Product management is one of the most misunderstood roles in tech. Every company defines it differently - and your job description needs to cut through that ambiguity. The best PM job posts are crystal clear about what this PM will actually own.
This template helps you stand out: it defines scope sharply, shows real impact, and avoids the vague "CEO of the product" cliches that experienced PMs have learned to distrust.
The Template
Product Manager
About the Role
We're looking for a Product Manager to own [specific product area or feature set]. You'll define the roadmap for [what it does] and work with engineering, design, and [other teams] to ship products that [specific outcome - e.g., help X users do Y, drive Z metric].
This is a high-impact role. [Product area] is [critical because...] - it [specific business context: drives X% of revenue / serves Y active users / is our fastest-growing segment]. The decisions you make here will shape [what].
What You'll Own
- Strategy: Define the vision and roadmap for [product area], balancing user needs, business goals, and technical constraints
- Discovery: Conduct user research, analyze data, and identify the highest-impact opportunities to pursue
- Execution: Write specs, prioritize features, and work daily with engineering and design to ship on time
- Measurement: Define success metrics, track performance, and iterate based on results
- Communication: Keep stakeholders informed, present to leadership, and align cross-functional teams
- [Role-specific responsibility that shows unique scope]
What We're Looking For
Must-haves:
- [X]+ years of product management experience (or [acceptable alternatives])
- Track record of shipping products that [achieved specific outcomes]
- Strong analytical skills - you're comfortable with data, SQL, and product analytics
- Excellent written and verbal communication
- Experience working with engineers - you understand technical tradeoffs
Nice-to-haves (not required):
- Experience in [relevant domain - e.g., B2B SaaS, marketplace, fintech]
- Background in [relevant area - e.g., growth, platform, ML products]
- Technical background (former engineer, CS degree)
- Experience at companies of similar stage/scale
How We Work
[Describe your product development process - be specific]
- Planning: [e.g., Quarterly OKRs with 6-week cycles]
- Discovery: [e.g., PM-led research with dedicated UXR support]
- Shipping: [e.g., Continuous deployment, feature flags, A/B testing]
- Decision-making: [e.g., PMs have high autonomy within their domain]
The Team
You'll join [team name], a cross-functional team of [X engineers, Y designers, Z others] focused on [team mission]. You'll report to [title] and work closely with [key collaborators].
[Optional: Describe team culture, working rhythm, or recent wins]
Compensation & Benefits
- Salary: $[X] - $[Y] depending on experience
- Equity: [Yes/No] - [brief description if yes]
- [Benefit 1 - e.g., Health/dental/vision insurance]
- [Benefit 2 - e.g., Flexible PTO / Unlimited PTO]
- [Benefit 3 - e.g., 401k matching / Retirement plan]
- [Benefit 4 - e.g., Remote work / Home office stipend]
- [Benefit 5 - e.g., Learning & development budget]
About [Company Name]
[2-3 sentences about what the company does, stage, and why someone would want to join. Be specific about your product, customers, and traction - not corporate boilerplate.]
Interview Process
- Application review (we respond within [X] days)
- 30-minute intro call with recruiter or hiring manager
- Product exercise: [format - e.g., take-home case study, live problem-solving]
- Virtual onsite (3-4 hours): Product deep dive, cross-functional interviews, leadership conversation
- References + offer
[Company Name] is an equal opportunity employer. We value diversity and don't discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Level Variations
Product management titles vary wildly between companies. Here's how to calibrate expectations for each level:
0-2 years experience
- Entry-level, often from rotational programs
- Owns smaller features or surfaces, not full products
- Heavy mentorship and structure expected
- May accept non-PM backgrounds (engineering, consulting, MBA)
- Salary range: $80K-$130K (varies by market)
Focus: Learning ability, analytical skills, user empathy. Less emphasis on PM experience.
2-5 years experience
- Standard template works well as-is
- Owns a full product area or major feature set
- Independent execution with light oversight
- Works with one or two engineering pods
- Salary range: $130K-$200K (varies by market)
Focus: Proven shipping track record, cross-functional collaboration, product sense.
