Accountant Job Description Template for Hiring Managers

If you’re hiring your first Accountant or refining an existing accountant job description, this guide provides a copy-ready template plus practical customization tips by seniority, industry, and compliance.

According to the U.S. Bureau of Labor Statistics, accountants and auditors earn a median salary in the high-$70Ks and remain in steady demand (OOH, 2023). A clear, accurate Accountant JD directly impacts applicant quality and hiring speed.

What does an Accountant do? (1–2 sentence summary)

An Accountant manages financial records, prepares and analyzes financial statements, ensures tax compliance, and maintains internal controls to support sound decision-making. They reconcile accounts, drive month-end close, and partner across teams to deliver accurate, timely reporting aligned with GAAP or IFRS/ASPE.

Copy-ready Accountant Job Description Template

Use this accountant job description template as-is, then tailor it by seniority, industry, accounting standards, and KPIs to fit your team and compliance environment.

Job brief

We’re hiring an Accountant to own day-to-day general ledger accounting, support month-end close, and deliver accurate financial statements and reports. You’ll reconcile key accounts, strengthen internal controls, and partner with Operations, FP&A, and People teams to ensure compliant, timely, decision-ready financial data.

Success looks like a predictable close, clean audits, and actionable insights that inform the business.

Responsibilities

Maintain the general ledger: prepare journal entries, reconciliations, and roll-forwards for key balance sheet accounts.
Prepare and analyze monthly, quarterly, and annual financial statements in accordance with US GAAP or IFRS/ASPE.
Support and improve the month-end close process, targeting continuous reduction in days to close.
Manage AP/AR processes (invoices, payments, cash applications) and resolve discrepancies promptly.
Ensure tax compliance (sales/use, GST/HST/PST, payroll, corporate filings) and support external tax advisors.
Strengthen internal controls, segregation of duties, and documentation; support SOX readiness where applicable.
Partner with cross-functional teams on budgets/forecasts, variance analysis, and cost tracking.
Assist with audits (internal/external): prepare PBCs, respond to requests, and remediate findings.
Identify and implement process automation opportunities in Excel, ERP, or via RPA/AI tools.

Requirements and qualifications

Bachelor’s degree in Accounting, Finance, or related field; CPA (US) or CPA designation (Canada) preferred or in progress.
2–5 years of accounting experience (GL, reconciliations, financial statements); industry experience a plus.
Strong knowledge of US GAAP; IFRS/ASPE familiarity for Canada or cross-border entities.
Proficiency with Excel (VLOOKUP/XLOOKUP, pivot tables, SUMIFS, basic Power Query) and experience with a GL/ERP (e.g., QuickBooks/Xero, NetSuite, Microsoft Dynamics 365, SAP).
Demonstrated rigor in reconciliations, variance analysis, and documentation; high attention to detail.
Understanding of internal controls, data privacy, and segregation of duties; SOX exposure a plus.
Clear written and verbal communication; ability to meet deadlines during close and audit cycles.

Compensation, benefits, and work schedule

Base pay range: $XX,XXX–$XX,XXX USD (or CAD) annually, commensurate with experience and location; variable bonus eligibility may apply.
Benefits may include health/dental/vision, retirement plan match, paid time off, professional development/CPA support, and parental leave.
Work schedule: Full-time, Monday–Friday; month-end/quarter-end close may require limited overtime. Tax season or year-end audits may add periodic hours; we provide recovery time.

Note: Include pay ranges to comply with pay transparency laws in jurisdictions such as CA, CO, NY, WA (US) and BC, ON (Canada).

Location and work arrangement (on-site, hybrid, remote)

Work arrangement: On-site/hybrid/remote. For remote/hybrid roles, core collaboration hours are [e.g., 10:00–3:00] in [Time Zone].
Occasional travel may be required for audits, inventory counts, or team planning as needed.

EEO, accessibility, and pay transparency language

Equal Opportunity: We are an Equal Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any legally protected status.
Accessibility/Accommodation: We’re committed to an accessible candidate experience. If you need a reasonable accommodation during the application or interview process, please contact [email/phone].
Pay Transparency: Compensation is based on market location, experience, and internal equity. Where required by law (e.g., CA/CO/NY/WA in the US; BC/ON in Canada), we disclose a good-faith pay range in this posting.

Customize by seniority: Staff vs Senior Accountant (with examples)

Right-size scope, autonomy, and KPIs to avoid over- or under-leveling the role and to attract the right talent for your Accountant job description.

Staff/Junior Accountant: scope, sample responsibilities, sample requirements

Staff scope: Execute core GL tasks, reconciliations, and close checklist items with guidance; grow into ownership of defined areas.

