6 free templates plus the FLSA classification, salary benchmark, and career-path guidance generic templates skip, written for the small agencies that actually hire this role. Download as DOCX.
An account coordinator is the organizational backbone of an account team: the person who keeps client work moving, coordinates the details, and is often a small agency's first or earliest hire. It is also one of the most misclassified roles in hiring, since it is usually a non-exempt, hourly job that generic templates treat as a vague salaried position. This page fixes that with six templates by industry and seniority, plus the FLSA, salary, and career-path guidance the standard templates leave out.
At FirstHR, we build for the small agencies and client-service businesses that actually hire this role, where an owner or account lead writes the posting. The six templates below cover the standard version, marketing and advertising, PR, entry-level, senior, and a small-agency first-hire version. Each is ready to use. Fill in the brackets and post, and the guide to writing a job description covers the fundamentals while the small-business hiring guide puts the hire in context.
TL;DR
An account coordinator is an entry-level, client-facing support role that keeps accounts organized, working under an account manager. It is usually non-exempt and hourly, paying roughly $46,000-$62,000 (entry around $40,000-$47,000). The standard path is coordinator to account manager to account executive. Most are hired by small marketing, ad, and PR agencies. Download six templates as DOCX, with FLSA, salary, and career-path guidance built in.
What Is an Account Coordinator?
An account coordinator is a client-facing support role that keeps client accounts organized and on track. They support account managers and executives, coordinate tasks and deliverables, communicate with clients on day-to-day matters, prepare reports and materials, and keep account records current. The role is the entry point into account services and the organizational glue of an account team.
The role appears most often in marketing, advertising, and PR agencies, but also in insurance, logistics, and other client-service businesses. Because there is no exact federal occupation for account coordinator, the closest official anchor is advertising sales agents (SOC 41-3011), with related detail in the O*NET profile, though the real role is a hybrid of sales support, administration, and client service. The most important thing for an employer to recognize is that this is an entry-level support role, which shapes the duties, the pay, and the classification.
Account Coordinator Duties and Responsibilities
Account coordinator duties cluster into four areas: coordination and projects, client communication, internal support, and records and reporting. A strong job description picks the specific responsibilities from each area that match your accounts rather than listing every possible task. These are the duties grouped the way the templates use them.
Coordination and projects
Coordinate tasks, timelines, and deliverables
Track project status across teams
Keep nothing from falling through the cracks
Client communication
Serve as a day-to-day client contact
Prepare reports, decks, and recaps
Route and follow up on client requests
Internal support
Support account managers and executives
Align creative, media, and internal teams
Help with billing and order coordination
Records and reporting
Maintain account files and the CRM
Compile campaign and account results
Keep client information current
The emphasis shifts by industry: an agency role leans into campaign coordination across creative and media teams, while a PR role leans into media lists and coverage. For a structured way to scope the role, the guide to defining job responsibilities walks through the process, and the roles and responsibilities guide helps distinguish this role from adjacent ones.
Which Template Should You Use?
Pick the template by your industry and the seniority of the role. The core structure is the same across all six, but each emphasizes the responsibilities, classification, and framing that fit a specific kind of account coordinator. Use this guide to choose the closest fit, then adjust.
Standard / Sales
Universal base
The core version: client-facing coordination and account support across any industry. The baseline to adapt, with an FLSA note and career path built in.
Marketing / Advertising
Agency account services
For a marketing or ad agency: coordinate campaigns and deliverables between clients and creative and media teams.
PR Account Coordinator
PR and communications
For a PR or comms agency: media lists, press materials, coverage tracking, and client coordination. Writing-focused.
Entry-Level / Junior
First account hire
For a first job in account services: support and coordination with mentorship. Almost always non-exempt and hourly, with a clear FLSA note.
Senior Account Coordinator
Bridge to account manager
For an experienced coordinator: more autonomy, larger accounts, and mentoring juniors. The step into account management.
Small Agency (First Hire)
Wear-many-hats version
The version generic templates skip: a hands-on, first-coordinator role at a small agency, with direct owner access and fast growth.
Match the Template to the Role
A general or sales-support coordinator: Standard. A marketing or ad agency: Marketing / Advertising. A PR or comms firm: PR. A first job with mentorship: Entry-Level / Junior. An experienced coordinator stepping toward account manager: Senior. A small agency making its first coordinator hire: Small Agency. Every version is usually non-exempt and hourly, so set the classification and pay range to the actual duties.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company summary, job summary, key responsibilities, qualifications, an FLSA classification note, a salary benchmark, a career-path block, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard, marketing/advertising, PR, entry-level, senior, and small-agency. All in one DOCX.
Template 1: Account Coordinator (Standard)
The universal base: client-facing coordination and account support across any industry, with an FLSA note, salary benchmark, and career path built in. Adapt it to your setting.
Account Coordinator Job Description (Standard)
ACCOUNT COORDINATOR JOB DESCRIPTION (STANDARD)
Company: __ ([City, State] / Remote)
Reports to: __ (Account Manager / Account Executive)
Employment type: Full-time
FLSA status: [Non-exempt hourly, or exempt if duties and salary qualify; see note]
Compensation: $_____ [hourly or salary] (market range ~$46,000-$62,000)
ABOUT [COMPANY NAME]
[One or two sentences about your company and the accounts or clients this
person will support.]
