel safer and more credible—especially if you’re hiring remotely.
✅ Tip 2: Mention Time Off or Flex Days
Work-life balance matters—especially for experienced talent who are often juggling family or burnout. Don’t wait until the interview to mention PTO.
Example:
🌴 Enjoy 25 days of paid time off annually, including flexible wellness days—because great work starts with real rest.
Even better? Call this out in a separate Perks & Benefits section so it doesn’t get buried.
✅ Tip 3: Highlight Training, Mentorship, or Growth
Senior hires still want to grow. Show that you’ve thought about how you support leadership development.
Example:
🚀 You’ll get a $1,500 annual learning budget and monthly leadership coaching to support your personal and professional growth.
This signals that you’re invested in your people—not just their output.
✅ Tip 4: Include a Short Video From the Hiring Manager or CEO
We’ve already worked this into the job post examples—but it’s worth repeating.
A 2-minute Loom or YouTube video humanizes the opportunity and gives top candidates a reason to stay engaged.
Example:
🎥 “Here’s what success in this role looks like and how I’ll support you as a leader.”
— from your future manager
This is one of the highest-ROI trust signals you can add.
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
✅ Tip 5: Explain What Happens After Someone Applies
Don’t make applicants guess. Set clear expectations for how your hiring process works.
Example:
🛠️ Once you apply via WorkScreen, you’ll go through a short evaluation. We’ll follow up with every candidate we move forward, and aim to respond within 5 business days.
This clarity helps reduce application anxiety and boosts conversion.
AI Caution — Use It to Shape, Not Replace Your Job Post
This is where most hiring teams go wrong—and lose the best candidates before they even apply.
🤖 Why You Shouldn’t Rely on AI Alone
Using AI to generate your job post from scratch might feel like a time-saver—but it comes at a cost. Here’s what happens when you let AI write your job post without input:
- You get generic, buzzword-heavy content that sounds like every other listing online.
- You attract the wrong candidates—people spraying their resume everywhere, not those aligned with your culture or mission.
- You give off a vibe of low effort, which repels high-effort applicants.
In short: AI-only job posts often look fine—but they feel off. Top talent can sense when something lacks intention.
✅ The Right Way to Use AI: Guide It With Real Inputs
AI is a powerful tool for shaping, polishing, and structuring—not thinking for you.
Before you use AI to help you write, gather the raw materials:
🎯 Here’s What You Should Feed Into the Prompt:
- What your company does (real language, not your About page)
- What this role is responsible for (tasks, impact, ownership)
- What your team culture feels like (fast-paced, supportive, thoughtful?)
- What kind of person succeeds at your company (soft skills, values)
- What perks, benefits, and salary you’re offering
- What your hiring process looks like
🧠 A Smarter Prompt You Can Use:
“Help me write a job post for our company, [Company Name]. We’re hiring a [Job Title] to help with [Key Responsibilities]. Our company culture is [Describe It], and we want to attract candidates who are [Ideal Traits]. We offer the following benefits: [List Them]. The salary range is [Insert Range], and here’s what our hiring process looks like: [Explain It]. I’ve written a few rough notes below [paste notes]. Can you help me shape this into a clear, engaging job description?”
This kind of prompt turns AI into a creative partner—not a shortcut.
🛑 What to Avoid:
- “Write me a job description for a Senior Account Director.”
- “Give me a sample job post for an account manager.”
- “Create a JD with requirements and responsibilities.”
These prompts give you templated, forgettable results—the exact thing we’re trying to avoid.
💡 Pro Tip: Once you’ve written your human-first draft, then use AI to improve clarity, tone, or formatting. Treat AI like an editor, not an author.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Copy-Paste Job Description Templates for Quick Use
We know that sometimes, you just need something solid—fast.
Maybe you’ve read the guide and understand what makes a great job post. But you also want a professional, ready-to-use template you can copy, paste, and customize in just a few minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Job Description Template
Great for mission-driven companies, agencies, or brands with personality.
📌 Job Title: Senior Account Director
📍 Location: [Remote / Hybrid / City-Based]
💼 Job Type: Full-time | [Insert Salary Range] | [Any Bonuses or Perks]
🎥 Meet Your Future Manager
Watch this 2-minute video from our team lead to get a feel for who we are and what success in this role looks like:
👉 [Insert Loom or YouTube link]
Who We Are
[Your Company Name] is a [1-sentence what you do]. We work with [types of clients] and are known for [what makes your work stand out].
We’re a small, ambitious, and kind team who believe in doing work that actually matters—and doing it in a way that supports each other.
Why This Role Matters
We’re looking for a Senior Account Director to help us build stronger client relationships, lead strategy across high-impact accounts, and guide our internal teams to consistently deliver results.
You’ll be the trusted advisor our clients turn to—not just for execution, but for clarity and direction.
What You’ll Be Doing
- Manage a portfolio of [#] strategic client accounts
- Lead client communication, strategy, and quarterly planning
- Coordinate with internal teams to ensure on-time, high-quality delivery
- Coach junior account managers and improve internal workflows
- Identify growth opportunities within client relationships
What We’re Looking For
- [#] years of account leadership experience (agency experience is a bonus)
- Ability to build trust quickly and communicate with clarity
- Experience managing cross-functional teams and fast-moving projects
- Strategic thinker who also cares about execution
- Bonus: experience in [industry type or client type]
💡 Perks & Benefits
- [Salary range + bonus details]
- Health, dental, and vision insurance
- Paid time off + flex days
- Annual learning & wellness stipend
- Optional remote or co-working budget
🧠 Why You’ll Love Working Here
We believe great work happens when people feel respected, supported, and trusted.
