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If you’ve searched for “Talent Manager job description,” you’ve probably noticed something: most of the results online are the same. They recycle the same bullet points, corporate jargon, and generic filler. They tell you what to list—“Responsibilities, Skills, Requirements”—but they don’t actually teach you how to write a post that attracts the right person for this role.
And that’s the problem. A bad or bland job description might fill your inbox with applicants, but most of them won’t be the right applicants. The best people—those who could actually elevate your team—won’t be inspired enough to apply.
👉 If you haven’t already, I recommend 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 breaks down why most job posts fail and what you can do differently.
This article is going to build on that framework, but with one big twist: instead of giving you another cookie-cutter job description template, I’ll show you how to write a Talent Manager job post that feels human, connects with real candidates, and actually helps you attract the kind of hire you want on your team.
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
A Talent Manager isn’t just another HR role—it’s the person who helps shape the future of your team. Instead of simply filling seats, a Talent Manager’s job is to find, attract, and nurture the kind of people who can drive your company forward.
In plain terms, here’s what it looks like:
- They manage the end-to-end hiring process (from writing job posts to final offers).
- They work closely with department heads to understand what kind of talent the business actually needs.
- They spot gaps in your workforce and proactively find the right people to fill them.
- They oversee candidate experience—because how you treat applicants is a reflection of your brand.
- And beyond recruiting, many Talent Managers also focus on retention: onboarding, employee growth, and keeping your best people engaged.
At its core, this role is about building teams that last. A strong Talent Manager balances hard skills (analytics, sourcing strategies, process optimization) with soft skills (empathy, communication, adaptability). They aren’t just “hiring managers”—they’re culture shapers and growth drivers.
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 candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description Template 1: Experienced Talent Manager
📌 Job Title: Talent Manager – Shaping the Future of Our Team at BrightPath Solutions
💼 Full-Time | Hybrid (Austin, TX) | $75,000–$95,000 per year (based on experience)
🕒 Schedule: Monday–Friday, 9AM–5PM
🎥 Meet Our Team
Before we jump in, we want you to hear from us directly. Our People & Culture team recorded a short video about what it’s like to work at BrightPath and how this role fits into our growth.
👉 Watch the video here
Who We Are
BrightPath Solutions is a fast-growing SaaS company helping mid-sized businesses automate their workflows. With 150+ employees across the U.S. and Europe, we’re scaling quickly and want to make sure our team keeps growing in the right direction. That’s where you come in.
Our Company Culture
We’re a people-first company. Collaboration, ownership, and curiosity guide everything we do. We believe in building teams where every voice is valued and where growth opportunities are real, not just buzzwords.
What You’ll Be Doing
As our Talent Manager, you’ll:
- Own the entire recruitment cycle, from crafting job posts to making offers.
- Partner with department leads to identify current and future talent needs.
- Build pipelines that attract diverse, high-quality candidates.
- Ensure a world-class candidate experience—clear communication, respect, and feedback at every stage.
- Lead initiatives to strengthen employee retention, including onboarding and career pathing.
- Track hiring metrics to optimize processes and improve outcomes.
What We’re Looking For
- 3+ years of experience in talent acquisition or HR (preferably in tech or high-growth environments).
- Strong understanding of sourcing tools, recruitment marketing, and analytics.
- Excellent communication skills—you know how to connect with people.
- Ability to balance strategy with hands-on execution.
- Bonus: experience with employer branding or DEI initiatives.
Why This Role Is Worth Your Time
At BrightPath, you’ll be more than a recruiter—you’ll be a culture builder. You’ll have a direct hand in shaping the teams that drive our product and growth. We back that with:
- Competitive salary + performance bonus.
- Health, dental, and vision insurance.
- 20 PTO days + 10 company holidays.
- Professional development budget.
- Hybrid flexibility.
Our Hiring Process
We value transparency and respect your time:
- Application review (we reply to every applicant).
- Intro call with our People team.
