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If you’ve been searching online for a “Training Coordinator job description,” you’ve probably seen the same thing over and over:
Bullet points. Corporate lingo. No personality.
The problem?
Those posts don’t actually help you hire a great Training Coordinator—they just check a box.
A generic post won’t attract someone who’s proactive, organized, and capable of running learning programs that truly improve team performance.
That’s why, in this guide, we’ll show you how to write a Training Coordinator job description that actually works—one that connects with the right candidates and helps you hire smarter.
Before we dive in, here’s a quick reminder:
If you haven’t read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , we highly recommend you check it out. It breaks down why most job descriptions fail and how to fix them—step by step.
Now, let’s get clear on what this role is actually about—beyond the buzzwords.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What A Training Coordinator Actually Does - Their Roles
A Training Coordinator is the person who makes learning happen inside your company.
They’re responsible for organizing training programs, onboarding sessions, and skill-building workshops—basically, anything that helps your team grow and perform better.
But this role isn’t just about scheduling events. A great Training Coordinator understands how adults learn, how to work with different departments, and how to turn training into real performance improvements.
They’re part project manager, part educator, and part people-person. They know how to keep things organized, keep people engaged, and make sure every learning experience leads to actual results.
That’s why when hiring for this role, it’s not just about checking for HR experience or certifications—it’s about finding someone who can communicate well, build trust with teams, and think strategically about people development.
Two Great Training Coordinator Job Description Templates
✅ Job Description for an Experienced Training Coordinator
📌 Job Title: Training Coordinator at BrightCore Technologies (New York, NY)
💼 Type: Full-Time | Hybrid
💰 Salary: $62,000–$72,000/year (depending on experience)
🕒 Schedule: Mon–Fri, 9AM–5PM
🎥 Meet the Manager: Watch this quick 90-second Loom from Jenna, our People Operations Lead
Who We Are
BrightCore Technologies builds workflow automation tools for small business teams. We serve over 3,500 companies across the U.S. and Canada, helping them eliminate repetitive tasks and run smoother operations.
We’re a fast-growing team of 120 employees, based in New York but operating hybrid-first. Our culture is collaborative, curious, and fast-moving—but always rooted in empathy and clarity. We believe that people grow when learning is continuous, and that’s why we’re hiring a Training Coordinator to elevate our internal development programs.
What You’ll Do
As our Training Coordinator, you’ll play a critical role in helping our team perform at their best. You’ll organize onboarding for new hires, coordinate cross-departmental training sessions, manage our LMS, and ensure every learning experience is clear, valuable, and consistent.
Your day-to-day will include:
● Planning and running onboarding schedules
● Coordinating internal and external training sessions
● Partnering with team leads to identify development needs
● Tracking learning metrics and feedback
● Maintaining and updating our LMS content
● Keeping training resources accessible and organized
What We’re Looking For
- 2+ years experience in L&D, training, HR, or a related role
● Strong written and verbal communication skills
● Comfortable managing schedules, tools, and deadlines
● Experience with LMS platforms and remote collaboration tools
● Bonus: Experience coordinating training across hybrid teams
Why This Role Is a Great Fit
You’ll work with teams that genuinely value learning and support. This role is high-visibility—you won’t be stuck behind the scenes. You’ll help shape programs that directly impact how our people grow, thrive, and succeed.
We move quickly, provide clear feedback, and promote from within. If you’re proactive, people-focused, and ready to build something meaningful, this is the place to do it.
Perks and Benefits
- Health, dental, and vision insurance (starts Day 1)
● 401(k) with employer match
● 15 paid vacation days + all federal holidays
● $1,000/year learning stipend
● Hybrid work policy with 2 in-office days/week
● Monthly wellness allowance
How to Apply
We don’t rely on résumés alone to make hiring decisions. We use WorkScreen to evaluate real skills in real time—so we can hire based on ability, not buzzwords.