Sample responsibilities:
Prepare journal entries and reconcile cash, AR, AP, and prepaid/deferral accounts.
Assist with AP/AR, expense reports, and fixed asset tracking.
Support month-end close and help produce draft financial statements.
Compile PBC requests for auditors; maintain orderly workpapers.
Document processes and suggest incremental improvements.
Sample requirements:
Bachelor’s in Accounting/Finance; internship or 0–2 years relevant experience.
Excel fundamentals (pivots, lookups) and familiarity with a small-business GL (e.g., QuickBooks, Xero).
Basic understanding of GAAP and internal controls; eagerness to learn.
Detail-oriented, organized, and deadline-driven.

Senior Accountant: scope, sample responsibilities, sample requirements

Senior scope: Own complex areas, drive close, mentor staff, and improve controls and reporting quality; partner cross-functionally.

Sample responsibilities:
Own month-end close for multiple entities; reduce days to close and improve flux explanations.
Lead complex reconciliations (revenue/deferred revenue, inventory, leases, intercompany).
Prepare consolidated financials and management reporting; support audits end-to-end.
Strengthen internal controls, author policies, and remediate audit findings.
Partner with FP&A/Operations on budgeting, cost analysis, and system/automation projects.
Sample requirements:
4–7 years GL experience; CPA/CMA preferred; multi-entity or public-company exposure a plus.
Advanced Excel (Power Query/Power Pivot preferred) and mid-market ERP (NetSuite, Dynamics).
Strong technical accounting (ASC 606/IFRS 15, ASC 842/IFRS 16) and documentation skills.
Ability to mentor junior staff and influence cross-functional partners.

Reporting lines and decision rights by seniority

Staff typically report to an Accounting Manager or Senior Accountant; decisions focus on accurate execution and timely escalation of issues.
Seniors report to an Accounting Manager/Controller; decisions include close calendar ownership, account ownership, and input on control design.
Clarify approval limits (e.g., journal entries >$X require manager review) and areas of ownership (e.g., revenue, inventory, fixed assets).

Customize by specialization or industry

Swap in the bullets below to tailor your accountant job description template to your domain and highlight must-have expertise.

Financial/Corporate Accountant

Focus: GL integrity, consolidations, intercompany, cash management, and financial statement preparation.
Add bullets:
multi-entity consolidations
FX remeasurements
intercompany eliminations
treasury support
external reporting packages

Cost/Manufacturing Accountant

Focus: Standard costing, BOMs/routings, inventory valuation, and variance analysis.
Add bullets:
set/maintain standards
analyze PPV/labor/overhead variances
WIP and cycle counts
COGS accuracy
margin reporting
plant KPI dashboards

Nonprofit/Government Accountant

Focus: Fund/grant accounting, restricted funds, and regulatory reporting (e.g., Form 990/T3010; GASB for government).
Add bullets:
grant budget tracking
compliance with donor restrictions
fund-level reporting
cost allocation
audit readiness for single audits

Management Accountant

Focus: Budgeting, forecasting, performance reporting, and decision support; CMA preferred.
Add bullets:
rolling forecasts
cost modeling
KPI dashboards
profitability analysis
business partnering with department leads

Tax Accountant (overview and distinctions)

Focus: Corporate tax compliance, tax provision (ASC 740/IFRS), and indirect taxes (sales/GST/HST/PST).
Add bullets:
prepare/review returns
maintain tax calendars
nexus and registration management
research tax planning opportunities
manage audits by tax authorities

Standards, controls, and tooling to cite in your JD

Calling out the right standards, controls, and tools attracts qualified candidates and screens out mismatches early in the hiring process.

Standards and compliance: GAAP, IFRS/ASPE (Canada), and SOX (when relevant)

US entities typically follow US GAAP; Canadian private enterprises often use ASPE and public/cross-listed companies use IFRS.
Pre-IPO/public companies need SOX-compliant controls; roles may include control design, testing, and remediation.
Cite relevant frameworks (ASC 606/IFRS 15 revenue, ASC 842/IFRS 16 leases) and your audit/regulatory environment.

Core tools: Excel (VLOOKUP/pivots), GL/ERP (QuickBooks, NetSuite, SAP, Dynamics)

SMBs: QuickBooks Online or Xero plus Bill.com/Expensify; mid-market: NetSuite or Microsoft Dynamics; enterprise: SAP/Oracle.
Specify Excel functions (VLOOKUP/XLOOKUP, pivots, SUMIFS) and preferred BI tools (Power BI/Tableau) to set expectations.