- Practical hiring challenge (you’ll see what the role is really like).
- Final interview with leadership.
📥 How to Apply
Apply using this link: [insert application link]. You’ll go through a quick evaluation via WorkScreen so we can understand your skills—not just your résumé.
✅ Job Description Template 2: Entry-Level / Trainable Talent Manager
📌 Job Title: Junior Talent Manager – Learn & Grow With Us at BrightPath Solutions
💼 Full-Time | Remote-Friendly (U.S. based) | $50,000–$65,000 per year
🕒 Schedule: Monday–Friday, 9AM–5PM
🎥 Meet Our Team
We believe hiring should feel human. Our People team recorded a short welcome video explaining why this role is perfect for someone eager to grow into a career in Talent Management.
👉 Watch the video here
Who We Are
At BrightPath Solutions, we help mid-sized businesses work smarter through automation. Our company is growing fast, and we need a fresh perspective to help us keep finding (and keeping) great people.
Our Company Culture
We’re a supportive, growth-focused team. Curiosity, humility, and collaboration matter just as much as skills. We’re open to training someone with the right mindset and drive—even if you don’t have years of HR experience yet.
What You’ll Be Doing
As a Junior Talent Manager, you’ll:
- Support the hiring process from job posting to interviews.
- Screen applicants and coordinate scheduling.
- Learn how to source candidates using modern tools.
- Help create a positive candidate experience (timely updates, respectful communication).
- Assist with onboarding and employee engagement initiatives.
What We’re Looking For
- Strong communication and organizational skills.
- Comfortable learning new tools and processes quickly.
- Empathy and people skills—you enjoy connecting with others.
- Interest in HR, recruitment, or people operations.
- No prior HR experience required—just the drive to learn.
Why This Role Is Worth Your Time
This is a career-launching role. You’ll gain hands-on experience in HR and talent management, learn from experienced mentors, and get opportunities to grow. We offer:
- Competitive entry-level salary.
- Health, dental, and vision coverage.
- 15 PTO days + 10 company holidays.
- Paid training & development programs.
- Remote flexibility.
Our Hiring Process
We keep things simple and respectful:
- Apply online (we respond within 1–2 weeks).
- Initial chat with our People team.
- Short practical task (we want to see your problem-solving approach).
- Final video interview with the hiring manager.
📥 How to Apply
Apply via this link: [insert application link]. You’ll complete a quick WorkScreen evaluation designed to showcase your strengths fairly.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Talent Manager Job Posts Work
A good job post doesn’t just list tasks—it sells the opportunity. Here’s why the two templates above are effective:
1. Clear, Specific Titles
Instead of a vague “Talent Manager” title, the posts add context:
- “Talent Manager – Shaping the Future of Our Team at BrightPath Solutions”
- “Junior Talent Manager – Learn & Grow With Us at BrightPath Solutions”
This instantly communicates the level (senior vs junior), the company, and the mission. A candidate scanning dozens of listings can see whether it’s for them.
2. Personal Touch With Video
By including a short Loom or team video before the company overview, the post feels human and inviting. Candidates see faces, hear voices, and feel a connection before they even read about responsibilities. That sets you apart immediately.
3. Warm Introductions With Context
Both versions explain what BrightPath does in plain English—and why the role matters. Instead of a dry summary, they connect the candidate’s potential impact to the company’s mission.
4. Transparent Salary & Perks
Both templates list pay ranges and benefits up front. This builds trust and saves time for everyone. Top candidates, in particular, value companies that are upfront and clear.
5. Respectful Hiring Process
Rather than the dismissive “only shortlisted candidates will be contacted,” the posts promise response timelines and clear steps. This signals respect for applicants’ time and improves your employer brand.
6. Culture Is Shown, Not Claimed
Instead of vague phrases like “we value collaboration,” the posts demonstrate culture:
- In the experienced role, culture is about ownership and curiosity.
- In the junior role, culture is about mentorship and growth.