JOB SUMMARY
[Company Name] is hiring an Account Coordinator to support our account team and
keep client work moving. You will be the organizational backbone for client
accounts: coordinating tasks, communicating with clients, preparing materials,
and making sure nothing falls through the cracks. This is a client-facing
support role and a strong entry point into account management.
KEY RESPONSIBILITIES
•Support account managers and executives across client accounts
•Coordinate tasks, timelines, and deliverables for client projects
•Serve as a day-to-day point of contact for clients
•Prepare reports, presentations, and client materials
•Track project status and keep internal teams aligned
•Schedule and document client meetings and follow-ups
•Maintain accurate account records and files
•Help resolve client questions and route issues to the right team
•Support billing, invoicing, and order coordination as needed
•Keep client information current in the CRM or account system
REQUIRED QUALIFICATIONS
•[1-2+] years in a coordinator, administrative, or client-facing role
•Excellent organization and attention to detail
•Strong written and verbal communication
•Comfortable juggling multiple accounts and deadlines
•Proficient with office and CRM tools
•Bachelor's degree preferred, not always required
FLSA CLASSIFICATION NOTE (read before posting)
This role is often NON-EXEMPT (hourly, overtime-eligible), especially at the
entry level, because the work is primarily support and coordination under an
account manager rather than independent judgment on matters of significance. It
may be EXEMPT (administrative) only if the salary and actual duties meet the
federal tests. Classify by the real duties and pay, and confirm with an advisor.
This is general information, not legal advice.
CAREER PATH
Account Coordinator is the entry point into account services. A common path is:
Account Coordinator to Account Manager to Account Executive (or Director).
Mentioning this progression in the posting attracts ambitious candidates.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [+ benefits] (market range ~$46,000-$62,000)
For a marketing or ad agency: coordinate campaigns and deliverables between clients and creative and media teams. The standard agency account-services version.
For a PR or communications agency: media lists, press materials, coverage tracking, and client coordination. Writing-focused, with a writing sample in the apply step.
PR Account Coordinator Job Description
PR ACCOUNT COORDINATOR JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Reports to: __ (Account Manager / PR Supervisor)
Employment type: Full-time
FLSA status: [Non-exempt hourly, or exempt if duties and salary qualify; see note]
Compensation: $_____ [hourly or salary] (market range ~$46,000-$62,000)
JOB SUMMARY
[Agency Name] is hiring a PR Account Coordinator to support our public relations
and communications team. You will build and maintain media lists, draft and
distribute materials, track coverage, and coordinate the day-to-day details of
client accounts. A strong entry point into a PR career.
KEY RESPONSIBILITIES
•Support account teams across PR and communications clients
•Build and maintain media and influencer lists
•Draft press materials, pitches, and coverage reports
•Distribute releases and monitor and track media coverage
•Coordinate interviews, events, and client logistics
•Prepare client status reports and meeting recaps
•Maintain account files, contacts, and the CRM
•Be a responsive day-to-day point of contact
REQUIRED QUALIFICATIONS
•[1-2+] years in PR, communications, or a coordinator role (internships count)
•Strong writing and proofreading skills
•Highly organized and deadline-driven
•Comfortable with media databases and monitoring tools
•Bachelor's in PR, communications, or journalism a plus
FLSA CLASSIFICATION NOTE
PR account coordinator roles are commonly NON-EXEMPT (hourly, overtime-eligible),
since the work is support and coordination rather than independent judgment on
matters of significance. Classify by the real duties and salary, and confirm with
an advisor. This is general information, not legal advice.
CAREER PATH
PR Account Coordinator to Account Manager / Senior Account Executive to Account
Director. The standard ladder in PR agency account services.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [+ benefits] (market range ~$46,000-$62,000)
To apply, email __ with your resume and a writing sample.
For a first job in account services: support and coordination with mentorship and a clear growth path. Almost always non-exempt and hourly, with an explicit FLSA note.
For an experienced coordinator: more autonomy, larger accounts, and mentoring juniors. The bridge into account management, where exempt classification may apply.
Senior Account Coordinator Job Description
SENIOR ACCOUNT COORDINATOR JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Reports to: __ (Account Manager / Director)
Employment type: Full-time
FLSA status: [Non-exempt or exempt; classify by duties and salary, see note]
Compensation: $_____ [salary or hourly] (market range ~$55,000-$67,000)
JOB SUMMARY
[Company Name] is hiring a Senior Account Coordinator to take ownership of client
accounts and mentor junior coordinators. You will run day-to-day account
operations with more independence, manage larger or more complex accounts, and
help bridge coordinators and account managers. A step toward account management.
