Simply put, Tax Accounting is a method used to prepare tax returns for individuals, corporations, and other entities. Governed by the Internal Revenue Code, Tax Accountants are responsible for tracking incoming and outgoing funds. They are responsible for being mindful of all the aspects that ensure a seamless tax season.

Why Do Individuals and Corporations Need Tax Accountants?

Tax Accountants in the United States help individuals and organizations prepare their taxes and then submit them to the Internal Revenue Service. And this is a year-on-year requirement. People look for Tax Accountants who can help clients save as much money as possible. They also act as Financial Advisors, especially when dealing with a large sum of money. The US Federal tax system is comprehensive, and hence, Tax Accountants also need to be aware of the application of the basic principles to tax returns and should be able to craft helpful strategies. 

Different Types of Tax Accountants

Tax Accounting is a niche field. And that is why, when looking to hire professionals, you need to know what exactly you are looking for. The main difference between Tax Accountants and the other accountants is set by the industry they work in or the clients they serve. Some common areas of their work include: 

• CPA Tax Accountants – They are the CPAs who also offer tax accounting services
• Management Tax Accountants – They are responsible for taking care of the financial and tax matters for large businesses. 
• Personal Tax Accountants – As the name suggests, they are responsible for managing individual taxes.
• Government Tax Accountants – They work with federal, state, and local government agencies.
• Small Business Tax Accountants – They usually focus on businesses of smaller and privately owned businesses. 

Hiring the right tax accountant goes beyond the credentials. It begins with a clear, well-crafted job description. This document not only outlines expectations but also attracts the right kind of expertise. Let us delve deep into what a Tax Accounting job description looks like: 

• Job Title

Be clear and direct. The candidates looking at the job description should be aware of what kind of Tax Accountant they are becoming and what the role entails. 

• Role Summary

The role summary is the job in a nutshell. This is important because this gives candidates an overview of what their role will help the organization achieve. It gives them a sense of purpose. 

• Key Responsibilities

List the core duties that the Tax Accountant will be responsible for. Instead of giving a generalized list of responsibilities, make sure to customize it based on the actual role, designation, and seniority level. 

• Required Skills & Qualifications

The role you are hiring for is not just about the basic qualifications. It goes beyond that. So, besides including the experience, technical skills, and qualifications, don’t forget to add the soft skills, strategic experience, or know-how that you might need for the role.

• KPIs or Success Metrics

Tax Accounting is a critical field, and hence, candidates need to be measured accurately for their performance. Set out clear, measurable expectations so that they have a result-driven approach. KPIs are not just about understanding performance, it is about managing the expectations of both parties more effectively. 

• Company Overview: 

Attract talent who are aligned with your mission. It is easy to teach skills, but what is more important is that you hire people who are culturally fit for the organization. 

• Compensation & Benefits: 

Transparency matters, especially when you are hiring for niche roles. Be it the salary range, the work options available, leave policy, or any other specific perks, they can help attract better candidates. 

Tips to Hire the Right Tax Accountants for Hiring Managers & Business Owners

A strong job description is a good place to start when looking for the right candidates. But successful hiring involves people who understand the role in depth and are willing to walk the extra mile.

• Define whether you need strategic or execution support: 

If you need tax strategy and planning, hire someone with advisory experience or a CPA license. If you need help with advisory experience, compliance, and filings, look for someone who understand it all and you do not end up all your time on training. 

• Make your choice based on in-house or offshore talent: 

Tax seasons can be overwhelming and sometimes you need the additional support. Make sure to combine your in-house teams and offshore ones based on what your requirement is. Pre-planning it all helps manage seasonal workloads, data entry and prep work. 

• Assess their tech readiness: 

Make tax season or accounting easy, needs your teams to be fluent in digital tools. When hiring a candidate, make sure you are on the same page in terms of the tools and platforms you are using. 

• Hire candidates who have an urge for learning: 

Tax codes are constantly changing and the modern accountant needs to keep up. When hiring for a role like this, it is important to seek candidates who do not just hide behind a pile of everyday tasks. They are learning, growing, and evolving. 

Need help getting started with hiring? Download our Tax Accountant Job Description template here. 

What Happens After You Find the Right Job Description?

Finding the right talent even with the right job description can sometimes be gruesome. Our remote, pre-vetted talent from India who are trained, English-speaking, and aligned with international standards are here to help.

Partnering with Finsmart makes sure that your accounting processes are seamless from Day 1. To get started, we follow the following onboarding steps:

• Gather all details of the accounting firm – client name, address, partners, employees, point of contact, scope of work and other basic details. 
• Together we set up the tech – Accounting Software, Internal Communications platform, time tracking, Document Management, task Management, Invoice Processing, Month Closing, Password Protection, and data security
• Deep dive into the accounting processes to understand what both parties expect
• Set the accounting offshoring workflow with our 14-step guide

Ready to get started? Book a discovery call: 

Book a free discovery call to explore your options.

The post Tax Accountant Job Description & Duties: What Businesses Should Know [+ Free Template] appeared first on Finsmart Accounting - USA.

-says Rob Brown in the Accounting Influencers podcast episode of Why traditional CPA firms struggle to retain top talent.

The accounting industry is evolving rapidly, especially in the aftermath of the pandemic. Accountants are hired soon after they graduate from college, and then they work a few years with a firm to become a partner eventually. Previously, this is what the journey of an accountant looked like. But times have changed – the workforce has evolved, and they want more. This career trajectory doesn’t work for the accountants anymore. And the firms that have not evolved in terms of what they offer to the accountants are struggling to retain the top talent. 

In 2024, 83% of financial leaders reported a shortage of accounting talent as compared to 70% in 2022. Today, the US has about 3,40,000 fewer accountants than it did a few years ago. Some of the most common factors contributing to these declining numbers include retirement, the change in the workforce, accountants unwilling to work the long hours, a shift in mindset, and disruption because of tech, AI, and so much more. This compels the modern-day accounting firms to focus on adjusting their strategy to improve performance and retain the high-performing accounting teams. 

Why does a clear job description matter?

Building a high-performing accounting team isn’t easy. In an industry where precision, accuracy, compliance, and accountability are non-negotiable, the role of a job description that helps align the candidates with the organizational goals and vision from day 1 is more important than ever. It not only helps teams hire well-aligned individuals but also ensures retention. 

The Role of a Clear Job Description in Improving Performance & Retention

• Helps set expectations from day 1:
  
  The problem with unclear, confusing job roles is that they lead to underperformance and early attrition. When teams end up with overlapping job roles, it creates confusion and frustration. A well-written job description helps outline: 

• Key roles and responsibilities

• Key skills and qualifications, including any software and tools

• Reporting structure

• Expected outcomes and KPIs

Having clarity on the roles and responsibilities helps avoid multiple people working on the same job. With a clear job description, employees know what they are signing up for, how their work fits into the bigger picture, and what they are expected to achieve. When teams know what success looks like, they are more likely to remain on track. 

