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If you’ve Googled “talent management job description,” you’ve probably found dozens of templates online.
But let’s be honest—most of them are painfully generic.
Bullet points. Buzzwords. No context. No personality.
And worst of all?
They don’t actually help you attract great talent—let alone hire the right person for the role.
Here’s the truth:
The job post is one of the most important tools you have in the hiring process. It’s your first impression. Your pitch. Your filter.
But if it reads like corporate boilerplate, the best candidates will scroll right past you.
That’s why in this guide, we’re doing things differently.
We’re not just handing you a job description.
We’re showing you how to write one that actually connects—and gets the right people 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.
Now, let’s break down what a Talent Manager actually does—and why your job post needs to reflect more than just tasks and qualifications.
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 a Talent Manager Actually Does - Their Roles
A Talent Manager isn’t just someone who handles HR logistics or screens resumes.
They’re the person responsible for finding, developing, and keeping great people inside your company.
At a basic level, a Talent Manager helps recruit, onboard, and retain employees.
But at a deeper level, they’re in charge of aligning people strategy with business goals—making sure you don’t just fill roles, but build a team that performs, grows, and sticks around.
They look at questions like:
- Who do we need to hire next—and why?
- How do we keep our top performers from burning out or leaving?
- Are we developing internal talent fast enough to meet our growth plans?
In other words:
A good Talent Manager doesn’t just manage people.
They build systems that help your people do their best work—and help your company scale sustainably.
That’s why writing a strong, clear job description is so important here.
You’re not just hiring for a function.
You’re hiring for impact.
Two Great Talent Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description for Experienced Talent Manager
📌 Job Title: Talent Manager at Arcadia Systems (Fast-Growing SaaS Company)
💼 Location: Hybrid (2 days onsite in Austin, TX)
💰 Salary Range: $75,000 – $90,000/year + performance bonus
🕒 Type: Full-Time | Monday–Friday
🎥 A Quick Word From Our Team
[Insert Loom or YouTube link here]
Hear directly from our Head of People about what makes this role exciting, what we’re looking for, and what it’s like to work at Arcadia Systems.
🏢 About Arcadia Systems
Arcadia Systems is a VC-backed B2B SaaS startup helping small and mid-sized logistics companies automate their dispatch and routing operations.
We’re a tight-knit team of 35, obsessed with building software that solves real-world problems—and our customers love us for it.
In the last 18 months, we’ve tripled our user base, doubled our revenue, and built a product that’s become mission-critical for hundreds of clients. Now, we’re looking for a Talent Manager to help us scale our team the right way—with people who move fast, own their outcomes, and align with our mission.
🎯 What You’ll Be Doing
You’ll lead and refine our end-to-end talent strategy—from hiring to onboarding to internal development.
Your work will directly influence how we grow, who we bring in, and how long they stay.
Key responsibilities include:
- Partnering with team leads to scope roles, craft job posts, and define hiring criteria
- Managing candidate pipelines through sourcing, screening, and coordination
- Running a smooth and respectful interview process (that we can scale)
- Improving onboarding to help new hires hit the ground running
- Designing feedback loops and performance review cycles
- Building talent pipelines for future roles and building a culture of internal promotion
- Owning DEI practices across our hiring and team development
- Reporting on hiring performance, funnel health, and retention metrics
✅ What We’re Looking For
- 3+ years in talent acquisition, people ops, or HR—ideally at a scaling startup
- Excellent communicator with a balance of empathy and clarity
- Proven track record of designing or improving people systems
- Comfortable owning tools like WorkScreen, Lever, or Greenhouse
- Bonus: Experience building or scaling a hiring team from the ground up
🎁 Perks & Benefits
- Competitive salary + annual performance bonus
- Health, dental, and vision insurance (100% covered for employees)
- 401(k) with 3% employer match
- Unlimited PTO with minimum 15 days encouraged
- $1,000/year learning & development stipend
- Quarterly team retreats (next one: Santa Fe, NM!)
💙 Why This Role Is a Great Fit
This is your chance to help shape the team and culture of a company that’s in high-growth mode.
You’ll have the autonomy to build and improve systems, while being supported by a founder team that actually cares about people.