This allows candidates to picture themselves on the team.
7. Human, Conversational Tone
Notice the phrasing: “you’ll be more than a recruiter—you’ll be a culture builder.” Or “this is a career-launching role.” This avoids corporate jargon and speaks directly to the candidate’s ambitions.
8. Flexible Hiring Approach
By showing two different templates (senior vs trainable), BrightPath signals openness. This widens the talent pool and shows the company isn’t rigid about “must-have 10 years of experience.”
Example of a Bad Talent Manager Job Description (And Why It Falls Short)
📌 Job Title: Talent Manager
💼 Full-Time | Location: New York, NY
🕒 Schedule: Monday–Friday, 9AM–5PM
Company Overview
XYZ Corporation is seeking a Talent Manager to oversee recruitment and employee relations. The Talent Manager will be responsible for ensuring the company hires and retains qualified staff in alignment with organizational goals.
Key Responsibilities
- Manage the recruitment process from posting to onboarding.
- Develop recruitment strategies.
- Ensure compliance with labor laws and company policies.
- Conduct interviews and coordinate with hiring managers.
- Handle administrative tasks as assigned.
Requirements
- Bachelor’s degree in Human Resources or related field.
- 3–5 years of HR or recruitment experience.
- Knowledge of HR policies and compliance.
- Strong organizational and communication skills.
How to Apply
Interested candidates should send their CV and cover letter to hr@xyzcorp.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Fails
- Generic Title
“Talent Manager” on its own doesn’t say much. Is it senior? Junior? What industry? It doesn’t attract attention or signal purpose. - Cold Company Overview
The intro reads like a legal memo. There’s no sense of mission, culture, or why this company is worth joining. - Vague Responsibilities
The listed duties could apply to any HR role. There’s nothing unique or inspiring about what this manager will do at XYZ. - No Salary or Perks
Withholding pay info is a red flag for top candidates. In today’s hiring market, transparency is non-negotiable. - No Culture or Values
There’s zero mention of what it’s like to actually work at XYZ. Candidates can’t picture themselves as part of the team. - Dismissive Hiring Process
“Only shortlisted applicants will be contacted” feels outdated and disrespectful. It signals the company doesn’t value applicants’ time. - Dry, Impersonal Tone
The language is robotic and transactional. There’s no warmth, no energy, no connection—exactly the kind of post that gets scrolled past.
Bonus Tips to Make Your Talent Manager Job Post Stand Out
Most job posts stop at “Responsibilities” and “Requirements.” But the best candidates—the ones who are thoughtful, selective, and mission-driven—look for signals that your company is worth their time. Here are a few advanced touches you can add to your Talent Manager job description:
1. Add a Security & Privacy Notice
Show applicants that you respect their trust and safety. A simple note builds confidence:
🔒 “We take the security and privacy of all applicants seriously. We will never request payment, bank details, or personal financial information during any stage of the hiring process.”
This reassures candidates and sets you apart as professional and trustworthy.
2. Mention Leave Days or Flexibility
High-quality candidates care about balance. Mentioning this in the job post signals that you value people, not just productivity:
🌴 “Enjoy up to 20 PTO days per year, plus flexible work-from-home Fridays.”
Even a small benefit, when communicated clearly, makes your post more attractive.
3. Highlight Training & Growth Opportunities
Especially for junior or mid-level roles, growth potential is a major draw. Candidates want to know they won’t be stuck.
📚 “We invest in growth. You’ll have access to a $1,500 annual learning budget and mentorship from senior HR leaders.”
This turns your post into a career pitch, not just a job listing.
4. Include a Loom or YouTube Video
Few companies do this, which is exactly why it works. A 2-minute video from the hiring manager or team adds personality and trust:
🎥 “Watch this quick video from our People & Culture lead to see how we approach hiring and why this role matters to us.”
Seeing faces behind the words makes your company feel real—and candidates will remember you.