• Helps improve accountability and ownership:

The role of an accountant comes with high stakes. Even a single error can lead to penalties, compliance failures, or client dissatisfaction. Defining each role clearly can help teams operate with greater focus and independence. Employees can be held accountable for their outcomes only when expectations are set right from the beginning. This also creates a more collaborative work environment. When team members don’t waste time chasing, negotiating, or second-guessing responsibilities because the lines are already drawn, they are more productive and efficient. 

• Keep a track of performance with measurable KPIs:

When you include measurable KPIs in the job descriptions, it gives managers and leaders a shared understanding of what high performance looks like. Whether it is closing books on time, maintaining 100% payroll accuracy, or achieving zero tax filing errors, KPIs help keep track of performance reviews and cause corrections. 

When job descriptions are written with performance metrics in mind: 

• Employees are motivated to meet targets
• Managers can coach with clarity
• Conversations become outcome-driven, and not subjective

• Streamline hiring and onboarding: 

Constant turnovers are expensive. In a field like accounting, where training cycles are long and recurring, it can be extremely costly for businesses. Having a clear job description that is specific and role-aligned can help attract better-fit candidates, reduce hiring mismatches, and cut down onboarding time because new hires have complete clarity on what is expected of them. The internal documentation for your HR or staffing partner can help find steady and consistent hires.

•  Helps reduce burnout through defined roles and responsibilities: 

When accounting team members have overlapping duties or there is a disparity in the division of tasks, it can lead to burnout. In such cases, what usually happens is that some teams end up doing more jobs than they can, and they juggle to meet deadlines and maintain client satisfaction. One person ending up doing it all is most definitely not a sustainable model.

A clear job description balances out the workloads while preventing overextension. They help in distributing tasks fairly and highlight when a team is stretched beyond its limits. When you see that the tasks extend the team’s capabilities, it allows you the time to hire or offshore before burnout sets in. 

• Helps create a positive culture and transparency: 

Trust is based on transparency, and it has to be mutual. When employees know what is expected of them and what their responsibilities are, it leads to better communication, less conflict among team members, and a culture where everyone is aligned on the goals. 

Clear job roles are effective, and when it comes to performance conversations, they become less personal and more constructive. Employees feel more seen, valued, and empowered, which in turn boosts morale and retention. 

So, how do you use job descriptions to your advantage? 

In accounting, no two job descriptions are the same. One-size-fits-all often doesn’t work. The best practices include: 

• Customize descriptions as per your firm’s industry, position hiring for, workflow, etc.
• Include measurable KPIs tied to business results
• Maintain transparency about reporting lines, collaboration, and growth paths
• Update the JDs regularly to reflect changes in the process or scope of work

Not sure where to get started? Our customizable, ready-to-use job description templates are designed for accounting firms like yours. These templates will make it easier to hire, onboard, train, and retain talent and are applicable for building an in-house team and scaling with offshore support. 

Struggling to find talent that accelerates growth? With Finsmart’s Embedded offshoring model, we make it easier. You get access to pre-vetted, pre-qualified, English-speaking resources for different seniority levels. Whether you want junior bookkeepers or senior auditors, you’ve got it all covered. 

Have more questions about offshoring? Meet our team of offshoring experts to get started: https://finsmartaccounting.com/usa/free-consultation/ 

The post How Clear Job Descriptions Improve Performance and Retention in Accounting Teams appeared first on Finsmart Accounting - USA.

In an industry like accounting, where it is all about numbers, it is important to have KPIs. It keeps the firm owners and the teams on the right track. As Nicole mentioned in the podcast, it is quite easy to put a finger on what should be your KPI. Every KPI should constitute an actionable item; it should compel the teams to deep dive into what is going on, pivot if needed, and change the strategy to get the results that you are looking for.

No matter what the accounting role is, it is about outcomes, efficiency, compliance, and decision-making. Adding KPIs to the job descriptions when you are setting out to find the right members for your teams. Leaders can use these metrics to craft key financial strategies that can help them achieve organizational or departmental goals. Monitoring KPIs can help businesses assess what works and what still needs a lot of improvement. 

What Makes a Good Accounting KPI?

What many firm owners mistake KPI for is just adding random parameters to their team’s to-do’s. The problem with that is it shifts the team’s focus from what is really important. When you set multiple KPIs and they are a mix of not-so-important and key business-driving factors, it can distract them from the true focus area.

Before setting KPIs, focus on incorporating KPIs that go beyond what is generic: 

• Role-Specific

Not every accountant contributes to the business in the same way, so why measure them with the same yardstick? A Junior Accountant responsible for data entry and reconciliations shouldn’t be held to the same KPIs as a Tax Manager dealing with compliance or a Controller driving strategic financial decisions.

Tailoring KPIs uniquely to each role will help ensure relevance, fairness, and effectiveness when the time comes for performance evaluation.

• Measurable and Objective

In accounting roles, when you add vague metrics like “ensure accuracy”, it does not give the candidate a clear understanding of what they are expected to achieve. Instead, focus on defining what success looks like in a concrete team. You can try using: 

• “Maintain a 98% accuracy rate in monthly reconciliations.”

• “Complete all vendor payments within 3 business days of approval.”

• Aligned with Business Impact

The best KPIs connect daily accounting tasks with the larger business outcomes. Whether it’s cash flow management, compliance, profitability, or audit preparedness, every KPI should help move the business forward.
For example, tracking days to close books every month helps leaders get quick insights to make strategic decisions. After all, you do not want your accountants to just do their jobs. It is also about contributing to the organization’s growth and stability.

• Balanced: Quantitative + Qualitative

Although it is a number-driven industry, some roles in accounting require qualitative metrics too. For example, in a senior or strategic role, metrics could also include:

• Maintain team engagement score of 80 %+

• Implement two process improvement initiatives each quarter

Deciding upon the KPIs has a lot to do with the kind of role you are hiring for. In fact, at all levels, it is best to strike a balance between quantity and quality to ensure you help your teams grow in a well-rounded manner. 

Role-wise KPI that You Can Add in Your Job Descriptions

Like many others, are you struggling to determine which role, or at what seniority level, which KPI fits in just right? We are here to help. 

• Accounting Associate/Junior Accountant:
  
  This is a junior-level position, and it is important to treat it that way, especially when setting KPIs. Be careful not to make your associate work like a team leader. This will lead to frustration and eventual burnout. Understand what the role entails better. 

Common KPIs could include:

• Number of transactions processed per day/week

• Data entry error rate (in percentage)

• Time taken to reconcile accounts

• Timeliness of bank reconciliations

• SLA adherence for invoice processing

DOWNLOAD THE TEMPLATE PACK NOW

• Senior Accountant:
  
  A Senior Accountant should be responsible for handling more complex tasks than their junior counterparts. Avoid hiring freshers or extreme junior candidates for the position. Understand what the role entails better. 

Common KPIs could include:

• Accuracy of month-end close (adjustments or corrections needed – in percentage)

• Days to close monthly financials

• On-time delivery of reports to leadership

• Audit readiness (number of audit queries raised)

• Compliance adherence score (based on internal audits)

DOWNLOAD THE TEMPLATE PACK NOW

• Accounting Manager:
  
  An Accounting Manager is more of a client-driven role. They are the bridge between the accounting firm and the clients. The goal of meeting client satisfaction parameters lies with them. Understand what the role entails better. 

