Free Job Description Template
Five complete, copy-ready job descriptions for the most common roles. Real content, not placeholders. Select a role below and copy the full text directly into your job posting tool.
Software Engineer
About the Role
We are looking for a Software Engineer to join our product engineering team. You will design, build, and maintain features that are used daily by tens of thousands of users. This is a full-stack role with a backend emphasis: you will own features end-to-end from technical design through deployment and monitoring. You will work in small cross-functional squads with a product manager and a designer, shipping on a two-week sprint cadence.
What You Will Do
- Design and implement new product features across the backend (Node.js / Python / Go) and frontend (React)
- Write clean, well-tested code reviewed by peers before merging to production
- Participate in on-call rotation to maintain service reliability and respond to incidents
- Collaborate with product and design to refine requirements before development starts
- Identify and address performance bottlenecks, security vulnerabilities, and technical debt
- Contribute to architectural decisions and technical roadmap discussions
- Mentor junior engineers through code reviews and pair programming sessions
- Write internal documentation for systems you own
Requirements
- 3+ years of professional software engineering experience
- Strong proficiency in at least one backend language (Node.js, Python, Go, Java, or Ruby)
- Experience building and consuming REST or GraphQL APIs
- Familiarity with relational databases (PostgreSQL or MySQL) and query optimisation
- Understanding of software testing principles: unit, integration, and end-to-end tests
- Experience with Git and CI/CD pipelines
- Ability to communicate clearly in English, both written and verbal
Nice to Have
- Experience with cloud platforms (AWS, GCP, or Azure)
- Knowledge of containerisation and orchestration (Docker, Kubernetes)
- Previous experience at a SaaS or product-led growth company
- Contributions to open-source projects
What We Offer
- Salary: $[X,000] – $[Y,000] per year (depending on experience)
- Equity: [X]% stock option pool participation
- Remote-first work environment with [X] days per year of on-site collaboration
- $[X,000] annual learning and development budget
- Health, dental, and vision insurance (fully covered for employee, [X]% for dependants)
- 26 days paid annual leave plus public holidays
- Home office setup allowance: $[X,000] one-time
Our Interview Process
1. Recruiter screen (30 min) → 2. Hiring manager conversation (45 min) → 3. Technical interview (90 min, no whiteboard — real-world problem) → 4. Values interview with two team members (45 min) → Offer within 5 business days of final interview.
[Company Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Sales Manager
About the Role
We are hiring a Sales Manager to lead and grow a team of [X] Account Executives. Your primary responsibility is to coach your team to consistently hit quota, build a healthy pipeline, and develop the skills of each individual contributor. You will own revenue targets for your segment and be a key contributor to the sales strategy. This role is right for someone who has already proven they can close deals themselves and is ready to multiply their impact through a team.
What You Will Do
- Lead weekly 1:1s and team meetings to coach, develop, and unblock Account Executives
- Own the monthly and quarterly revenue forecast for your team’s segment
- Join customer calls at key deal stages (discovery, demo, negotiation) to support and coach
- Review and improve outbound messaging, call scripts, and sales sequences
- Collaborate with marketing on ICP definition, lead quality, and campaign feedback
- Partner with product on roadmap feedback from the market
- Hire, onboard, and ramp new Account Executives in partnership with HR
- Maintain CRM data hygiene standards and enforce accurate pipeline reporting
Requirements
- 5+ years of B2B SaaS sales experience, with at least 2 years managing a sales team
- Consistent track record of meeting or exceeding quota as both an individual contributor and manager
- Strong command of a structured sales methodology (MEDDIC, Challenger, SPIN, or equivalent)
- Proficiency with CRM platforms (Salesforce or HubSpot)
- Excellent verbal and written communication skills
- Experience with deals in the $[X,000] – $[Y,000] ACV range
Nice to Have
- Experience selling to HR, People Ops, or Talent Acquisition buyers
- Background in a PLG (product-led growth) or sales-assisted model
- Experience managing a fully remote sales team
What We Offer
- Base salary: $[X,000] – $[Y,000] per year
- On-target earnings (OTE): $[X,000] – $[Y,000] (uncapped commission above target)
- Equity participation in company stock option plan
- Health, dental, and vision insurance
- 26 days paid annual leave plus public holidays
- $[X,000] annual professional development budget
- Quarterly team off-sites
Our Interview Process
1. Recruiter screen (30 min) → 2. Hiring manager interview (60 min) → 3. Sales leadership panel (60 min) → 4. Case study presentation: build a 90-day plan → Offer within 5 business days.
