Free template for SaaS hiring teams
A recruiter-grade template you can copy, paste, and edit in under 5 minutes. Written for how Customer Success actually works in 2026, not how HR templates described it five years ago.
The template
Customer Success Manager [Company Name] | [Location, or Remote] | Full-time About [Company Name] [Company Name] is a [one-sentence description of what your product does and who it serves]. We work with [type of customers, e.g. mid-market SaaS teams, e-commerce brands, fintech startups], and we are growing the Customer Success team to keep up with demand. The role We are hiring a Customer Success Manager to own a portfolio of [SMB / mid-market / enterprise] customers from onboarding through renewal. You will be the primary point of contact for [number] accounts, accountable for adoption, retention, and expansion within your book. What you will do - Own a portfolio of [number] customers worth approximately [$X ARR] in total contract value. - Run kickoff and onboarding sessions, partnering with Implementation to get customers to first value within [target timeline, e.g. 30 days]. - Drive product adoption through structured business reviews, in-app guidance, and proactive outreach. - Identify expansion opportunities and partner with Sales or own the upsell motion directly, depending on segment. - Manage the renewal cycle, including risk identification, executive sponsorship, and commercial negotiation. - Be the customer voice internally. Surface product feedback, escalate blockers, and influence the roadmap. What we are looking for - 2 to 4 years in Customer Success, account management, or a customer-facing role at a SaaS company. - Comfort owning retention numbers. You should be able to discuss your previous gross retention and net retention figures. - Strong written and verbal communication, including with senior stakeholders at customer accounts. - Experience with a modern CS tooling stack (Gainsight, Catalyst, Vitally, Planhat, or similar) is a plus, not a requirement. - A bias toward action. The strongest CSMs do not wait for a process to exist before solving a customer problem. Compensation and benefits - Base salary: $[X] to $[Y] depending on experience. - On-target earnings: $[X] (including renewal and expansion incentives). - Equity: [yes / no, range if yes]. - Health, dental, vision, [other relevant benefits]. - [Remote stipend, learning budget, parental leave, etc.] How to apply [Apply link or email] We respond to every application within [timeline].
Replace bracketed placeholders with your own copy. Reference the salary database before setting the compensation range.
Get your CSM role in front of 1,000+ active Customer Success professionals on the only job board built exclusively for CS.
Post a JobThe template above is structured for the way Customer Success operates in 2026. Before publishing, walk through these four checks. Each one is a pattern we see repeatedly in job descriptions that go live but never generate qualified applicants.
SMB CS is high-volume, tech-touch, automation-heavy. Mid-market is the classic relationship-and-renewal role. Enterprise CS is executive sponsorship, multi-stakeholder governance, and longer cycles. Strong CSMs self-select based on segment. If your JD does not specify, you attract everyone and convert no one.
Does the CSM own renewals directly, or is renewal handled by an Account Manager? Is there an expansion target attached, or is the role pure retention? Candidates who carry quotas read job descriptions for these signals first. Vague language ("partner with the team on growth") reads as either lazy writing or a hidden quota the employer is not ready to disclose.
Compensation transparency is now standard at companies serious about hiring CS talent. Candidates filter out unlisted ranges. If your range is below market for your segment, fix the range before posting, not the transparency.
Listing 8 required platforms (Gainsight, Salesforce, Slack, Notion, Outreach, Looker, Jira, Zendesk) signals one of two things: the company does not know what the role actually needs, or the company will reject candidates who could learn any of those tools in a week. Either way it costs you applications.
Time-to-first-response matters more than any line in the JD. The strongest CSM candidates are usually interviewing at 2 or 3 companies at once. If your first reply takes 10 days, those candidates have already accepted offers elsewhere. Set up an auto-acknowledgement and aim for a human reply within 72 hours.
Track which sources convert into hires, not just applications. A niche CS board with 30 applicants where 5 reach final round outperforms a generalist board with 500 applicants where 2 reach final round, in both time and quality.
This template is written for the CSM role specifically. If you are hiring for a different level of the CS career ladder, the structure carries over but the responsibilities, segment, and compensation shift meaningfully. Director of Customer Success roles weight people-management and segment strategy. VP and Head of CS roles weight org design, board reporting, and cross-functional partnership with Sales and Product. Customer Success Associate roles weight onboarding execution and SMB volume.
We are publishing dedicated templates for each level over the coming months. In the meantime, use the CSM template as a base and adjust the scope, span of control, and compensation accordingly.
Yes. Copy it, adapt it to your company, and post it. No attribution required. The template is updated annually to reflect current CS market norms.
Base salary for a mid-level CSM in the US sits between $85,000 and $115,000 in 2026, with an OTE of $100,000 to $140,000 when expansion or renewal targets are attached. Senior CSMs fall in the $115,000 to $150,000 base range. London-based CSMs typically sit at £55,000 to £75,000 base. Check the live salary database at /salary-database before publishing.
Use ranges, not minimums. "2 to 4 years of CS or account management experience" attracts more qualified applicants than "must have 3+ years". Strict floors filter out strong career-switchers from sales, support, or implementation roles.
Aim for 400 to 600 words. Anything shorter reads like a placeholder. Anything longer loses readers before they reach the apply button. The template below is structured to land in that range once you remove the bracketed placeholders.
Avoid generic phrases like "rockstar", "ninja", "wear many hats", and "fast-paced environment". Skip an exhaustive list of preferred tools (CS candidates can learn Gainsight or Catalyst on the job). Do not bury the salary range or omit it entirely. Candidates filter on compensation first.
Generic HR templates were written for account management or support roles and rebranded as CS. This template reflects how Customer Success actually operates in 2026: renewal accountability, expansion quotas, segment-specific motions (SMB, mid-market, enterprise), and product-led adoption signals. It is written by people who have hired and worked alongside CSMs.
Post it on TopCSJobs to reach a CS-specific audience of 1,000+ active candidates. Pricing starts at $149 for a single listing, with credit packs at $399 (three) and $899 (ten). Listings also auto-distribute to Google for Jobs.