Common KPIs could include:

• Team task completion rates (in percentage)

• Reduction in reporting errors across the team

• Financial reporting delivery SLA

• Process improvement initiatives completed

• Cross-functional issue resolution turnaround (in days/hours)

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• Tax Accountant: 

Taxation is one of the key functions in accounting firms. Laying out what they are expected to do and how they are expected to do it can go a long way in preventing burnout, especially during the season. Understand what the role entails better. 

Common KPIs could include: 

• On-time filing of all tax returns

• Reduction in tax penalties and notices

• Number of audits without findings

• Tax planning recommendations implemented

• Time spent per client/account (if outsourced)

DOWNLOAD THE TEMPLATE PACK NOW

• Payroll Accountant:

For most of your clients, their payroll is critical. It keeps the business going, ensuring that the teams, vendors, and other partners are paid on time. The KPIs of this role need to be defined, depending on the scope of work you have from the client. Understand what the role entails better. 

Common KPIs could include: 

• Payroll error rate (% of incorrect payslips)

• Time to resolve payroll discrepancies

• Timeliness of tax withholdings and filings

• Clients’ satisfaction rating for the payroll process

• Compliance audit results

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• Director of Accounting/Controller:
  
  This is one of the most important strategic roles in accounting functions. This is a leadership role, and the candidates should be expected to see the success of the entire accounting function. Understand what the role entails better. 

Common KPIs could include:

• Reduction in closed cycle duration
• Accuracy of financial forecasts vs. actuals
• Internal audit score improvement
• Team performance metrics and engagement
• Number of automation/process upgrades implemented

DOWNLOAD THE TEMPLATE PACK NOW

To get a head start in finding the right resources for your accounting roles, download our complete JOB DESCRIPTION TEMPLATE PACKAGE.

But the job description is just one part of it. If, like many other accounting firms, you too are struggling to find skilled accounting resources who understand your business and can set you up for success, you might want to consider offshoring.

At Finsmart Accounting, our resources range from junior bookkeepers to reviewers, outsourced CFOs, tax consultants, and so much more. With our team of about 160+ accounting professionals, experienced in US Accounting, with a special focus on the compliance and regulatory requirements, we help make the processes seamless. When you partner with Finsmart, you get access to pre-qualified, pre-vetted accounting talent that helps you scale with ease.

Ready to grow with offshoring?

Book your free consultation call: https://finsmartaccounting.com/usa/free-consultation/ 

The post KPIs to Include in Accountant Job Descriptions [+ Free Templates] appeared first on Finsmart Accounting - USA.

• 62% of the respondents believe that training programs alone will not be enough to run a successful practice by 2030.

• 57% of respondents said that technological literacy is now a leading additional skill accountants need.

• 40% of the new staff join a practice based on its market reputation

Why are accountants so important?

The talent shortage in the accounting industry is real. One of the key reasons is the lack of a new generation of accountants, unwilling to join the workforce. The long hours, the lack of work-life balance are cited as some of the factors resulting in this. The leaders and firm owners are taking a new approach – addressing the concerns – to make accounting a better, more diverse, and befitting profession.

Despite these challenges, accounting is one of the most sought-after professions. Every organization needs them, irrespective of size, type, or industry. After all, accountants are not mere number crunchers. They are at the heart of any business. From ensuring compliance with the constantly evolving laws to providing critical insights to the leaders and other stakeholders, their knowledge, expertise, and judgment guide a firm’s strategic decision-making. They help businesses track performance, manage risks, optimize cash flow, and plan for growth. When organizations lack skilled accountants, they struggle to maintain financial health, meet even the basic regulatory obligations, or make informed decisions.

As the industry continues to evolve, leaders need to change too. “If you can equip leaders to lead in a new way – they are creating an innovative culture, they are focusing on growth, they have a strategic approach to problem solving, they are not just reactive – if you can do that early on in someone’s career, you have a lot of people in the same direction in the profession as a whole,” says Angie Grissom, Owner of Rainmaker Companies in the Accounting Influencers podcast with Rob Brown.

So, how do you prepare the next generation of leaders? This is where a great job description comes into the picture. It is the first step towards hiring a great team member.

What should be included in any accounting job description?

A job description has to be well-structured. Period. Whether you are hiring for an entry-level accounting position or a Director position, the structure is important for highly skilled resources to align with the actual job.. This is how you can structure each of the sections.

• Job Title:  Use a clear, recognizable title that candidates will search for. This will improve your search and visibility. 

• Position Summary: This is where you pitch your role to the candidates. Keep it brief, but explain what the position does and how it contributes to the firm. This is a self-filler for the candidates.
  
  

• Key Responsibilities: Use bullet points for ease of visibility, mentioning core duties. Use action-oriented language like “update”, “assist”, and “prepare” so that the candidates are certain of what they are expected to do. 

• Required skills: Mention any tools and certifications you want the team members to have. Also, include the experience you are looking for to ensure only the right candidates apply. 

• Reporting line: Specify who the role reports to and if there are any direct reportees or collaborators. This helps the candidates assess if the position is a right fit for them, depending on who they want to work with. 

• Showcase Your Company Culture: Modern-day workforce wants to know what they are signing up for, which means understanding what the company culture looks like, what the goal and vision of the company are, to ensure alignment. 

• Compensation & benefits: Your candidates want to know what you will pay them. No matter what anyone says, this is one of the primary things prospective employees look for. Transparency in pay also attracts trust. It is even better if you can include other benefits, besides compensation.

• Application process: Candidates want to know what happens after they have applied for a position. Mention the next steps, set timelines, interview rounds, or who they will be hearing from. This gives them peace and strengthens trust through clear communication.

Tips to Write Accounting Job Descriptions that Attract Top Talent

Attracting top talent is no cakewalk. It requires understanding the mindset of the candidates that you are hiring. It is not just about mentioning the roles and responsibilities. It is about pitching your organization, showcasing what value you will add to the resume and career of the people who become a part of your team. Hence, curating a JD that attracts top talent should be taken extremely seriously. Here are a few tips that can help you get started. 

• Start with a clear, optimized title: 

Why is it important: Even before a candidate sees your JD, it is the title that they are looking for. This is what they use to search for where the vacancies are available.

What should you do?

• Use standard terms for roles like “Accounting Manager,” “Tax Accountant,” or “Accounts Payable Specialist.”
• Avoid using jargon or made-up terms like “Finance Rockstar” or “Number Ninja”. They may seem fun, but they will not be able to deliver results in terms of hiring candidates.
• Add any key qualifiers (like “Remote,” “Part-Time,” “CPA Preferred”) to improve search relevance.

• Treat your role summary like an elevator pitch: 

Why is it important: When actively looking, top candidates look through dozens of roles in several organizations in a day. A strong and attractive role summary helps stop the scroll.

What should you do?

• Briefly, but clearly explain what the role is about, why it exists, and how it will add value to the company.
  