Click the link below to complete a short, structured evaluation:
👉 [Insert WorkScreen link]
✅ Job Description for Entry-Level / Willing to Train
📌 Job Title: Entry-Level Training Coordinator – Learn and Grow With Us at BrightCore Technologies
💼 Type: Full-Time | Hybrid
💰 Salary: $48,000–$55,000/year
🕒 Schedule: Mon–Fri, 9AM–5PM
🎥 Meet the Manager: Hear from Jenna on why this is a great first step into L&D
Who We Are
BrightCore Technologies creates automation tools that help small businesses do more with less. From local retailers to national logistics teams, our platform simplifies work and saves time.
With a team of 120 based out of New York, we’re small enough to move fast and big enough to make a real impact. Our people are curious, kind, and committed to personal growth. If you’re just starting out in HR or training and want mentorship plus room to grow, BrightCore is a great place to start your journey.
What You’ll Do
We’ll train you to:
● Support employee onboarding
● Coordinate training events and logistics
● Organize learning materials and track participation
● Help manage our LMS system
● Communicate with internal teams about learning needs
What We’re Looking For
- Great communicator, both written and spoken
● Highly organized and detail-oriented
● Excited to learn tools like Trello, Notion, Zoom, and LMS platforms
● A team player with initiative and curiosity
● Bonus: Any prior experience planning events, training, or working in a school or community role
✨ You don’t need experience in a similar role—we’re open to training the right person.
Why This Role Is a Great Fit
You’ll get more than just a job—you’ll get direction, mentorship, and room to grow. We’re hiring you for your potential, not just your résumé. You’ll have a chance to build confidence, gain experience, and eventually take ownership of entire programs.
Perks and Benefits
- Paid time off + paid holidays
● Full health, dental, and vision insurance
● Monthly 1:1 mentorship check-ins
● Learning stipend and development budget
● Hybrid work flexibility
● Access to senior leaders and team-building events
How to Apply
We use WorkScreen to make our hiring process fair and efficient.
Click the link below to complete a short evaluation that helps us understand your strengths—no résumé fluff required.
👉 [Insert WorkScreen link]
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.
Breakdown of Why These Training Coordinator Job Posts Work
Now that you’ve seen both versions—a post for an experienced hire and one for someone entry-level—let’s break down what actually makes them effective.
These job posts weren’t just written to fill space. They were designed to connect with real candidates and attract the kind of people who will thrive in the role.
Here’s why they work:
✅ 1. The Job Titles Are Clear, Specific, and Human
Instead of “Training Coordinator” alone, the experienced post says:
“Training Coordinator at BrightCore Technologies (New York, NY)”
And the entry-level version reads:
“Entry-Level Training Coordinator – Learn and Grow With Us at BrightCore Technologies”
These titles are informative and intentional—they tell candidates who it’s for, what level it’s at, and why it matters.
✅ 2. The Intros Provide Context and Set the Tone
Each post starts with a warm, human intro that explains what the company does and why the role exists.
No corporate fluff. Just clear, motivating context that helps candidates feel like they’re joining something with purpose.
✅ 3. There’s a Video Element That Builds Trust
Adding a Loom or YouTube video from the hiring manager gives your job post a personal touch.
It shows candidates there are real people behind the brand and sets you apart from the hundreds of faceless, text-only job ads online.
✅ 4. The Responsibilities Are Framed Around Impact
Instead of listing generic tasks like “Coordinate training events,” the post says:
“You’ll help shape programs that directly impact how our people grow, thrive, and succeed.”
It gives the role meaning. It shows how the person’s work fits into the bigger picture—and that’s exactly what high-quality candidates want to see.
✅ 5. It Speaks to Both Competency and Character
In the requirements section, the post doesn’t just ask for experience. It also calls out qualities like:
- Curiosity
- Initiative
- Communication
- Passion for helping others learn
This invites applicants who are a strong values match—even if they’re not a 100% match on paper.
✅ 6. Perks and Benefits Are Clearly Listed
Too many job posts bury this info—or skip it entirely.
Here, both posts:
- List compensation upfront
- Share health and wellness perks
- Mention growth opportunities
- Provide time-off and flexibility info
This builds trust and transparency, which is what top candidates expect.
✅ 7. Why This Role Is a Great Fit = Your Pitch
This section isn’t just filler. It makes the case for why the candidate should care.
It shifts the mindset from “Here’s what we need” to “Here’s why this could be a great opportunity for you.”
