How to Hire a Release Manager
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Release Manager Job Description
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We are seeking a Release Manager to oversee products throughout the deployment cycle. This is a high-level position, so you will need extensive experience with DevOps or change management. In this role, you will control the release timeline and make sure all employees stay on track. You will be responsible for vender management, so you should be comfortable working with venders to help with the release. Our ideal candidate has a computer science bachelor’s degree and experience with software like Jenkins, Jira, and Confluence.
Release Manager Duties and Responsibilities
- Plan the release schedule for the product
- Communicate between departments and third-party contractors
- Oversee the release cycle and handle any issues that arise
- Monitor and report progress along the way
- Communicate all changes and goals to your employees
Release Manager Skills and Requirements
- A bachelor’s degree in computer science
- Experience with various deployment and collaboration software
- Computer proficiency
- Quality assurance, DevOps, and change management experience
Personalising Your Release Manager Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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