  For example, you could add something like “We’re looking for a results-driven Tax Accountant to support our growing portfolio of SMB clients. You’ll be the go-to expert on federal and state filings and play a key role in streamlining our compliance processes.”

• Talk about the outcomes, not just about the tasks

Why is it important: Top talent wants to know that they will add value and make a difference. Especially when hiring for senior-level positions or niche roles, it is important to mention the impact their role will have. 

What should you do?

• Instead of mentioning vague statements like “prepare financial reports”, a better way could be “deliver monthly reports within 7 business days, with 100% accuracy”.
• Your JD should include accountability and help candidates understand how the role will bring success. 

• Let your JD stand out by defining your personality

Why is it important: Generic job descriptions will always have a hard time standing out. Adding a bit of personality helps your JD stand out, especially in a complex hiring landscape.

What should you do?

• Use a conversational and friendly tone. Try using “You will…” instead of “the candidate will”. 
• Incorporating what your culture is, and what it means for the people, can be a good way for candidates to build a sense of belonging even before they become a part of your company. 

• Showcase what’s in it for them:

Why is it important: It is not enough to just convey what you want from your employees. You also need to tell them what is in it for them.

What should you do?

• For example, if you have training programs or remote flexibility, don’t forget to mention that in your job descriptions. 
• Be as transparent about the compensation and benefits as possible. Ultimately, this is what they are looking at. 

Popular Accounting Roles and Responsibilities

Accounting is a diverse profession. As you learn more and grow in the profession, gather experience, you get to choose the niche you prefer. In accounting firms, the teams are a blend of foundational and specialized roles. No matter the size of your firm, having clarity on the purpose of each of the roles you are hiring for helps you and your team (if you have one). 

Here are some of the common accounting roles that you may need to hire for based on the requirements of your firm: 

Accounting Payable & Receivable Roles

A steady cash flow continues to be one of the pressing challenges for many firms. The reason is similar, almost always. Lack of account receivables and payables processes and specialists who understand how to tackle the unusual solutions or sudden changes in payment plans is among the top reasons.

Finding the right resource for such positions isn’t easy. You need to understand the challenges that your vendors face, be prepared for the unforeseen business challenges that might jeopardize the monthly payment cycles, and much more. 

Here are some roles that you can hire for in these positions. 

Specialized Accounting Roles with Important Hiring Tips

In accounting, several niche positions are in high demand. These roles are about knowing the industry in detail, ensuring compliance and accuracy, and having in-depth insights on specific areas like payroll, taxation, and much more. These roles demand experience and expertise that are directly proportional to the business performance. 

Some of the specialized roles that you may need to hire for include: 

• Payroll Accountant:

What Do They Do?

A Payroll Accountant is responsible for managing wage distribution, deductions, benefits, and tax withholdings, ensuring employees are paid accurately and on time, while complying with employment laws and reporting standards – both local and global, if needed. 

Why Is It Specialized?

Payroll involves ever-changing labor laws, tax codes, and benefit structures. Mistakes here can lead to financial penalties and employee dissatisfaction.

Hiring Tip:

Look for candidates with experience using platforms like Gusto, ADP, or Paychex, with an in-depth understanding of multi-state or geographical payroll laws if your team is distributed. Make sure to lay out clear expectations right from the start and spread awareness about compliance and confidentiality.

• Tax Accountant: 

What Do They Do?

Tax season is a very important time for accountants. That is why you need a Tax Accountant – someone who understands the to-dos, the regulations, and everything in between that goes into the process. Tax Accountants are your strategic advisors when preparing taxes.

Why Is It Specialized?

Local, federal, and international tax laws are complex, constantly changing, and high-stakes. The right Tax Accountant doesn’t just file returns—they protect the business from liability and find legitimate savings opportunities.

Hiring Tip:

Prioritize CPAs or EA-certified professionals with experience in your industry. Ask for examples of past tax-saving strategies or audit handling.

• Property Accountant: 

What Do They Do?

Property Accountants focus on real estate-related financials—handling rent rolls, lease agreements, asset depreciation, and reconciliation for real estate portfolios.

Why Is It Specialized?

This role requires an understanding of property management software, lease accounting standards, and recurring revenue models.

Hiring Tip:

Look for candidates with industry-specific experience—especially in platforms like Yardi, AppFolio, or MRI. Ask how they’ve handled CAM reconciliations or capital expenditure tracking.

Still confused about what to include for specialized job description templates? Use our ready-to-use templates to get the right candidates onboard. 

DOWNLOAD SPECIALIZED JOB DESCRIPTION TEMPLATES

How can Job Descriptions help improve accountability and team performance?

We keep talking about how JDs are important when you are hiring for a specific role. But it doesn’t just end there. It is also important when you hire them and bring them on board. They know what it is they are signing up for, you know what to expect from them, and how to set the success parameters. A clear JD goes a long way in building a team that enables growth. 

• It helps align everyone on the expectations: 

When roles are clearly defined, everyone knows what’s expected — from day one. This alignment helps avoid miscommunication. Communication gaps in accounting can lead to several missed deadlines, duplicated work, conflicting priorities, and errors that can severely jeopardize the business. 

How it helps performance: Employees can focus their energy on what truly matters. Instead of guessing what the scope of work is, whether they have to communicate something to the client or other stakeholders, they can focus only on delivering outcomes.

How it drives accountability: There’s no room for “I didn’t know that was my job.” Everyone understands their ownership areas, making it easier to track progress and flag underperformance. This also allows leaders to step away from their desks and focus on strategic functions, instead of micromanaging the teams. 

• They provide a measurable basis for evaluation: 

Without a clear job description, performance reviews become subjective. With one, managers can measure outcomes against the responsibilities, KPIs, and tools listed in the JD.

How it helps performance: Employees are more likely to hit goals when they are aware of the goals that they are chasing and the results they are expected to deliver. 

How it drives accountability: Reviews become structured and fair. Underperformance becomes easier to identify, document, and address constructively.

• It reduces internal conflict: 

When job descriptions clearly define who owns what, it prevents overlapping responsibilities that can lead to inefficiencies or conflict between team members.

How it helps performance: Teams can collaborate better when roles are complementary, not competitive.

How it drives accountability: Ownership is clear — if something isn’t done, it’s easy to trace the gap and resolve it quickly.

• It speeds up the process of onboarding and transitions: 

When someone just joins the team, their job descriptions can act as a guidebook on how to get started. It guides them on the skills that they might be missing and need to learn. They gain an understanding of what success looks like and how they can contribute right from the beginning.

How it helps performance: When new hires know exactly what they are expected to do, in some cases, it can also reduce the time spent on training them or performing knowledge transfer. It speeds up productivity and shortens the learning curve. 

How it drives accountability: New hires know what they’re being measured against, so they step up early with direction.

• It strengthens trust and transparency: 

When everyone has access to everyone else’s job description, it fosters a culture of clarity and shared understanding. It also gives team members the confidence that they are not being burdened with work alone. 