If you’re looking for a place where your work has real impact—and your ideas are taken seriously—you’ll feel right at home at Arcadia Systems.
📥 How to Apply
We use WorkScreen.io to evaluate applicants fairly and efficiently.
You’ll get to showcase your thinking, not just your resume—and we promise to keep you updated every step of the way.
👉 Apply here: [Insert WorkScreen Link]
🟢 Option 2: Job Description for Entry-Level / Willing to Train Talent Manager
📌 Job Title: People & Talent Coordinator at Cloverlane Studios
📍 Location: Remote (U.S. only)
💰 Pay: $45,000–$55,000/year
🕒 Type: Full-Time | Flexible Hours
🎥 Meet the Team
[Insert Loom or YouTube link here]
Watch this quick message from our People Lead on why we’re excited about this role and how we’ll support your growth.
🏢 About Cloverlane Studios
Cloverlane Studios is a creative agency helping eCommerce brands grow through content, strategy, and storytelling.
We’re a team of 20 based across the U.S., and we’ve worked with over 200 brands to help them scale their revenue using original content and paid social.
As we grow, we’re looking for a People & Talent Coordinator to help us build the kind of team culture we’re proud of.
No HR experience? No problem. If you’re organized, curious, and love working with people—we’ll train you.
🌱 What You’ll Do (And Learn)
- Help write job descriptions that reflect our brand and voice
- Coordinate candidate outreach, screening, and interview scheduling
- Support onboarding processes for new hires
- Contribute to internal team-building and culture projects
- Learn how to run performance reviews and manage team growth
- Help ensure candidates and teammates have a respectful, thoughtful experience
You’ll be mentored by our Head of Operations and have access to courses, templates, and real-world projects from day one.
✅ What We’re Looking For
- Strong communication and coordination skills
- Highly organized and detail-oriented
- Friendly, proactive, and curious
- Bonus: Any experience in admin, recruiting coordination, or event planning
- Bonus: Interest in startups, people ops, or organizational psychology
🎁 Perks & Benefits
- Fully remote team (U.S. based)
- 4-day work week every other Friday
- Health and dental insurance
- $800/year learning budget
- Annual wellness stipend ($500)
- Paid holidays + 15 days PTO (with encouraged use)
- Access to career development training and mentorship
💙 Why This Role Is a Great Fit
You’ll be helping to shape the experience of every candidate and new hire we bring in.
If you love working behind the scenes to make people feel supported and set up for success—this is the perfect role to grow into.
We believe in promoting from within, and we’re committed to helping you build a meaningful career in people ops.
📥 How to Apply
We use WorkScreen.io to ensure we evaluate all candidates fairly—based on effort, not credentials alone.
Expect a short but thoughtful process, and we’ll keep you informed at every step.
👉 Apply here: [Insert WorkScreen Link]
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
Breakdown of Why These Talent Manager Job Posts Actually Work
✅ 1. The Job Titles Are Clear and Specific
- Instead of vague titles like “HR Specialist” or “Talent Lead”, both posts call out exactly what the role is, who it’s for, and where it’s based.
- “Talent Manager at Arcadia Systems” instantly communicates the company and role level.
- “People & Talent Coordinator at Cloverlane Studios” sets clear expectations while signaling growth potential.
✅ 2. Each Post Starts with a Video (Personal Touch)
- A short video from the hiring manager helps build trust and gives candidates a face behind the role.
- It makes the post feel more human and transparent, which stands out in a sea of faceless job ads.
✅ 3. The “About Us” Section Tells a Story
- Instead of corporate boilerplate, the company descriptions show what they do, who they serve, and why it matters.
- They give context, personality, and mission—things top candidates look for before applying.
✅ 4. The Responsibilities Have Purpose
- Tasks aren’t just listed—they’re framed around impact.
- For example, “you’ll build systems that help our team scale” > “manage hiring pipelines.”
- This helps the candidate visualize their day-to-day work and why it matters.
✅ 5. Qualifications Are Balanced and Inclusive
- The experienced role asks for specific wins and tools but avoids gatekeeping.