[Company Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Marketing Manager
About the Role
We are looking for a Marketing Manager to own the strategy and execution of our demand generation and content marketing programmes. You will plan and execute campaigns across multiple channels, manage the marketing calendar, and work closely with sales to ensure lead quality and pipeline coverage. This role requires someone equally comfortable with strategy and hands-on execution — you will be writing copy, briefing agencies, analysing campaign data, and presenting results to leadership.
What You Will Do
- Plan and execute multi-channel campaigns (content, email, paid, events, partnerships) to generate qualified pipeline
- Own the editorial calendar: plan, brief, and publish content across the blog, social, and email newsletters
- Manage relationships with freelancers, design agencies, and media vendors
- Analyse campaign performance and present weekly reporting on pipeline contribution
- Work with the sales team to understand ICP feedback and refine messaging
- Manage the marketing budget and track spend-to-pipeline ratios
- Coordinate product launches and feature announcements in collaboration with product
- Own SEO strategy in collaboration with content team and external agency
Requirements
- 4+ years of B2B marketing experience, preferably in SaaS
- Experience owning demand generation or content marketing programmes end-to-end
- Strong analytical skills: comfortable in Google Analytics, CRM reporting, and marketing dashboards
- Excellent writing and editing skills; able to produce compelling copy and brief writers effectively
- Experience managing marketing budgets and third-party vendors
- Proficiency with marketing automation tools (HubSpot, Marketo, or equivalent)
Nice to Have
- Experience marketing to HR, People Ops, or recruiting audiences
- Background in PLG or product-marketing alignment
- Familiarity with paid acquisition (Google Ads, LinkedIn Ads)
What We Offer
- Salary: $[X,000] – $[Y,000] per year
- Performance bonus: up to [X]% of annual salary
- Health, dental, and vision insurance
- $[X,000] annual learning budget
- 26 days paid annual leave plus public holidays
- Flexible working hours and remote-first culture
Our Interview Process
1. Recruiter screen (30 min) → 2. Hiring manager interview (60 min) → 3. Portfolio and work sample review → 4. Cross-functional panel (marketing, sales, product) → Offer within 5 business days.
[Company Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Operations Manager
About the Role
We are hiring an Operations Manager to own the systems, processes, and day-to-day execution that keep the business running efficiently. You will identify operational bottlenecks, design and implement fixes, manage vendor relationships, and ensure cross-functional teams have the tools and processes they need to perform at their best. This role is ideal for someone who is both a structured thinker and an effective executor — you are comfortable writing a process document in the morning and resolving a supply chain issue in the afternoon.
What You Will Do
- Map, document, and continuously improve core business processes across functions
- Own the company’s operational tooling stack: evaluate, procure, and onboard new tools
- Manage vendor and supplier relationships, including contract renewals and SLA performance
- Lead weekly ops reviews with department heads to surface and resolve blockers
- Build and maintain reporting dashboards tracking key operational KPIs
- Drive cross-functional projects to completion, managing timelines and stakeholder communication
- Support headcount planning and resource allocation alongside finance and HR
- Identify cost-saving opportunities and lead initiatives to reduce operational overhead
Requirements
- 4+ years of operations, business operations, or strategy experience
- Demonstrated ability to design and implement process improvements that delivered measurable results
- Strong project management skills with experience running cross-functional initiatives
- Proficiency with project management and collaboration tools (Notion, Asana, Linear, or equivalent)
- Analytical mindset: comfortable with spreadsheets, dashboards, and data-driven decisions
- Excellent written and verbal communication skills
Nice to Have
- Experience in a high-growth startup environment
- Background in supply chain, logistics, or manufacturing operations
- Lean, Six Sigma, or similar process improvement certification
What We Offer
- Salary: $[X,000] – $[Y,000] per year
- Performance bonus: up to [X]% of annual salary
- Health, dental, and vision insurance
- 26 days paid annual leave plus public holidays
- $[X,000] annual professional development budget
- Flexible working arrangement (hybrid or remote where applicable)
Our Interview Process
1. Recruiter screen (30 min) → 2. Hiring manager interview (60 min) → 3. Operations case study (take-home, 2 hours) → 4. Panel with cross-functional stakeholders → Offer within 5 business days.