How it helps performance: When teams understand cross-functional responsibilities, they try to support each other better. This makes room for better collaboration and fewer delays or confusion. 

How it drives accountability: People know who’s responsible for what, and why. No more passing the buck.

In-House Hiring vs. Outsourced Hiring – What is Better for You?

Now that you know what it is that you are looking for, it is time to decide whether you want to expand the team on the necessary roles in-house or choose offshoring. This analysis will help make a decision. 

What are the performance metrics for accountants?

Job descriptions don’t just define roles—they should be able to set the tone for performance and growth. After all, growth happens when your team members understand what the JD stands for, what they are expected to do, and how they can contribute to growth. This is often symbolized by the key performance indicators. Incorporating KPIs in the JD can help align expectations from day one, track effectiveness and outcomes, facilitate more objectives for performance reviews, and motivate team members by defining what success looks like. 

Here are role-specific examples of KPIs that you can include to drive performance and accountability:

Accounting Associate

• Number of transactions recorded accurately per week
• Timeliness of month-end closing tasks
• Accuracy rate in data entry and reconciliations
• Number of errors flagged internally before an audit
• Response time to internal team queries

Accounts Payable Specialist

• Average invoice processing time
• Payment accuracy rate
• Early payment discount utilization rate
• Number of vendor issues resolved
• Timeliness of payment runs

Accounts Receivable Manager

• • Days Sales Outstanding (DSO)
  • Collection effectiveness index
  • The percentage of overdue accounts reduced
  • Accuracy of customer invoicing

• Time to resolve payment disputes

Tax Accountant

• On-time tax return submissions
• Number of audit flags/issues
• Accuracy in tax calculations and filings
• Time taken to implement new tax regulations
• Estimated tax savings identified for clients/company

Management Accountant

• Budget variance analysis accuracy
• Timeliness of management reports
• Forecast accuracy (%)
• Cost savings initiatives implemented
• Decision-making support is provided to departments

Accounting Manager

• • On-time monthly/quarterly close
  • Team productivity and error rates
  • Internal audit compliance rate
  • Team onboarding and training efficiency

• Accuracy of financial reporting

Director of Accounting

• Department-wide closed-cycle efficiency
• Cost-to-performance ratio of the accounting function
• Compliance with GAAP/IFRS standards
• Strategic initiatives implemented successfully
• Talent retention and engagement metrics

Certified Public Accountant (CPA)

• Client satisfaction scores
• Number of financial audits passed without major adjustments
• Accuracy in financial statement preparation
• Advisory services converted into retained work
• Continuing education credits are completed annually

Accounting job descriptions aren’t just HR formalities—they’re the foundation of how you attract, hire, and grow the right talent.

When written with clarity, a great job description does more than list duties. It sets expectations, defines success, and gives your team members direction from day one. Whether you’re hiring your first accountant or building a multi-role accounting department, having a library of strategic, ready-to-use job descriptions can save time and improve results.

DOWNLOAD ACCOUNTING JOB DESCRIPTION TEMPLATES HERE

Our professionally written templates are tailored to each role and optimized for performance, hiring, and growth, so you don’t have to start from scratch.

Why Partnering with Finsmart Elevates Your Hiring Game?

Watch how this solo practitioner solved her capacity challenges with our team(Embed the video here): https://youtu.be/-raIeGDZLvw?si=WcAkoDc3v-WYUgp_ 

Hiring accountants today is not just about filling a role—it’s about building a future-ready team that’s agile, efficient, and aligned with your firm’s growth goals. That’s where Finsmart steps in as more than just a talent provider. We become your strategic partner in transforming how you hire, manage, and scale your accounting function.

Whether you’re a CPA firm looking to expand your capacity or a business aiming to streamline financial operations, we bring clarity to your hiring process from the beginning, with guided onboarding and access to top-tier offshore talent that works as an extension of your team.

With 18+ years of experience in accounting offshoring, catering to 7+ countries, we have built an offshoring model that solves the clients’ problem. We call it the Accounting Seat Model. It is an embedded model, which means you get pre-trained, pre-vetted, English-speaking, skilled resources who embed seamlessly into your systems. Need a junior Bookkeeper? We have them. Need a shared CFO? We have you covered.

With Finsmart Accounting, no matter the seniority level or the skills, you will get them all here. Our team members are not just task takers – they are proactive, collaborative, familiar with US GAAP, tax processes, and major accounting platforms like QuickBooks, Xero, NetSuite, and more. They help you save time, reduce burnout, and maintain accuracy at every level of your accounting journey.

From the moment you partner with us, we work closely to:

• Understand your firm’s needs and workflows
• Customize the right job roles and responsibilities
• Set up secure systems and clear communication channels
• Integrate offshore team members who align with your culture and expectations

You don’t need to worry about hiring bottlenecks, unclear responsibilities, or training from scratch. With Finsmart, you get a head start—with the tools, templates, and talent you need to build a high-performing accounting team.

Partnering with Finsmart makes sure that your accounting processes are seamless from Day 1. To get started, we follow the following onboarding steps:

• Gather all details of the accounting firm – client name, address, partners, employees, point of contact, scope of work, and other basic details. 
• Together we set up the tech – Accounting Software, Internal Communications platform, time tracking, Document Management, task Management, Invoice Processing, Month Closing, Password Protection, and data security
• Deep dive into the accounting processes to understand what both parties expect
• Set the accounting offshoring workflow with our 14-step guide

“We are just happy to have a source where we can send our extra work to, so that we can take more work on. We don’t have to go hire more employees, we can just buy more time as needed, and a great resource,” says Julie Beth, Founder of JB Advisory, who has been using Finsmart Accounting for their recurring accounting activities. 

Ready to get started? Book a discovery call: 

Book a free discovery call to explore your options.

ACCESS THE JOB DESCRIPTION TEMPLATES NOW

The post The Complete Guide to Accountant Job Descriptions: Roles, Duties, and Templates appeared first on Finsmart Accounting - USA.

Sue further says that the first 5 years in an individual’s professional journey play a huge role in determining how they perceive the profession. This means the way they are being treated, the fairness in pay, the work hours, and how they feel, play an important role in determining their future of the talent in the accounting industry. 

As we constantly strive to address the challenges that have been causing a severe accounting talent shortage in the US, accounting leaders, firm owners, and recruiters have a role to play. Setting the expectations right and ensuring that your future employees are aligned with the wider goals of the organization and relatively smaller goals of the job title has a huge role to play in ensuring you attract and retain the top talent.  

Why a Clear Job Description Matters

Whether it is for your internal teams or your clients, accountants are needed everywhere. Their roles touch upon a major part of every business. Whether it is about balancing the books, maintaining cleanup, managing payroll functions, preparing for the tax season, maintaining compliance, or supporting the leaders in financial forecasting and decision making, accounting roles always carry high stakes. When responsibilities are vague or overlapping, they can lead to delays, errors, and even financial and reputational damage. 