- The entry-level post is clearly supportive, making it approachable for people with potential—even if they lack HR experience.
✅ 6. Salary and Perks Are Listed Upfront
- Transparent compensation builds trust.
- Clear perks like learning stipends, wellness support, and remote flexibility help differentiate the role—and increase applications from serious candidates.
✅ 7. The Application Process Is Respectful
- Both job descriptions emphasize fair evaluation, clear timelines, and use of WorkScreen.io for skills-based assessment.
- This shows applicants you value their time, don’t rely on resume filters, and want to make better hiring decisions.
✅ 8. The Tone Is Conversational and Inclusive
- These aren’t written in legal or HR-speak.
- They’re written like you’re talking directly to the candidate, which increases connection and approachability.
Example of a Bad Talent Manager Job Description (And Why it Fails)
📌 Job Title: HR Manager
🏢 Company: Confidential
📍 Location: Not specified
💼 Type: Full-Time
📅 Deadline: Rolling
Job Summary
We are seeking a dynamic HR Manager to oversee all aspects of human resources practices and processes. The ideal candidate will support business needs and ensure the proper implementation of company strategy and objectives.
Responsibilities
- Oversee recruitment and selection processes
- Develop and implement HR strategies and initiatives
- Bridge management and employee relations
- Manage performance review processes
- Ensure legal compliance
Requirements
- Bachelor’s degree in Human Resources or related field
- Minimum of 3 years of experience in HR
- Knowledge of labor laws and HR best practices
- Strong communication and organizational skills
How to Apply
Interested candidates should submit a resume and cover letter to careers@confidentialhr.org. Only shortlisted applicants will be contacted.
🚨 Why This Job Post Fails
❌ 1. The Title Is Vague and Outdated
- “HR Manager” is generic and unclear. Is this a people operations lead? A recruiter? An HR generalist? It doesn’t help a candidate understand the role—or feel excited about it.
❌ 2. No Company Personality or Mission
- “Confidential” doesn’t build trust.
- There’s no context about the company, its culture, or what makes the opportunity compelling.
❌ 3. No Mention of Salary or Perks
- This instantly signals a lack of transparency, and often discourages qualified candidates who want to assess fit before applying.
❌ 4. Responsibilities Are Dry and Broad
- “Oversee recruitment and selection” tells the candidate what to do—but not why it matters or how it fits into the bigger picture.
❌ 5. The Language Is Cold and Bureaucratic
- Phrases like “ensure legal compliance” and “develop and implement HR strategies” feel disconnected and lack warmth.
- There’s no sense of human connection, purpose, or energy.
❌ 6. The Application Process Feels Dismissive
- “Only shortlisted applicants will be contacted” is one of the worst phrases in job posts. It tells the reader: We don’t respect your time.
❌ 7. No Hook, No Story, No Motivation to Apply
- This job post treats the reader like a formality—not a future team member.
- And in today’s hiring market, that’s a sure way to lose out on top talent.
Bonus Tips to Make Your Job Post Stand Out
These aren’t required—but if you want to really impress top talent and show you care about the candidate experience, here are a few powerful extras you can include in your job description:
🔒 1. Add a Security & Privacy Notice for Applicants
Reassure candidates that your process is legit and safe.
This is especially important for remote roles where applicants are wary of scams.
Example you can add:
“We take the security and privacy of all applicants seriously. We will never ask for payment, bank details, or sensitive financial information during the hiring process.”
🌴 2. Mention Leave Days or Flex Time
People care about flexibility. Even just a small PTO mention can make your post feel more balanced and appealing.
Example:
“Enjoy up to 15 paid days off per year—plus flexible hours so you can recharge and come back focused.”
📈 3. Highlight Training & Growth Opportunities
If you invest in your people, say so. Top candidates want to grow—and they want to know you’ll help them do it.
Example:
“We offer a $1,000 annual learning stipend, monthly mentorship sessions, and access to HR and leadership development courses.”
🎥 4. Add a Video From the Hiring Manager or CEO
A 30–60 second Loom or YouTube video showing the person they’d work with gives your post a personal edge and builds instant trust.