Emerging skills: AI/automation aptitude, RPA, cloud accounting

Value familiarity with RPA (e.g., UiPath), ERP workflows, and AI-assisted reconciliations or anomaly detection.
Call out process-mapping skills and comfort with cloud integrations and APIs to future-proof your team.

Define success: KPIs and outcomes to include

Move beyond tasks by defining measurable outcomes in your Accountant job description so candidates know what success looks like.

Example KPIs by role level (days to close, reconciliation accuracy, audit adjustments)

Staff/Junior:
100% of assigned reconciliations completed by T+3 with <0.5% error rate.
Reconciling items aged >30 days reduced by 50% in first two quarters.
On-time AP processing rate >98%; expense report cycle time <5 days.
Senior:
Days to close ≤5; zero material audit adjustments; PBCs delivered on schedule.
Revenue/COGS variance explanations delivered by T+4 with actionable drivers.
Automation of at least two manual processes per quarter; documented control improvements.

90-day onboarding milestones

By 30 days: Complete systems training; document and execute assigned close checklist items.
By 60 days: Own reconciliations for [X] key accounts; deliver accurate flux analyses.
By 90 days: Shorten close by one day in owned areas; implement one automation or control enhancement; earn “ready” on audit walkthroughs.

Screening toolkit: how to assess Accountant candidates

Assess for technical rigor, process judgment, and communication skills—without over-indexing on pedigree or brand names.

Suggested take-home: GL reconciliation/variance analysis (with rubric)

Prompt: Provide a bank statement, GL cash account, and a month-end trial balance with known discrepancies, plus a simple budget vs actual set.
Tasks:

Prepare a bank reconciliation and list reconciling items with proposed entries.
Produce a 1-page variance analysis with drivers and recommendations.

Scoring (5 pts each; 20 total):
Accuracy and completeness of reconciliation.
Quality of variance insights and business relevance.
Clarity of documentation/workpapers.
Communication: concise summary and next steps.

Technical interview questions (accounting, Excel, controls)

Walk me through your month-end close process and how you reduce days to close.
Explain deferred revenue and how you test completeness (ASC 606/IFRS 15).
How do you reconcile inventory and analyze standard cost variances?
Describe a control you designed or improved; how did you test it? (SOX context if relevant)
Excel: How would you use XLOOKUP and pivot tables to reconcile a subledger to the GL?
Leases: What changed under ASC 842/IFRS 16 and how do you account for ROU assets and liabilities?
Tax: How do you manage sales tax/GST/HST across multiple jurisdictions?

Common red flags and how to de-risk

Vague reconciliation approach or reliance on “it ties” without support; mitigate with a take-home and reference checks.
Weak Excel fundamentals; mitigate with an on-the-spot pivot/XLOOKUP exercise.
No understanding of controls/segregation of duties; mitigate with scenario questions.
Long, unexplained close cycles or frequent audit adjustments; request examples and quantify improvements.

Salary benchmarks and market outlook (with sources)

Set pay bands with credible market data and post salary ranges transparently where required by law.

US and Canada salary ranges by seniority (cite BLS/credible sources)

United States (base pay, typical ranges; varies by metro/industry):
Staff Accountant: $55,000–$85,000
Senior Accountant: $80,000–$110,000
Accounting Manager (for calibration): $100,000–$140,000+
Sources: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook (Accountants and Auditors, 2023 median ~high-$70Ks); annual guides from reputable firms (e.g., Robert Half Salary Guide).
Canada (CAD base pay, typical ranges):
Staff Accountant: $55,000–$80,000
Senior Accountant: $80,000–$105,000
Accounting Manager (for calibration): $95,000–$130,000+
Sources: Government of Canada Job Bank wage data for accountants; CPA Canada compensation insights; national salary guides.

Always localize by city (e.g., SF/NYC/Toronto/Vancouver often run 10–25% higher) and by specialization (cost accounting and public-company experience can command premiums).

Seasonality and workload (month-end close, tax season)

Accountants face predictable peaks: month-end/quarter-end/year-end close, external audits, and tax season (generally Jan–Apr for US/Canada). Set expectations in the JD for limited overtime during these cycles and offer comp time or flexibility afterward to support retention.

Accountant vs related roles: decide what you actually need

Clarity on scope avoids mis-hires and inflated requirements, especially when headcount is limited.

Accountant vs Bookkeeper

Bookkeeper: Transaction processing—AR/AP, payroll, bank feeds, basic reconciliations.
Accountant: Accruals, financial statements, technical accounting, controls, and analysis. For very small businesses, a strong bookkeeper plus fractional CPA may suffice.