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. Show Your Candidate Experience Promise
Most companies say they “value people.” Few show it. Demonstrate respect right in the job post:
🤝 “We reply to every application within 2 weeks. No ghosting—ever.”
This signals professionalism and empathy, two traits great Talent Managers themselves appreciate.
Should You Use AI to Write a Talent Manager Job Description?
Lately, it seems like every HR tool and ATS is offering a “1-click AI job description generator.” And sure, it can look convenient. But here’s the truth: relying on AI alone to spit out a generic Talent Manager post is one of the fastest ways to turn away the very people you want to hire.
❌ Why Blind AI Use Fails
- Generic, lifeless posts → AI tends to default to corporate jargon (“dynamic environment,” “proven track record”), which doesn’t connect with top talent.
- Attracts the wrong applicants → Generic posts pull in high volume but low-fit candidates, because nothing in the post filters for people aligned with your culture.
- Hurts your brand → Your job description is often a candidate’s first impression of your company. If it reads like it was auto-generated with no thought, it reflects poorly on your values.
✅ The Right Way to Use AI
AI can be incredibly useful—if you use it as a collaborator, not a replacement. Instead of typing “Write me a Talent Manager job description,” come prepared with real company context:
Give AI the raw ingredients:
- What your company does (mission, product, industry).
- Why the role matters right now.
- The values and culture you want to emphasize.
- Who the ideal candidate is (experienced vs trainable, key personality traits).
- Salary range, perks, and growth opportunities.
- The kind of tone you want (warm, conversational, mission-driven).
Then prompt it like this:
“Help me write a Talent Manager job description for [Company Name]. We’re hiring someone to [key responsibilities]. Our culture is [values/culture]. We want to attract candidates who are [traits]. We offer [benefits/salary]. Here are a few notes I’ve drafted [paste notes]—can you polish this into a human, engaging job post?”
That way, AI refines your message instead of replacing your voice.
💡 Think of AI as your editor and organizer, not your job description author.
The best job posts always come from your company’s own story, not a machine’s guesswork.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Talent Manager Job Description Template?
We get it—sometimes you don’t have hours to craft the “perfect” job post. You’ve read this guide, you understand what makes a strong description, but you still need a solid starting point you can copy, paste, and adapt in just a few 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 company.
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 Job Description Template (Culture-First Style)
Job Title: Talent Manager – Build Teams That Last at [Your Company Name]
Location: [City / Remote Option]
Salary: $XX–$XX + benefits
🎥 Meet Our Team
We believe hiring should feel human. Our People team recorded a short welcome video explaining why this role is perfect for someone eager to grow into a career in Talent Management.
👉 Watch the video here
Who We Are
We’re [Company Name], and we believe people are the heart of everything we do. Our team is growing, and we’re looking for a Talent Manager who can help us find, attract, and keep the kind of people who make our company thrive.
Why This Role Matters
This isn’t just about filling seats. As our Talent Manager, you’ll shape the future of our company by building a team that shares our values, brings diverse perspectives, and delivers results.
What You’ll Do
- Partner with leaders to understand their hiring needs.
- Write job posts that inspire the right candidates.
- Manage the entire recruitment process, from posting to offer.
- Ensure every candidate has a positive, respectful experience.
- Support retention efforts through onboarding and growth initiatives.
What We’re Looking For
- Experience in recruitment/talent acquisition (HR background a plus).
- Great communicator who can connect with people.
- Organized, adaptable, and proactive.
- Passion for building teams, not just filling roles.
Perks & Benefits
- Transparent salary range ($XX–$XX).
- PTO + flexible work options.
- Health, dental, vision coverage.
- Professional development budget.
How We Hire
We reply to every application. Our process: intro call → short challenge → final interview. No ghosting, ever.
📥 Apply here: [WorkScreen link]
✅ Option 2: Structured Job Brief + Responsibilities + Requirements
Job Title: Talent Manager
Location: [City / Remote Option]
Salary: $XX–$XX per year
Job Brief
We’re looking for a Talent Manager to oversee recruitment and help us grow a strong, diverse team. Your role is to manage the full hiring cycle, ensure candidates have a great experience, and support retention through onboarding and development.