Prompt idea:
“Tell applicants why this role matters, what success looks like, and why you’re excited to grow the team.”
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. Be Clear About the Hiring Process
People hate applying into a black hole. A simple outline of what comes next will set you apart.
Example:
“We review every application and respond within 7 business days. Our process includes a short skills-based assessment and one 30-minute call. We’ll keep you updated at each step.”
When you add even one or two of these elements, your job post immediately feels more thoughtful, modern, and trustworthy.
Should You Use AI to Write Your Job Description?
Short answer: Yes—but not blindly.
AI tools like ChatGPT, Notion AI, and even built-in job post generators in platforms like Workable or Manatal can be helpful…
But if you just type “Write me a job description for a Talent Manager,” you’ll get exactly what most job seekers are tired of:
Generic.
Robotic.
Forgettable.
The kind of post that says “innovative company seeks dynamic individual” and gets buried in a sea of sameness.
❌ Why You Shouldn’t Rely on AI Alone
- You’ll attract the wrong candidates. AI-generated posts without context tend to be bland and keyword-stuffed—which means they appeal to mass applicants, not mission-aligned talent.
- It reflects poorly on your brand. A lifeless job post is often the first impression someone gets of your company. Why waste that?
- You risk hiring the wrong person. If the post doesn’t clearly reflect the role, the culture, and what success looks like, you’ll get mismatches—and that costs time, money, and morale.
✅ How to Use AI the Right Way
Think of AI as your editor, not your author.
Start by feeding it the right ingredients:
- What your company does
- Why this role matters
- What makes your team and culture special
- The tone you want (e.g., casual, warm, professional)
- The ideal traits you’re looking for
- The salary, perks, and hiring process
Then use a prompt like this:
“Help me write a conversational job post for a Talent Manager at [Company Name]. We help [brief description of your company’s mission]. We’re hiring a Talent Manager to help us [key responsibilities]. The person should be [ideal traits]. We offer [benefits and salary]. Please write this in a friendly tone, not corporate-speak. Here are a few notes I’ve written to get you started: [paste your notes] ”
You can even show it an example you like (like the templates earlier in this article) and ask it to match the structure and tone.
🧠 Pro Tip:
Use AI to polish, not generate from scratch. The best job descriptions come from real insight, not recycled phrases.
And once your post is written, WorkScreen.io can take over to evaluate candidates based on real performance—so you’re not relying on resumes alone.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Talent Manager Job Description?
We get it—sometimes you just need something solid you can drop into your careers page, tweak a few lines, and hit “Publish.”
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 Job Description
📌 Job Title: Talent Manager at [company name]
📍 Location: [enter location]
💰 Salary Range: $xx–$xx/year
🕒 Type: Full-Time/remote
🎥 Hear from Our Team
[Insert Loom video from People Lead]
👋 About [company name]
We’re [company name]—a design-first tech company helping small businesses stand out online through stunning websites, smart automation, and real human support.
We’re 30 people strong, spread across 10 states, and growing fast.
Now, we’re hiring our first Talent Manager—someone who can help us grow thoughtfully and sustainably by bringing in people who align with our values and thrive in remote-first environments.
💼 What You’ll Be Doing
You’ll lead hiring across all departments, improve how we onboard new team members, and help build systems that support team growth and retention.
- Own full-cycle recruiting from job post to offer
- Partner with managers to scope roles and craft job descriptions
- Run a candidate experience that feels personal and respectful
- Build and maintain a strong onboarding experience
- Organize performance reviews and team feedback processes
- Champion our values across every stage of the employee journey
👀 What We’re Looking For
- 2–4 years of experience in HR, recruiting, or people ops
- Friendly, proactive communicator
- Organized with strong follow-through
- Comfortable with tools like WorkScreen, Notion, or Greenhouse
- Bonus: Experience at a remote-first company
🎁 Perks & Benefits
- Health, dental & vision insurance (100% covered for employees)
- Unlimited PTO (15 days minimum encouraged)
- Remote work stipend ($100/month)
- Annual learning budget ($1,200)
- Quarterly team retreats
💙 Why This Role Matters
Hiring is one of the most important things we do as a company.
