The job market for accountants and auditors is growing at a rapid pace. According to the US Bureau of Labor and Statistics, employment for such positions is expected to grow at a rate of 6% between 2023 and 2033.
But here’s the reality—firms are struggling to fill specialized roles like senior accounting executives. Individuals working in such roles are expected to handle a plethora of things—performing regular operational activities, working closely with the leadership teams and stakeholders, understanding and knowing the regulations, and making sure that the clients are happy.
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
| Do’s | Don’ts |
| Be specific about the in-house and client-facing responsibilities For example: “Act as the primary point of contact for assigned clients, ensuring timely delivery of services and issue resolution.” |
Avoid using vague terms that no one understands
For example: “Support the company’s strategic objectives.” |
| Mention tools and software that individuals need to know if they are joining in the role For example: “Experience with project management tools like Karbon, ClickUp, or Asana is a plus.” |
Don’t assume that the candidates know the software you use in your firm
For example: “Must be tech-savvy” |
| Describe the definition of success For example: “Success will be measured by client retention rate, upsell growth, and timely service delivery.” |
Don’t forget the performance metrics
For example: “Must be results-oriented.” |
| Include soft skills which might be relevant to the role, especially if it is for the clients
For example: “Strong communication and conflict-resolution skills to navigate client challenges.” |
Don’t just focus on the technical aspect, especially if it is for internal purposes
For example: “Must have 3+ years in accounting software.” |
| Clarify team structure – reporting, reportees, and team collaboration
For example: Reports to the Client Services Director and works closely with Tax and Bookkeeping Leads.” |
Don’t keep the internal or offshoring structure unclear.
For example: Reports to Management |
| Use inclusive and welcoming language
For example: “We’re looking for someone who thrives in a collaborative, client-first culture.” |
Don’t use jargons
For example: “We want rockstars who can handle pressure and meet demanding KPIs. |
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.
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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.
Maanoj is Co-founder & Director of Growth Strategy & Alliance at Finsmart Accounting. He is an Outsourcing Expert, a People Champion, and a Dynamic Leader with strong Business Strategy and Scaling-up experience. He has incubated businesses, sold & exited ventures; helped build strong enterprises in very diversified verticals like Fintech, HR & Consulting spaces in various CXO capacities over the last 20 years.