A well-defined job description can help address several important aspects:

1. Clarity of role and scope:
   → Everyone knows exactly what they’re responsible for—no overlaps, no confusion. 
2. Improved team collaboration
   → When the roles are defined, especially within a team, it is easier to reduce the bottlenecks while ensuring a smooth cross-functional teamwork. 
3. Measurable accountability
   → When you have set parameters that define success, it is easier to track progress and hold team members accountable. 
4. Better performance management
   → Managers and leaders can provide focused feedback and growth plans based on the set expectations. 
5. Streamlined onboarding and training
   → New hires get up to speed faster with a roadmap of what they’ll be doing and how success is measured.

How Do Clear Job Descriptions Ensure Accountability?

In a field like Accounting, it is not uncommon to make errors. A Gartner report suggests that 18% of accountants make financial errors at least daily, and one-third of them make financial errors every week and about 59% of accountants make several errors per month. 

However, the most important part is that your team members should feel accountable. Whether it is a small or a larger team, when no one takes ownership and feels accountable, it is easy to lose focus on what is important. Overlapping jobs make the tasks even more difficult.

A clear job description can help inculcate a sense of accountability in many ways: 

• They Create Ownership from Day One

When a new member joins the team (in any position), a clear JD helps them understand their deliverables, the software and tools they are expected to use, and the outcomes they will deliver. This leaves no room for confusion on whether they own client reconciliations, monthly closings, or compliance reporting. This prevents tasks from falling through the cracks and encourages proactive performance. This also saves a lot of time on the leaders’ part, having to chase the gaps.

• They Align with Firm Goals and Department KPIs

An effective JD doesn’t just list tasks. It bridges the gap between individual and organizational goals. For example, if your firm is aiming for faster client turnaround or higher audit accuracy, those priorities should reflect in the roles you are hiring and their KPIs.

• They Minimize Conflict and Overlap

This is especially relevant for accounting firms with bigger teams. During tax season or audit season, there is a tendency to overlap tasks. While you might think this makes task completion faster, it does exactly the opposite. It leads to confusion and inefficiencies. A clear JD draws the line between people responsible for individual tasks. This prevents duplication and negligence. 

• They Provide a Baseline for Performance Reviews

Your best performers leave when they feel neglected and undervalued. Taking credit for another individual’s task is a common affair. A clear JD helps avoid that. Performance evaluation becomes difficult because there are no set benchmarks. A good JD is a contract between the employee and employer. It makes performance assessment easy and fair, ensuring proper raises, appreciations, and promotions. 

• They Improve Retention Through Role Clarity

You can’t expect employees to perform when they are unaware of what is expected of them. When they know what is expected and feel supported in their journeys, they tend to stay longer. Accounting is a high-pressure field, and vague or unrealistic job scopes will lead to high attrition rates.

• They Strengthen Offshore Team Integration

While offshoring has a lot of benefits, without set parameters, the success of this model goes for a toss. A right JD becomes the only source of reality for your offshore teams to align with expectations, workflows, and communication structures. It allows you to check for compatibility or workflow gaps early on. 

Top Elements Every JD Should Possess

To build clarity and accountability in your Job Descriptions, here are some key elements that you cannot miss out on: 

Job Title: Sets the tone for responsibility and ensures alignment with organizational hierarchy and expectations.

Role Summary: Provides a high-level understanding of what the role exists to achieve, guiding focus and ownership.

Key Responsibilities: Outlines specific tasks and deliverables the person will be held accountable for.

Required Skills & Tools: Clarifies the capabilities needed to perform effectively and be accountable from day one.

KPIs or Success Metrics:  Defines how success will be measured, leaving no room for ambiguity in performance reviews.

Reporting Line: Establishes who the role answers to, reinforcing accountability through clear supervision.

Company Overview: Aligns the individual’s responsibilities with broader company goals and values for mission-based accountability.

Compensation & Benefits: Ties rewards to responsibilities, reinforcing the link between performance and recognition.

DOWNLOAD THE COMPLETE JD TEMPLATE PACK HERE

Common JD Mistakes That Undermine Accountability

Avoid these pitfalls that defeat the purpose of using JDs to drive accountability:

• Too generic: “Responsible for financial reporting” doesn’t help anyone understand scope or timelines. 
• Overloaded roles: One JD covering 3 different job functions creates confusion and burnout. 
• Lack of KPIs: Without measurable outcomes, there’s no benchmark for good performance. 
• No process clarity: Missing process steps or tool guidelines can lead to major misalignment, especially when you deal with offshore teams.  
• One-time documentation: If JDs are never updated, they become irrelevant and unhelpful.

Need Help Filling an Accounting Role?

Writing the perfect job description is only half the battle. The next challenge? Finding someone who’s qualified and available.

That’s where Finsmart Accounting can help.

Hire full-time, remote Accounting professionals, across different levels, who are pre-vetted, trained, and ready to plug into your team—without the stress of local recruitment. With Finsmart, you get:

• Pre-screened talent 
• Fluent English and accounting software skills 
• Trained in international accounting standards 
• Fully remote and ready to work your time zone 
• Teams that are ready to be deployed from day 1

With our Embedded outsourcing model, you no longer have to wait to train the teams. They seamlessly settle into your teams. To get started, all we need is: 

• We begin by understanding your firm—its structure, team, clients, scope of work, and daily accounting needs. 
• Next, we align on the tech stack—whether it’s your accounting software, project management tools, data protection systems, and communication tools.
• We then map your existing accounting processes to identify the scope of improvements and clarify expectations. 
• We implement our proven 14-step offshoring workflow, designed to deliver speed, security, and scalability. 
• Finally, we assign a Team Leader and an Account Manager to handle all your accounting problems thereon. 

Ready to get started? Book a discovery call: 

Book a free discovery call to explore your options.

The post Using Job Descriptions to Set Expectations and Accountability in Accounting Roles appeared first on Finsmart Accounting - USA.

Blake Oliver, CPA, makes an interesting point about why new accounting graduates are less likely to join the industry. He says, “⅔ of accounting graduates go into audit at larger firms. So as long as those firms are treating those people like machines and not like human beings, people are not going to want to work at those firms and not enroll for accounting programs.”

That is why, when hiring, you must clearly define what you are looking for. If it is a niche position, you mustn’t stuff the job role with other activities that are, in fact, someone else’s job to do. Your job description should appeal to the best candidates, and they should be willing to, at least, connect with you.

Why do you need a good job description when hiring a Senior Account Executive?

A clear, well-crafted job description doesn’t just tell the candidates about the job – it tells them about your company, culture and ensures alignment. This also saves your time from scanning through irrelevant profiles. It helps in: 

• Setting clear expectations
• Filter out unqualified candidates before the screening process
• Align the entire team – internal or offshore – on what you are hiring for
• Allows faster onboarding and better retention

What does the role of a Senior Account Executive entail?

Senior Account Executives act as the strategic relationship managers. They are responsible for maintaining and expanding relationships with important clients. They help ensure that their expectations are met – if not exceeded. Senior account executives are also expected to handle more complex accounts, lead client strategy sessions, and oversee timelines. Senior Account Executives need to understand both the firm’s mission and vision, and the clients’ business well to provide solutions that make a difference. Start with an overview of the role so that the applying candidates know what it is exactly what they are signing up for. 