This role gives you a voice in how our team grows, how we support each other, and how we show up every day.
If you’re looking for a role that blends systems-building, people connection, and real impact—you’ll love working here.
📥 How to Apply
We use WorkScreen.io to ensure every candidate gets a fair shot.
Instead of sifting resumes, we focus on real skills and communication.
Apply here: [Insert WorkScreen link]
📄 Option 2: Structured Job Brief + Responsibilities + Requirements
📌 Job Title: Talent Manager
📍 Location: [enter location]
💰 Salary: $xx–$xx/year + benefits
🕒 Type: Full-Time/remote
📝 Job Brief
[company name] is seeking a full-time Talent Manager to lead and evolve our hiring, onboarding, and internal people systems. You’ll partner with managers to scale our team with high-performing, values-aligned individuals and create programs that support long-term employee success.
🎯 Key Responsibilities
- Manage full recruitment lifecycle (posting, sourcing, interviewing, hiring)
- Collaborate with hiring managers to define roles and success criteria
- Build and maintain onboarding processes
- Manage employee check-ins, performance reviews, and feedback loops
- Maintain hiring and people-related tools and documentation
- Track hiring metrics and suggest improvements
- Promote company values across hiring and employee experience
✅ Requirements
- 2–4 years of experience in talent acquisition or HR
- Experience managing hiring pipelines and sourcing tools
- Strong written and verbal communication
- Familiarity with applicant tracking systems (e.g., Greenhouse, WorkScreen)
- Ability to work independently in a remote environment
🎁 Benefits
- Remote-first team with flexible work hours
- 100% employer-covered health, dental & vision
- $1,200/year learning budget
- Annual team retreats
- Unlimited PTO with 15-day minimum
📥 How to Apply
Apply through WorkScreen.io using the link below.
We believe in evaluating candidates based on effort and ability—not just resumes.
👉 [Insert WorkScreen link]
Let WorkScreen Handle the Next Step for You
You’ve now got a high-quality job description that’s built to attract the right candidates.
But writing a great post is just the beginning.
The real challenge?
Figuring out who’s actually qualified.
That’s where WorkScreen.io comes in.
🛠️ WorkScreen helps you:
✅ Quickly identify your most promising candidates
No more sorting through hundreds of resumes.
WorkScreen automatically evaluates, scores, and ranks applicants based on real performance—so you know exactly who’s worth your time.
✅ Easily run skill-based evaluations
Give candidates short, role-relevant tests that measure what they can actually do—not just what they claim.
This means better signal, fewer interviews, and faster hiring.
✅ Eliminate low-effort applications
AI tools, one-click apply, and generic résumés are everywhere.
WorkScreen filters out candidates who aren’t serious—so you can focus on people who genuinely want the role.
Whether you’re hiring for an experienced Talent Manager or someone you’ll train up, WorkScreen ensures you’re making decisions based on ability, not assumptions.
👉 Sign up with WorkScreen.io now and start hiring smarter today.
Talent Management Job Description - Frequently Asked Questions
Not exactly.
While both roles are involved in managing people within a company, HR tends to focus more on administrative functions like payroll, compliance, and policies.
A Talent Manager, on the other hand, is typically focused on attracting, developing, and retaining top talent. They’re more involved in strategic hiring, employee growth, and aligning team structure with business goals.
Think of HR as the operational backbone—and Talent Management as the growth engine for your people.
Recruiters typically focus solely on sourcing and hiring candidates.
Talent Managers take a broader view—they own the full journey of a team member, including onboarding, growth, engagement, and long-term retention.
If a Recruiter is responsible for “filling the seat,” the Talent Manager is responsible for “making sure the right person stays in that seat and thrives.”
If your company is growing quickly or struggling with high turnover, a Talent Manager can bring structure and strategy to your people processes—beyond what a generalist HR role might cover.
While they can collaborate with HR, Talent Managers often bring a more strategic, growth-oriented focus to team building, hiring, and performance.
Look for someone who’s not just organized—but people-smart.
Great Talent Managers combine empathy with systems thinking.
They should be able to communicate clearly, spot high-potential candidates, build hiring processes, and create a culture where top performers want to stay.