That’s a big emotional unlock—and it helps convert passive job seekers into motivated applicants.
✅ 8. The Hiring Process Respects the Candidate
Rather than a cold “only shortlisted applicants will be contacted,” both posts say:
“We use WorkScreen to evaluate real skills in real time—so we can hire based on ability, not buzzwords.”
And they promise updates, fairness, and structure. This makes the company look modern and respectful—two huge differentiators in today’s market.
Example of a Bad Training Coordinator Job Description (And Why It Fails)
❌ Bad Job Post Example
Job Title: Training Coordinator
Company: GlobalTech Solutions
Job Type: Full-Time
Location: Remote
Deadline: August 30, 2025
Job Summary:
GlobalTech Solutions is looking for a Training Coordinator to oversee employee training and development. The ideal candidate will be responsible for organizing training sessions, maintaining training records, and supporting the HR department.
Key Responsibilities:
● Plan training sessions
● Coordinate with departments
● Maintain training documentation
● Assist with onboarding
Requirements:
● Bachelor’s degree in Human Resources or related field
● 3–5 years of experience in a training role
● Proficiency in Microsoft Office
● Strong communication skills
How to Apply:
Send your resume and cover letter to hr@globaltech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Title Is Too Generic
It simply says “Training Coordinator.” That’s functional, but it doesn’t speak to level, company personality, or value. It could be for any organization, in any industry, at any level.
2. The Introduction Is Cold and Empty
“GlobalTech Solutions is looking for a Training Coordinator…” tells the candidate nothing about the company, mission, team, or why this role exists. It reads like a placeholder.
3. No Mention of Culture or Values
There’s zero insight into what it’s like to work at GlobalTech—no mention of the work environment, leadership style, or how employees are treated. This is a missed opportunity to connect emotionally.
4. No Salary or Benefits Info
Nothing about compensation, health benefits, time off, or perks. This lack of transparency can create doubt and deter top-tier applicants who expect clarity upfront.
5. Responsibilities Are Too Vague
“Plan training sessions” and “coordinate with departments” don’t give a realistic picture of what the day-to-day looks like. There’s no context, no outcomes, and no impact described.
6. The Requirements Are Rigid and Uninspiring
It demands 3–5 years of experience and a degree without explaining why—and offers no flexibility for capable, self-taught candidates. There’s also no mention of soft skills like initiative, adaptability, or empathy, which are crucial for training roles.
7. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” is cold and outdated. It sets the tone that applicants are interchangeable. In today’s hiring landscape, that’s a major red flag.
8. No Call to Action, No Personality
There’s no human touch, no encouragement to apply, no video, and no effort to connect with the reader. It feels like a formality—not an opportunity.
Bonus Tips That Make Job Posts Stand Out
Once you’ve nailed the essentials—like a clear job title, warm intro, and transparent perks—there are a few advanced touches that can take your Training Coordinator job post from good to unforgettable.
Here’s what great companies include that most others overlook:
🔐 Tip 1: Add a Security / Privacy Notice
In an age of phishing and fake job scams, this simple addition builds trust with candidates and reassures them that they’re in good hands.
What to say:
🔒 “We take your privacy seriously. We’ll never ask for payment, banking info, or personal financial details at any stage of the hiring process.”
🌴 Tip 2: Mention Leave Days and Flexibility
Top candidates care about work-life balance. Mentioning PTO or flexible schedules helps your post stand out from the many that overlook this.
How to phrase it:
“Enjoy up to 15 vacation days per year, plus company holidays and flexible hours to help you recharge and stay productive.”
📈 Tip 3: Highlight Growth and Training Opportunities
This is especially important for Training Coordinator roles—after all, you’re asking someone to build learning programs. They’ll want to know that they will be supported, too.
Add something like:
“We invest in our people. You’ll receive a $1,000 annual learning budget and regular 1:1 mentorship to support your growth.”