Responsibilities
- Partner with hiring managers to define role requirements.
- Create and manage job postings.
- Source, screen, and interview candidates.
- Provide feedback and maintain clear communication with applicants.
- Track hiring metrics and report on progress.
- Support onboarding and employee engagement initiatives.
Requirements
- Bachelor’s degree in HR, Business, or related field (preferred, not required).
- X+ years of recruitment/talent management experience.
- Knowledge of ATS systems and sourcing tools.
- Excellent communication and organizational skills.
- Ability to balance multiple roles/projects at once.
Benefits
- Competitive pay + performance bonus.
- Health, dental, vision.
- PTO + flexible work arrangements.
- Career development and growth opportunities.
How to Apply
Apply here via [WorkScreen link] to complete a quick skills-based evaluation.
Take Your Hiring Beyond the Job Post with WorkScreen.io
Writing a great job post is the first step. But here’s the challenge: even the best job description can attract hundreds of applicants. And while that’s a good problem to have, it can also leave you drowning in résumés, struggling to quickly spot the best fits.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily run one-click skill tests
Go beyond résumés. WorkScreen helps you easily administer one-click skill tests. This way you can assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort and AI-generated applicants
WorkScreen filters out low-effort applicants—including those who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Hire faster and smarter
By combining great job posts with WorkScreen’s automated evaluation, you’ll avoid costly hiring mistakes and build teams that truly fit your company.
📥 Next Step:
Post your Talent Manager job, then let WorkScreen handle the heavy lifting of screening, evaluating, and ranking candidates.
👉 Start hiring smarter with WorkScreen.io
Talent Manager Job Description FAQs
When hiring a Talent Manager, look beyond just recruitment experience. The best Talent Managers combine hard skills (analytics, sourcing strategies, process optimization) with soft skills (empathy, communication, adaptability).
Key skills include:
- Relationship building → ability to connect with both candidates and hiring managers.
- Analytical mindset → tracking metrics like time-to-hire and cost-per-hire to improve processes.
- Communication → writing compelling job posts and giving clear feedback to candidates.
- Strategic thinking → aligning talent acquisition with business goals.
- Adaptability → handling fast-paced changes in hiring needs, especially in high-growth companies.
- Employer branding → positioning your company as a great place to work.
A great Talent Manager isn’t just a recruiter—they’re a culture shaper who helps attract, hire, and keep the right people.
Talent Manager salaries vary by location, company size, and experience level. On average:
- United States → $70,000 to $95,000 per year (with senior roles going above $100k in larger companies or tech hubs).
- United Kingdom → £45,000 to £65,000 annually.
- Remote/entry-level roles → around $50,000 to $65,000 annually.
Tip: Including a salary range in your job description improves transparency and attracts more qualified candidates. Studies show job seekers are significantly more likely to apply when salary info is upfront.
A recruiter typically focuses on filling open roles—sourcing candidates, managing interviews, and closing offers.
A Talent Manager, on the other hand, has a broader scope: they oversee the entire talent lifecycle (from employer branding to recruitment to retention). They often manage strategy, hiring processes, and candidate experience at a higher level.
It depends on your company stage:
- Fast-growing or larger companies benefit from experienced Talent Managers who can hit the ground running.
- Startups or smaller businesses can successfully train a junior candidate with strong people skills, giving them room to grow into the role.
Both paths can work—just be clear in your job description about whether you’re looking for ready-made expertise or potential + trainability.
The most common mistake is writing generic, copy-paste job descriptions that fail to inspire. Posts that sound cold or vague often push away the best candidates.
Other mistakes include:
- No salary range.
- Overly rigid “requirements” that scare away good applicants.
- Bland “how to apply” instructions that feel impersonal.
A good post sells the role and shows why your company is worth applying to.
