Ever notice how some job descriptions feel like they were written by robots, while others seem to speak directly to you? The difference often comes down to how well they blend clarity with a bit of personality. And when it comes to hiring a Sales Manager, you want to get this right—because you’re not just filling a seat. You’re bringing on someone who will steer revenue, inspire teams, and, frankly, make or break your sales targets.

So, how do you craft a job description that doesn’t just fill up your inbox with lukewarm resumes but actually draws in sharp, motivated sales leaders? Let me walk you through it.

First Things First—What’s the Real Story?

Before you start typing out bullet points, pause for a second. Ask yourself: what’s the real story behind this role? Are you scaling up fast and need someone to build a team from scratch? Or are you a mature company looking for someone to fine-tune an existing machine?

Here’s the thing—candidates aren’t just skimming for titles and salaries (though, let’s be honest, that matters too). They want context. A glimpse into your company’s vibe. A reason to care.

So, start your job description with a short, compelling intro. Something like:

“We’re a fast-growing tech company shaking up the logistics industry, and we’re on the lookout for a hands-on Sales Manager to lead our small but mighty sales team. If you thrive in fast-paced environments and know how to turn strategy into action, you’ll love this role.”

Notice how that tells a story? It plants a seed of excitement—and that’s what hooks people.

Break It Down, But Don’t Overwhelm

You’ll want to follow up that intro with a clear breakdown of what the role actually involves. But resist the urge to list every single thing they might possibly touch. A wall of bullet points screams “boring” and can scare off even qualified folks who don’t check every single box.

Instead, focus on the core responsibilities—the 5 to 7 things they’ll be doing most days. For example:

What You’ll Be Doing:

• Lead and coach a team of 5-10 sales reps to meet and exceed monthly and quarterly targets.
• Build scalable sales strategies in partnership with the VP of Sales.
• Analyze pipeline and forecast data to drive decision-making and report to leadership.
• Collaborate with marketing on lead generation campaigns.
• Develop relationships with key clients and close high-value deals.

And sure, you can add a few extras if they’re important—like mentoring junior team members or helping refine pricing models—but keep it concise. Less is often more.

Spell Out the Skills—but Keep It Human

Here’s where it gets tempting to dust off that “must have 7+ years of sales management experience” line. And yeah, experience matters—but don’t stop there.

Think about qualities that make someone thrive in your environment. Does this person need to be scrappy? Analytical? A pro at coaching underperformers?

What We’re Looking For:

• 5+ years of experience in sales, with at least 2 in a leadership role.
• Strong background in B2B sales (bonus points if you’ve worked in SaaS or logistics).
• Proven track record of exceeding revenue targets.
• Ability to lead with empathy and motivate diverse teams.
• Comfortable analyzing data to inform strategy and decisions.
• Strong communication and negotiation skills.

And while you’re at it, drop in some soft skills. Sales Managers are leaders, after all, and leadership is as much about emotional intelligence as it is about KPIs.

Culture Isn’t Just a Buzzword

Here’s where you can make or break a candidate’s interest. People want to work somewhere where they feel like they’ll belong—and thrive.

So, give them a peek behind the curtain. Are you a tight-knit team that loves brainstorming over coffee? A high-growth startup with a “fail fast, learn faster” mindset? Don’t just toss in generic phrases like “fun culture” or “collaborative team.”

Instead, be specific:

“We value curiosity, humility, and a bit of humor. We celebrate wins together—and learn from losses without pointing fingers. If you’re someone who enjoys solving challenges with a team that has your back, we want to hear from you.”

Feels more human, right?

Don’t Forget the Perks—But Be Real

Yes, everyone loves perks, but be honest about what you offer. It’s not about throwing in buzzwords like “unlimited PTO” if no one ever actually takes time off.

Do you offer flexible hours? A professional development budget? Remote-first culture? Spell it out.

What’s In It for You:

• Competitive base salary + uncapped commission
• Flexible work environment (we’re hybrid, but remote is cool too)
• Health, dental, and vision coverage from day one
• Annual learning stipend to support your growth
• Team retreats twice a year (think cabins, hiking, and plenty of food)

And if you can, add a human touch. Something like, “Oh, and we really mean it when we say we care about work-life balance—your weekends should belong to you, not your inbox.”

A Quick Note on Salary Transparency

Depending on where you’re located, including salary ranges might be a legal requirement. But even if it’s not, listing a range can build trust and weed out mismatches early.

Candidates appreciate it, and it shows you respect their time.

Wrap It Up Like You’re Talking to a Person, Not an Algorithm

End on a warm, direct note. Invite people to apply in a way that feels welcoming, not robotic.

“Sound like your kind of challenge? We’d love to meet you. Hit ‘apply’ and let’s chat.”

See how that feels like a conversation, not a transaction?

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The Bottom Line

Writing a killer Sales Manager job description isn’t about stuffing in every corporate cliché you’ve ever heard. It’s about giving someone a clear, engaging window into your company, your team, and what success will look like.

So, the next time you sit down to draft one, picture that perfect candidate reading it on their phone over a cup of coffee. What’s going to make them say, “Yeah, I want to be part of this”?

That’s your north star.