Adding the seniority level to understand that their goals align well is equally important. You don’t want to hire a candidate in a senior position with freshers’ experience. 

What are the duties of a Senior Account Executive? 

First things first. A Senior Account Executive is not a Bookkeeper. An individual in this role is expected to manage and grow client relationships. In the context of an accounting firm, this individual acts as the primary point of contact, bridging the gap between clients and the firm. They not only oversee functions like tax planning and audits, they are also associated with strategic planning. Senior Account Executives also collaborate closely with internal teams like accounting, tax, or advisory, translating client needs into actionable deliverables while driving business growth through trusted advisory.

If you are wondering what the skills required are, here is an example. 

Don’t forget to give the candidates a sneak peek at what you are offering. After all, this is what will motivate them to bring the best foot forward. 

Do’s and Don’ts of Writing the Senior Account Executive Job Description

Common Mistakes That Firms Make When Hiring for This Role:

• Writing a vague job description – This may lead to a multitude of problems. You might get profiles that are not remotely related to the role. You might hire wrong and face long-term consequences.

• Overemphasizing technical knowledge – When hiring for this role, it is important to remember that this is a client-first role. While technical knowledge may be important, what is more important are the soft skills and understanding of the client’s needs.

• Ignoring cultural fit –  In the pursuit of looking for a technically fit individual, leaders tend to ignore what is more important – cultural fitness. In a role like this the candidates should be able to convey and put in use the values of the firm and understand the needs of the clients.

• Not discussing performance metrics – This is a relatively senior position. You cannot be vague when deciding the factors for performance analysis. It is important to make the metrics clear.

• Hiring too junior – The “Senior” in the title isn’t just a formality. Incorrect hiring often happens when you are either desperate to fill in the position or have hired with a not-so-accurate JD. 

Save Time with a Free Accounting Associate Job Description Template

Don’t want to start from scratch? We’ve got you covered.

We’ve created a ready-to-use, customizable Accounting Associate Job Description as part of our larger job description template pack. It includes:

• A clear role summary
• Editable sections for duties and requirements
• Space to include your firm’s benefits, culture, and application process

DOWNLOAD YOUR FREE TEMPLATE TODAY

Need Help Filling the Role?

Writing the perfect job description is only half the battle. The next challenge? Finding someone who’s qualified and available.

That’s where Finsmart Accounting can help.

With Finsmart, offshoring your accounting team is not about sending your tasks to a third-party provider. It is an expansion of your internal team. We ensure that your offshore hires integrate smoothly into your firm’s culture, tools, and processes. Here’s how we kick things off:

• First, we collect all the essential information about your firm—your team, clients, tasks, and goals.

• Then, we co-create your digital infrastructure, from accounting tools and internal comms to document sharing and task tracking.

• Our team dives deep into your accounting workflows to ensure mutual clarity and a smooth handover.

• Our 14-step onboarding guide paves the path to ensuring that you are all set for a high-performance offshore team.

• You get a Team Leader and an Account Manager who take it from there. 

Ready to get started? Book a discovery call: 

Book a free discovery call to explore your options.

The post Senior Account Executive Job Description: Duties, Requirements & Template [+ Free Download] appeared first on Finsmart Accounting - USA.

One key reason fewer accountants are willing to join the accounting profession is the poor job distribution. And a top factor resulting in this is the lack of specialized skills. Customers want more. Accountants can no longer just have the technical skills and expect to scale. Rob Brown, in one of his podcasts, mentioned that specialized skills like Forensic Accounting, ESG, cybersecurity, capitalizing on the experiences, and tapping into the emerging landscape will be more needed if you want to gain an edge over your competitors, provide the best services to your clients, and scale. 

This is relevant when you are creating a niche business. Now, what happens when you are a firm that provides multiple services? You need someone who understands your business, someone who has the skills to put the best foot forward. That is where a role like Director of Accounting comes into the picture.

Now, you might think this is something that only bigger firms need. But that’s not the case. Even if you are a small accounting firm owner, it can get overwhelming to do it all on your own. So, instead of getting someone in-house and increasing the overhead costs, you might consider an offshore Director of Accounting.

What does a Director of Accounting role mean for an accounting firm?

A Director of Accounting isn’t just a senior title in your organizational hierarchy. Having this role within your organization means you can bridge financial accuracy, strategic insight, and operational leadership. A Directorial role in Accounting is critical in overseeing financial operations, ensuring compliance with regulations, and leading the accounting team to maintain integrity in the financial operations. 

The Director of Accounting Role has become more important than ever. Data suggests that:  

1. About 70% of organizations have a dedicated Director of Finance. This number points towards the increasing complexity of financial management. 
2. The demand for such professionals is expected to grow by 6% between 2023 and 2033, as complex reporting requirements become more important. 

The Director of Accounting Role is strategic, not just operational – WHY?

Unlike junior and mid-level accountants, a Director is not just responsible for ensuring that transactions are recorded correctly. Their job includes: 

• Structuring financial operations across departments.
• Build and lead accounting teams that can scale as the business grows
• Design and enforce internal controls that protect the company. 
• Partner with leadership on business planning, forecasting, and compliance. 

Without a strong Director of Accounting or someone in a similar position, companies may struggle with late closures, audit issues, cash flow surprises, and financial and reputational damage. 

Why do you need a thorough Job Description for such roles?

Hiring for a leadership role is often tricky. In case you end up with a wrong hire, the impact trickles down to the bottom. The teams can lose motivation, which can, in turn, lead to inefficiencies and unproductivity. An inaccurate or vague job description can have one or more of the following impacts: 

• Attract underqualified candidates who aren’t ready to take on the challenges of the role
• Set the wrong performance expectations internally and externally
• Delay progress when, in fact, your company needs reliable financial direction

On the other hand, a clear and detailed job description ensures that you bring in a leader who knows what to expect, what success looks like, and how their role connects to the broader organizational goals.

Core Elements to Include in the Job Description of a Director of Accounting

Job Title: By mentioning the accurate job title, which will appear everywhere when they join, the candidates become aware of the responsibility and what is expected of them. 

Role Summary: The role summary should be the answer when someone asks your “Director of Accounting” what they do. 

Key Responsibilities: This section will delve deeper into what they do, specific deliverables, and all the things they will be accountable for.

Required Skills & Tools: There are specialized skills and tools that a person hired in a leadership position requires. Giving them the entire picture will help them perform effectively from day 1. 

KPIs or Success Metrics:  Defines how success will be measured, leaving no room for confusion in performance reviews.

Company Overview: Aligns the individual’s responsibilities with broader company goals and values for mission-based accountability.

Compensation & Benefits: This is the parameter that candidates also look for first when they are joining. This section ensures goal alignment.

Application Process: Candidates trust firms better when they witness open and transparent communication. Letting them know the timelines will work in your favor. 

DOWNLOAD THE FREE DIRECTOR OF ACCOUNTING JD TEMPLATES

Important KPI and Metrics that should be included in the JD

Being a strategic role, it can get difficult to track the performance of the Director of Accounting if you do not have proper parameters in place. This can confuse the candidate as well as the team when they come on board. 