[Company Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Customer Success Manager
About the Role
We are looking for a Customer Success Manager to own a portfolio of [X] accounts totalling approximately $[X]M in ARR. Your goal is to make customers successful, retain their business, and grow it. You will be the primary point of contact for your accounts from onboarding through renewal, building deep relationships with both day-to-day users and executive sponsors. You will proactively identify customers at risk, drive product adoption, and create expansion opportunities in collaboration with the sales team.
What You Will Do
- Own the full post-sale customer lifecycle: onboarding, adoption, QBRs, renewal, and expansion
- Conduct regular check-in calls and quarterly business reviews with your portfolio
- Track product adoption metrics and intervene proactively when usage drops below health thresholds
- Identify expansion opportunities and collaborate with AEs to close upsells
- Collect and relay product feedback to the product team on behalf of your customers
- Manage at-risk customers and develop recovery plans in coordination with management
- Maintain accurate account records in CRM (Salesforce / HubSpot)
- Contribute to team playbooks, onboarding guides, and internal knowledge base articles
Requirements
- 3+ years of customer success, account management, or client services experience at a SaaS company
- Track record of maintaining NRR (net revenue retention) at or above [X]%
- Strong presentation and relationship-building skills; comfortable presenting to C-suite stakeholders
- Ability to manage a large portfolio without letting accounts go silent
- Proficiency with CRM tools (Salesforce, HubSpot) and CS platforms (Gainsight, Totango, or equivalent)
- Excellent written and verbal communication skills
Nice to Have
- Experience with HR tech, ATS, or HR software platforms
- Background managing enterprise accounts ($100K+ ACV)
- Experience building onboarding programmes and customer education content
What We Offer
- Base salary: $[X,000] – $[Y,000] per year
- Variable compensation: up to [X]% of base tied to retention and expansion targets
- Health, dental, and vision insurance
- 26 days paid annual leave plus public holidays
- $[X,000] annual learning and development budget
- Remote-first with [X] company off-sites per year
Our Interview Process
1. Recruiter screen (30 min) → 2. Hiring manager interview (60 min) → 3. Mock QBR presentation with two members of the CS team → 4. Values interview (30 min) → Offer within 5 business days.
[Company Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
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Request a demo →Frequently Asked Questions
What should a job description include?
A complete job description should include: job title, department and reporting line, a brief about the role paragraph, key responsibilities (8–12 bullet points), required qualifications, preferred qualifications, compensation range, benefits, work location and arrangement, and an equal opportunity employer statement. Lead with what the candidate will accomplish, not just a list of tasks.
How long should a job description be?
Research from job boards shows that descriptions between 300 and 700 words receive the most applications. Descriptions under 300 words leave candidates without enough information to self-qualify. Over 1,000 words sees significantly lower application rates. The sweet spot for most roles is 400–600 words of substantive content.
Should I include salary in a job description?
Yes. Job descriptions with a salary range receive significantly more qualified applications. Several US states now legally require salary transparency. Beyond compliance, it saves time for both parties by filtering mismatched expectations before interview. A broad range is better than nothing.
How do I write a job description that attracts qualified candidates?
Five evidence-based practices: (1) Lead with outcomes, not activities. (2) Separate requirements from nice-to-haves clearly. (3) Include actual team size and reporting line. (4) Describe the interview process upfront. (5) Avoid jargon and superlatives like "rockstar" or "ninja" — they reduce diversity of applicants.