Here, you’ll have the freedom to lead, the mentorship to grow, and the team to help you thrive.
We’re building something meaningful—and we want you to help shape it.
📥 How to Apply
We use WorkScreen.io to keep things fair and efficient. Click below to complete a quick, skill-based evaluation—we’ll reach out to everyone we move forward with.
👉 [Insert Apply Link]
✅ Option 2: Traditional Format – Structured but Still Human
📌 Job Title: Senior Account Director at [company name]
📍 Location: [City / Remote]
💼 Type: Full-time
💰 Salary Range: [$XX–$YY + Bonus]
🎥 Meet Your Future Manager
Watch this 2-minute video from our team lead to get a feel for who we are and what success in this role looks like:
👉 [Insert Loom or YouTube link]
Job Brief:
We’re seeking a Senior Account Director to lead strategic client accounts, drive business results, and ensure cross-functional team success. This is a senior leadership role reporting directly to [insert role or department].
Key Responsibilities:
- Act as primary point of contact for strategic client accounts
- Lead account planning, execution, and QBRs
- Manage cross-functional teams (creative, strategy, etc.)
- Analyze performance metrics and ensure KPIs are met
- Coach and develop junior team members
Requirements:
- [5–7] years of experience in account management or client services
- Strong communication, leadership, and problem-solving skills
- Proven ability to manage large accounts and complex projects
- Experience in [industry type] preferred
- Bachelor’s degree (preferred, not required)
Perks & Benefits:
- [Salary + bonus structure]
- Medical, dental, vision insurance
- Remote flexibility or co-working stipend
- 25 days PTO + wellness days
- Annual learning budget
How to Apply:
We use WorkScreen.io to evaluate based on skills—not just resumes. Click below to complete a quick evaluation.
👉 [Apply Link]
Let WorkScreen Handle the Next Step
This section connects the dots between writing a great job post and making the right hire.
It’s positioned naturally at the end of the article to offer value—not as a hard sell, but as the next smart step in the process.
✅ What Happens After You Write a Great Job Post?
You still have to sift through applicants, evaluate them fairly, and figure out who’s actually qualified—not just good at writing resumes.
That’s where WorkScreen.io comes in.
💡 Let WorkScreen Handle the Next Phase of Hiring
✔️ Spot Top Talent—Fast
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard.
No more guessing based on résumés—just clear, skill-based data.
✔️ Give Skill Tests With One Click
Send role-specific assessments that actually simulate the work—whether it’s communication, critical thinking, or leadership.
You’ll know who can do the job, not just talk about it.
✔️ Eliminate Low-Effort Applicants (Especially the AI-Generated Ones)
WorkScreen helps filter out:
- Candidates who use AI tools to fake applications
- People who copy-paste answers
- “One-click apply” spammers
That means you focus only on the ones who are serious, thoughtful, and capable.
🎯 Tired of Making Hiring Mistakes?
Write a clear, authentic job post—and then let WorkScreen do the hard part.
It’s the smartest way to hire right, fast, and confidently.
👉 Sign up at WorkScreen.io now
FAQ – Senior Account Director Job Description
Great question—these two titles often overlap but aren’t interchangeable.
A Senior Account Manager typically manages a handful of client accounts, ensures day-to-day deliverables are met, and reports on performance. They’re focused on execution and maintaining strong relationships.
An Account Director, especially at the senior level, takes on a more strategic, leadership-driven role. They:
- Oversee a team of account managers
- Own revenue and client growth targets
- Lead strategy for key accounts
- Serve as the senior point of escalation
Think of the Account Director as the “client partner and team captain”—they guide both the client and the internal team.
Beyond basic project management and communication skills, here’s what truly sets strong Senior Account Directors apart:
- Strategic thinking: Can connect client goals with actionable plans
- Leadership: Able to guide, mentor, and manage cross-functional teams
- Emotional intelligence: Reads the room, builds trust, and defuses conflict
- Commercial acumen: Spots upsell opportunities and protects profitability
- Resilience: Stays composed under pressure and handles complex client needs
Bonus points for experience in your industry or with similar client types.
Salaries vary depending on industry, location, and company size, but here’s a general benchmark:
- United States:
💰 $115,000–$160,000/year base salary- Bonus or commission depending on performance or client revenue
- UK:
💷 £70,000–£100,000/year - Remote roles:
Can be flexible, but salary expectations remain within the above ranges for U.S.-based hires.
Always include a salary range in your job post—it builds trust and filters out mismatched applicants.
It depends on account complexity, team size, and industry.
On average:
- 3–7 high-value accounts is typical for most agencies or consultancies
- For less complex accounts or with strong support teams, that number may go higher
If you’re expecting someone to handle 10+ accounts, consider whether they’ll have the support (e.g. account managers, project coordinators) to succeed.
The best way is to test for real-world ability early. Instead of relying solely on résumés or interviews, use a tool like WorkScreen.io to:
- Administer a short task (e.g., summarizing a study, cleaning a spreadsheet)
- Evaluate their attention to detail, communication, and follow-through
- Filter out applicants using AI-generated or low-effort responses
This gives you confidence that your hire can do the actual work—not just talk about it.