5-8+ years experience
- Owns strategically important product lines
- Defines roadmap with minimal guidance
- Influences company-wide product direction
- May mentor junior PMs (but not manage)
- Salary range: $180K-$280K (varies by market)
Add: "Shape product strategy" and "Define multi-quarter roadmaps"
8+ years experience
- Manages multiple PMs or a PM team
- Owns entire product pillars or business units
- P&L or major metric ownership
- Executive stakeholder management
- Salary range: $250K-$400K+ (varies by market)
Add: "Build and develop PM team" and "Own [metric] across the [area]"
B2B vs B2C Differences
The PM role changes significantly based on customer type. Adjust your job description accordingly:
| Aspect | B2B Products | B2C Products |
|---|---|---|
| Customer access | Direct relationships, sales team input, customer calls | Data-driven, surveys, analytics, A/B tests |
| Success metrics | ARR, retention, NPS, feature adoption | DAU/MAU, engagement, conversion, virality |
| Stakeholders | Sales, CS, enterprise customers | Marketing, growth, analytics |
| Ship cadence | Quarterly releases, customer-driven timelines | Continuous shipping, rapid experimentation |
| Key skills | Sales enablement, roadmap negotiation, enterprise needs | Data analysis, growth levers, consumer psychology |
B2B job description tips
- Mention "enterprise" or "B2B SaaS" experience if relevant
- Emphasize stakeholder management and sales collaboration
- Note deal size context ($X ACV, mid-market vs enterprise)
- Call out compliance/security if relevant (SOC2, HIPAA)
B2C job description tips
- Emphasize data fluency and experimentation mindset
- Mention scale (MAU, transactions processed)
- Highlight growth experience if it's a growth role
- Note consumer app experience if mobile-focused
2025 Salary Benchmarks
These ranges reflect US market rates for product managers. PM comp varies significantly by company stage and location.
| Level | Startup (Seed-A) | Growth Stage | Big Tech |
|---|---|---|---|
| APM (0-2 yr) | $80K - $110K | $100K - $140K | $130K - $200K |
| PM (2-5 yr) | $110K - $160K | $140K - $200K | $200K - $320K |
| Senior PM (5+ yr) | $150K - $220K | $180K - $280K | $280K - $450K |
| Director (8+ yr) | $180K - $280K | $240K - $380K | $400K - $700K |
Note: Big Tech total comp is heavily weighted toward equity (RSUs). At senior levels, equity can exceed base salary. Growth stage comp increasingly includes equity. Early-stage startup equity is high risk/high reward and varies dramatically in value.
Writing Tips for PM Job Descriptions
Define the product area clearly
"Product Manager" means nothing without context. Be specific: "PM for our checkout experience" or "PM for enterprise integrations." Candidates need to picture themselves in the role.
Show business impact
"Drive product roadmap" is generic. "Own a product serving 2M monthly users" or "Define strategy for our $40M ARR enterprise segment" tells a story candidates can evaluate.
Describe your PM culture
How autonomous are PMs? Do they do their own research or have UXR support? Write specs or work more collaboratively? PM roles vary wildly - be clear about yours.
Be honest about technical needs
If you need a technical PM who can discuss API design, say so. If you don't need deep technical chops, don't scare away great candidates with unnecessary requirements.
Skip "CEO of the product"
This phrase is a red flag. Experienced PMs know it usually means unclear authority, unrealistic expectations, or a company that doesn't understand product management.
Include the interview process
PM interviews are notoriously variable. Case studies? Product critiques? Analytics exercises? Telling candidates what to expect shows respect for their time.
Common Mistakes to Avoid
"You'll be the CEO of the product and own everything from strategy to execution"
"You'll define strategy and roadmap for [specific area], with support from [design, data, eng leadership]"
"CEO of product" is a cliche that signals unclear expectations. Real PMs know they don't actually have CEO authority.
"MBA required, 10+ years experience, must have shipped products to millions of users"
"3+ years PM experience shipping B2B products. MBA or equivalent experience valued but not required."
Inflated requirements exclude great candidates. Many top PMs don't have MBAs or Big Tech backgrounds.
"Strong technical background required (must be able to code)"
"Comfortable discussing technical tradeoffs with engineers. Technical background helpful but not required."
Unless you truly need a Technical PM (platform, infrastructure, ML products), coding ability isn't a real requirement.
"Product Manager - work on exciting projects with a great team!"
"Product Manager, Payments - own the checkout experience that processes $X million monthly"
Vague titles and descriptions attract unqualified applicants. Be specific about the domain.
Real-World Examples
Companies known for clear, compelling PM job descriptions:
Stripe
Known for: Extremely specific product areas, clear impact statements, strong technical context
Notion
Known for: Clear PM philosophy, honest culture description, specific team context
Linear
Known for: Concise writing, design-forward mindset, product-led growth context
Plaid
Known for: Domain expertise clarity, API/platform PM context, technical depth without gatekeeping
Study these examples, but remember: your job description should sound like your company, not a copy of someone else's.