🎥 Tip 4: Include a Loom or YouTube Video From the Hiring Manager
A short, friendly video creates a sense of connection and helps humanize your brand. It can be as simple as:
- A 60-second Loom introducing the role
- A “Why I love working here” message from the manager
- A quick explanation of the team’s mission
What to say in your job post:
🎥 “Before you apply, hear from Jenna—our People Ops Lead—about why this role matters and what to expect from our 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
🧭 Tip 5: Make the Hiring Process Clear and Encouraging
Let candidates know what to expect. If you use WorkScreen or another structured system, tell them how it works and why it benefits them.
You might say:
“We use WorkScreen to keep hiring fair and transparent. You’ll complete a short, role-specific evaluation so we can understand your skills—not just your résumé.”
These small additions don’t just make your post look better—they signal respect, transparency, and modern hiring practices. And that’s exactly what today’s best candidates are looking for.
Should You Use AI to Write Job Descriptions?
Let’s be honest—AI tools can be tempting. With one click, you can generate a full job description in seconds. Some ATS platforms like Workable and Manatal even offer AI-generated job post features built in.
But here’s the problem:
When you rely on AI without any real input, you end up with a post that sounds like every other one out there.
Generic. Lifeless. Full of buzzwords.
And that won’t attract top talent.
❌ Why You Shouldn’t Let AI Write Your Job Posts for You
Using AI without context or strategy can backfire. Here’s why:
- It sounds like filler. Candidates can tell when a post was written by a bot—it reads like it was designed for Google, not people.
- It attracts low-effort applicants. Generic posts get generic responses—people who mass-apply without reading.
- It reflects poorly on your brand. Your job post is often the first impression a candidate gets. If it feels thoughtless, they assume your company is too.
✅ How to Use AI the Right Way
AI can still be a powerful tool—if you give it the right ingredients. Don’t ask it to create from scratch. Instead, treat it like a writing assistant.
Here’s how to prompt it properly:
🎯 Sample AI Prompt for a Training Coordinator Role:
“Help me write a job post for our company, BrightCore Technologies.
We’re hiring a Training Coordinator to organize onboarding and employee development programs.
Our culture is fast-paced, human-centered, and growth-focused.
We want to attract someone who is organized, great with people, and excited to help others learn.
We offer full benefits, hybrid work flexibility, a $1,000 annual learning budget, and a 401(k) match.
Our hiring process includes a short WorkScreen evaluation to keep things fair and efficient.
Here are a few raw notes I’ve written to get started: [Paste notes here].”
Then, tell the AI to:
- Clean up the flow
- Keep the tone friendly and human
- Include a compelling CTA
- Add clarity, but don’t erase your personality
⚠️ Final Reminder:
AI is a tool to polish your writing—not to replace your voice.
The more context you give it, the better your result will be.
The less you guide it, the more you’ll end up with a copy-paste post that no one cares about.
Hire Smarter, Faster, and More Confidently with Workscreen.ioBuild 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
✅ Option 1: Conversational Job Description (Culture-First Style)
📌 Job Title: Training Coordinator at [Company Name]
💼 Type: [Full-Time / Part-Time] | [Hybrid / Remote / On-Site]
💰 Salary: [Insert Salary Range]
🕒 Schedule: [Insert Working Hours or Flex Details]
🎥 [Insert video link from hiring manager if available]
Who We Are
At [Company Name], we believe that great teams don’t just happen—they’re built through intentional growth, clear communication, and continuous learning. That’s where you come in.
We’re hiring a Training Coordinator to help onboard new hires, organize employee development programs, and keep our internal learning systems running smoothly.
If you love helping people grow, enjoy organizing projects, and want to be part of a company that values clarity and learning, you’ll feel right at home here.
What You’ll Do
- Lead onboarding and coordinate internal training sessions
● Partner with department heads to identify learning needs
● Maintain and improve our internal training resources
● Track participation and performance metrics
● Support our LMS platform and keep documentation updated
What We’re Looking For
- Organized, people-oriented, and tech-savvy
● Strong communicator and self-starter
● Experience in training, L&D, or HR is a plus—but not required
● Passionate about helping others grow
Why This Role Is a Great Fit
You’ll play a meaningful role in helping people do their best work. You’ll get autonomy, support, and room to make real improvements. We’re looking for someone who doesn’t just follow checklists—but wants to build better ones.