Accountant vs Accounting Manager/Controller

Accountant (IC): Owns specific accounts and close tasks; limited approval authority; no direct reports.
Accounting Manager/Controller: Leads the team, owns the full close calendar, designs controls, partners with auditors, and reports to the CFO.

When to require a CPA vs prefer it

Require CPA when: public-company/SEC/SOX environment; complex technical accounting (revenue/leases/business combinations); external reporting roles; audit/tax specializations.
Prefer CPA when: corporate accounting in private SMBs, cost accounting, or management accounting where hands-on ERP/process skills matter most. Consider CMA for management accounting; CIA/CISA for internal/IT audit.

Job posting checklist (copy and use)

Clear job title and level (Staff/Senior Accountant).
Concise job brief with mission and impact.
Responsibilities tailored to your industry and systems.
Requirements with education, credentials (CPA/CMA), and must-have tools.
Accounting standards (US GAAP, IFRS/ASPE) and controls context (SOX if applicable).
Compensation range, benefits, and schedule with seasonality notes.
Location and work arrangement with collaboration hours/time zone.
EEO and accessibility statements; pay transparency compliance language.
Security/segregation-of-duties expectations; data privacy awareness.
Application instructions and screening steps (assessment, interviews, references).

FAQs

Q: What pay transparency and EEO language should I include in an Accountant job description to comply with US/Canadian laws?

A: Include a good-faith pay range where required (e.g., CA/CO/NY/WA in the US; BC/ON in Canada), plus an Equal Opportunity statement and an accommodations line for applicants needing accessibility support.

Q: When should a CPA be required vs preferred for an Accountant role?

A: Require CPA for public-company, external reporting, or complex technical roles; prefer (but don’t require) for private-company staff/senior roles focused on GL and close.

Q: Which KPIs best define success for Staff vs Senior Accountants?

A: Staff: on-time reconciliations, low error rates, reduced aging of reconciling items. Senior: days to close, zero material audit adjustments, timely variance analyses, and automation/control improvements.

Q: How should an Accountant job description differ for manufacturing vs SaaS vs nonprofit organizations?

A: Manufacturing emphasizes cost accounting, inventory, and variances; SaaS emphasizes revenue recognition and deferred revenue; nonprofits emphasize fund/grant accounting and donor restrictions.

Q: What security and segregation-of-duties expectations belong in an Accountant JD, especially for SOX environments?

A: Clarify that the role adheres to segregation (e.g., preparer vs approver), maintains control documentation, supports testing, and avoids conflicting access in systems.

Q: What specific Excel and ERP competencies should I list (and how do I test them)?

A: List XLOOKUP/VLOOKUP, pivot tables, SUMIFS, and basic Power Query; test with a short reconciliation/analysis task using real-ish data.

Q: How do I word hybrid/remote expectations for month-end close and tax season workload?

A: State core collaboration hours/time zone, expected limited overtime during close/audit seasons, and how comp time/flex schedules are handled.

Q: Accountant vs Bookkeeper vs Controller: which role fits a small business with limited budget?

A: Start with a Bookkeeper plus fractional CPA for oversight; add a Staff Accountant when accruals/analysis grow; hire a Controller when complexity and team size require leadership and controls design.

Q: How do I tailor responsibilities and autonomy by seniority without over- or under-leveling the role?

A: Tie ownership and approval limits to account complexity, specify reporting lines, and add KPIs (e.g., days to close) appropriate to the level.

Q: What take-home assessment fairly evaluates GL reconciliation and variance analysis skills?

A: A 60–90 minute exercise with a bank-to-GL reconciliation and a short budget vs actual analysis, scored on accuracy, insight, documentation, and communication.

Q: What outcome-focused statements (KPIs) can replace generic task bullets in the JD?

A: Examples: “Close subledger accounts by T+3,” “Reduce reconciling items >30 days by 50%,” “Achieve zero material audit adjustments.”

Q: How should I reference IFRS or ASPE vs US GAAP in cross-border or Canada-based postings?

A: Specify your primary framework (US GAAP or IFRS/ASPE) and note any cross-border consolidation or conversion experience required; cite relevant standards like revenue (ASC 606/IFRS 15) or leases (ASC 842/IFRS 16).

Sources for salary/outlook and standards:

U.S. Bureau of Labor Statistics, Occupational Outlook Handbook (Accountants and Auditors)
Government of Canada Job Bank (accountant wages)
AICPA/CPA Canada guidance on GAAP/IFRS/ASPE
Reputable annual salary guides