Sample KPIs could include: 

• Days to close books after month-end: Target 5–7 days.

• Audit findings: Zero material weaknesses reported.

• Budget vs Actuals variance: Maintain accuracy within 2-5%.

• Team retention: Keep annual accounting team turnover below industry benchmarks.

• Implementation of automation initiatives: Complete projects on time and within budget.

How does a great JD, especially for niche roles, make hiring and onboarding smooth?

While this is relevant for any position you might be hiring for, it becomes especially important in senior and leadership positions. When candidates are clear on what is expected of them, they can get going. A clear JD helps: 

• Attract candidates with the right blend of leadership and technical skills.

• Align internal hiring teams on what “good” looks like.

• Make onboarding more focused and efficient.

• Set clear initial performance goals.

• Establish a sense of ownership and accountability early on.

It saves time, reduces confusion and misalignment, and ultimately helps build a more cohesive leadership team in your finance department.

Need help filling the role? 

Writing the perfect job description is only half the battle, but it can get tricky. These free Job Description templates can help.

But what about the next challenge of finding a skilled and qualified resource?

Finsmart Accounting’s team of pre-qualified, pre-vetted, English-speaking resources can help you deploy a Director of Accounting from day 1. But that is just the beginning.

A strong offshoring partnership means your extended teams blend seamlessly into your own. With our Embedded Outsourcing model, your new team members don’t just support your operations — they become an extension of your firm’s culture and goals from Day 1.

Here’s how we ensure a seamless start:

• The team gets a comprehensive understanding of your firm’s structure, workflows, and expectations.

• We collaborate to set up the right tech stack — accounting software, communication channels, document management, and time tracking — for smooth day-to-day operations.

• Our team dives deep into your accounting processes to align on priorities, timelines, and quality standards.

• Together, we customize the offshoring workflow using our proven 14-step implementation guide, ensuring clarity, accountability, and efficiency from the outset.

• We assign a Team Leader and an Account Manager who are responsible for your satisfaction and success.

When you partner with Finsmart, you don’t just fill a position — you unlock a scalable, high-performing accounting function built for long-term success.

Ready to experience the Finsmart difference? Let’s start the conversation today.

Book a free discovery call to explore your options.

BOOK THE DIRECTOR OF ACCOUNTING JD TEMPLATE PACK TODAY

The post Director of Accounting Job Description: Role Overview and Expectations [+ Free Template] appeared first on Finsmart Accounting - USA.

A 2020 report by Sage showcased that 84% employers acknowledged that employees from younger generations are perceived as “digital natives”. They bring progressive expectations, attitudes, and talents. As an accounting firm owner, if you are struggling to find such team members, it might be wise to reflect upon what you are doing wrong. 

This is why it is important to have a job description that lets the candidates know exactly what you are looking for. This ensures both parties are on the same page.

What Does an Accounting Associate Do?

An Accounting Associate is one of the foundational roles in most firms. They are at the forefront when there is a change in the regulation or clients point out an error. They are also the source of support for the accounting teams in their day-to-day tasks like bookkeeping, preparing reports, processing transactions and maintaining financial records. 

These professionals are usually freshers or have very little experience. They are early in their careers and have a strong understanding of the accounting basics, software tools, and compliance requirements. Hiring the right people in the role can take a lot off your plate. Instead of looking at them as a temporary resource, you should focus on grooming them into a long-term asset. 

What Does the Job Entail – What should you include in the JD?

The responsibilities of an Accounting Associate vary greatly depending on the firm’s size and industry. To summarize, some of the common responsibilities may include: 

• Assisting in preparing financial statements and reports

• Reconciling bank accounts and credit cards

• Recording and classifying daily financial transactions

• Processing accounts payable and receivable

• Supporting month-end and year-end close processes

• Maintaining and organizing financial records

• Communicating with vendors, clients, and internal teams as needed

• Ensuring compliance with accounting policies and procedures

Be sure to clarify whether this role is client-facing or internal, and whether they’ll report to a Senior Accountant, Controller, or directly to you.

Key Skills and Qualifications You Should Look For:

Katie Thomas, CPA, in one of her live sessions mentioned that your firm needs an inbound approach to attract top talent. Especially because what used to work earlier, doesn’t anymore.

That is why, it is not enough to just look for individuals who understand how to do accounting. It is about finding the right fit – culturally. You need someone who is detail-oriented, proactive, responsible, has the ability to take ownership and can juggle between multiple tasks without making critical errors. 

Here’s what to include in your “Requirements” section:

Education & Experience:

Technical Skills:

Soft Skills:

Bonus points if they’re pursuing a CPA or have worked with accounting firms before.

How to Customize the JD for Your Firm

One-size-fits-all job descriptions often lead to mismatched hires. Make sure to tailor the JD to reflect your:

• Firm size and structure: A 3-person firm needs different support than a 50-person one.

• Workflow style: Are you using cloud tech and automation? Mention it!

• Client type: If your associate will work with small business clients or specific industries, include that.

Also, don’t forget to highlight your culture and values. Today’s candidates care as much about who they’re working with as what they’re doing.

Do’s and Don’ts when customizing your job description template:

Save Time with a Free Accounting Associate Job Description Template

Don’t want to start from scratch? We’ve got you covered.

We’ve created a ready-to-use, customizable Accounting Associate Job Description as part of our larger job description template pack. It includes:

• A clear role summary
• Editable sections for duties and requirements
• Space to include your firm’s benefits, culture, and application process

DOWNLOAD YOUR FREE TEMPLATE TODAY!

Need Help Filling the Role?

Writing the perfect job description is only half the battle. The next challenge? Finding someone who’s qualified and available.

That’s where Finsmart Accounting can help.

Hire full-time, remote Accounting Associates who are pre-vetted, trained, and ready to plug into your team—without the stress of local recruitment.

• Pre-screened talent

• Fluent English and accounting software skills

• Trained in international accounting standards

• Fully remote and ready to work your time zone

Partnering with Finsmart makes sure that your accounting processes are seamless from Day 1. To get started, we follow the following onboarding steps:

• Gather all details of the accounting firm – client name, address, partners, employees, point of contact, scope of work and other basic details. 
• Together we set up the tech – Accounting Software, Internal Communications platform, time tracking, Document Management, task Management, Invoice Processing, Month Closing, Password Protection, and data security
• Deep dive into the accounting processes to understand what both parties expect
• Set the accounting offshoring workflow with our 14-step guide

Ready to get started? Book a discovery call: 

Book a free discovery call to explore your options.

Final Thoughts

An Accounting Associate can bring structure, consistency, and support to your firm—if you hire the right one.
It all starts with a strong job description that speaks to their skill set, clarifies your expectations, and showcases what makes your firm a great place to work.

Use our free template to make hiring easier—and smarter.

Grab the Free Accounting Associate JD Template Now 

The post Accounting Associate Job Description: Responsibilities & Skills [+ Free Template] appeared first on Finsmart Accounting - USA.