Perks and Benefits
- [Health, dental, vision insurance]
● [Paid vacation + holidays]
● [401(k) or retirement plan]
● [Learning and development budget]
● [Flexible work hours or hybrid options]
How to Apply
We use WorkScreen to make hiring fair and simple.
Click below to take a short evaluation so we can learn about your strengths—beyond your résumé.
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Format – Job Brief + Responsibilities + Requirements
📌 Job Title: Training Coordinator
📍 Location: [Insert Location or “Remote”]
💼 Job Type: [Full-Time / Part-Time]
💰 Salary: [Insert Range]
🎥 [Insert video link from hiring manager if available]
Job Brief
We’re looking for a Training Coordinator to develop and manage onboarding, professional development, and learning initiatives. You’ll work closely with department leads to ensure our team continues to learn, grow, and succeed.
Key Responsibilities
- Schedule and coordinate employee onboarding
● Identify training needs across departments
● Manage LMS systems and digital resources
● Track attendance and feedback from participants
● Assist in the development of training materials and documentation
Required Skills and Qualifications
- Strong organizational and communication skills
● Ability to manage multiple projects and timelines
● Familiarity with training tools or LMS systems (preferred)
● Experience in a similar role (optional but a plus)
Perks and Benefits
- [Medical, dental, and vision insurance]
● [Annual learning stipend]
● [Paid time off + public holidays]
● [Remote/hybrid flexibility]
● [Career growth and internal promotion opportunities]
How to Apply
We use WorkScreen to fairly assess all applicants. You’ll complete a short, role-specific evaluation—no guesswork, no résumé bots.
👉 [Insert WorkScreen Link]
WorkScreen.io – Your Smartest Hiring Step After Writing the Job Post
Writing a strong job post is only half the battle.
The real challenge? Figuring out who’s actually qualified—especially when applications start flooding in, and many look polished on paper but fall short in practice.
That’s where WorkScreen.io comes in.
🎯 WorkScreen helps you:
✅ 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 administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to 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 applicants (including AI-generated ones)
WorkScreen automatically eliminates low-effort applicants 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.
✅ Make hiring faster, fairer, and more efficient
By the time you interview, you’re not starting from scratch. You already know which applicants have the skills and mindset you’re looking for—because they’ve proven it through a structured, bias-free evaluation.
So after you publish your job post, don’t leave your hiring process to chance. Let WorkScreen.io handle the heavy lifting—so you can hire confidently, save time, and avoid costly hiring mistakes.
FAQ
While both roles support employee learning and development, they differ in scope and responsibility:
- Training Coordinators are typically focused on organizing and executing training logistics. They handle scheduling, onboarding sessions, tracking attendance, and maintaining learning systems or materials.
- Training Managers, on the other hand, take a more strategic role. They design learning programs, set departmental training goals, lead instructional design, manage training budgets, and may oversee a team of coordinators or trainers.
Think of the coordinator as the operations side of training—and the manager as the architect behind the program.
Here are the core skills that set strong Training Coordinators apart:
- Organizational skills: They must manage multiple programs, schedules, and resources without dropping the ball.
- Communication: Coordinating across teams requires clear, concise, and professional communication.
- Tech-savviness: Familiarity with LMS platforms, scheduling tools, and virtual training tech (like Zoom or Notion) is crucial.
- People skills: They often work with new hires, managers, and vendors—so relationship-building matters.
- Attention to detail: Coordinators handle important records, evaluations, and logistics. Nothing should slip through the cracks.
- Adaptability: Training needs evolve fast—especially in hybrid or remote environments.
As of 2025, the average salary for a Training Coordinator in the U.S. ranges from $50,000 to $68,000 per year, depending on location, experience, and company size.
- In larger cities like New York or San Francisco, experienced coordinators can earn $70,000+.
- Entry-level roles or those in smaller markets may start around $45,000–$50,000.
Offering a clear salary range in your job post helps build trust and attracts serious applicants.
Yes—as long as the candidate has strong soft skills (organization, communication, initiative) and a genuine interest in people development.
Many great coordinators come from backgrounds like:
- Office administration
- Education
- Customer service
- Event planning
- Project coordination
If you have a mentorship or training system in place, hiring for potential and mindset can be just as effective as hiring for experience.