KEY RESPONSIBILITIES
•Own day-to-day coordination for larger or key accounts
•Act as a primary client contact with more autonomy
•Mentor and support junior coordinators
•Lead reporting, status, and client communications
•Coordinate cross-team deliverables and resolve issues
•Improve account processes and trackers
•Support account managers on strategy and renewals
•Maintain account records, the CRM, and documentation
REQUIRED QUALIFICATIONS
•[3-4+] years in a coordinator or account-services role
•Proven organization and client-management skills
•Strong communication and problem-solving
•Comfortable mentoring and leading by example
•Experience with project and CRM tools
•Bachelor's degree preferred
FLSA CLASSIFICATION NOTE
A senior account coordinator may qualify as EXEMPT (administrative) if the salary
meets the threshold and the duties involve real discretion and independent
judgment on matters of significance. If the work is still mostly support and
coordination, it remains NON-EXEMPT. Classify by the actual duties and pay, and
confirm with an advisor. This is general information, not legal advice.
CAREER PATH
Senior Account Coordinator to Account Manager to Account Executive / Director.
This role is the bridge into account management.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [+ benefits] (market range ~$55,000-$67,000)
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Template 6: Account Coordinator (Small Agency, First Hire)
The version generic templates skip: a hands-on, wear-many-hats first-coordinator role at a small agency, with direct owner access and fast growth.
Account Coordinator Job Description (Small Agency, First Hire)
ACCOUNT COORDINATOR JOB DESCRIPTION (SMALL AGENCY, FIRST HIRE)
Company: __ ([City, State] / Remote)
Reports to: [Owner / Founder / Account Lead]
Employment type: Full-time
FLSA status: Non-exempt (hourly, overtime-eligible) unless duties and salary qualify
Compensation: $_____ [hourly or salary] (market range ~$46,000-$62,000)
ABOUT US
We are a small [marketing / advertising / PR] agency hiring our first, or one of
our first, account coordinators. This is a hands-on, wear-many-hats role with
direct access to the owner and real ownership of client work. Ideal for someone
who wants to grow fast in a small, collaborative team.
WHAT YOU WILL DO
•Support client accounts end to end alongside the owner or account lead
•Coordinate deliverables, timelines, and client communication
•Be a reliable day-to-day point of contact for clients
•Prepare reports, decks, and meeting recaps
•Keep accounts, files, and the CRM organized
•Help with billing, scheduling, and project tracking
•Pitch in across the agency where needed
•Grow into account management as the agency grows
WHAT WE ARE LOOKING FOR
•[1-2+] years in a coordinator, agency, or client-facing role (internships count)
•Highly organized, proactive, and comfortable with ambiguity
•Strong communication and client-service instincts
•Eager to take ownership and grow with a small team
•No certification required; attitude and reliability matter most
FLSA CLASSIFICATION NOTE (read before posting)
At a small agency this role is almost always NON-EXEMPT (hourly,
overtime-eligible), since the work is coordination and support rather than
independent judgment on matters of significance, and pay is often near the
salary threshold. Pay hourly, track hours, and pay overtime over 40 hours a week.
Confirm with an advisor. This is general information, not legal advice.
CAREER PATH
In a small agency, an account coordinator can grow quickly: Account Coordinator
to Account Manager to Account Lead / Director as the agency and client base grow.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [+ benefits] (market range ~$46,000-$62,000)
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Pay and FLSA Classification
Account coordinator is one of the roles where FLSA classification genuinely matters, and it is the field generic templates always skip. For most coordinator roles, especially entry-level, the answer is non-exempt.
Usually Non-Exempt, Especially Entry-Level
An entry-level or junior account coordinator is almost always non-exempt and owed overtime, because the work is support and coordination under an account manager rather than independent judgment on matters of significance, and entry pay often sits near the salary threshold. A senior coordinator with real autonomy may qualify as exempt under the administrative exemption, but only if both the salary and the actual duties meet the federal tests. Review DOL Fact Sheet 17C on the administrative exemption, and classify by the real duties and pay, not the title. This is general information, not legal advice.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the tests in plain terms. Getting this right matters most at a small agency, where the first coordinator hire usually leans non-exempt; confirm with an employment advisor when a role sits near the line.
Account Coordinator Pay
Account coordinator pay varies by seniority, industry, and market. Anchor your range to current market data, then adjust for the level you are hiring.
Roughly $46,000 to $62,000 a Year
National compensation surveys put account coordinator pay in the $46,000 to $62,000 range, with a median around the low-to-mid $50,000s, entry-level near $40,000 to $47,000 (about $22 to $23 an hour), and senior roles in the high $50,000s to high $60,000s. Because there is no exact federal occupation, the closest official anchor, advertising sales agents, had a median annual wage of $61,460 in May 2024 (U.S. Bureau of Labor Statistics), though that proxy runs a bit high for a typical small-agency coordinator.
Major metros like New York and Los Angeles sit at the higher end of the range. Set your pay range to your industry, location, and the seniority of the role, and publish it in the posting, since a growing number of states require a salary range in job listings.
Career Path and Progression
The account coordinator role is a stepping stone, and naming the path it leads to is one of the most effective things you can put in the posting. Ambitious early-career candidates are drawn to clear progression, and most templates leave this out entirely.
Step 1
Account Coordinator
Entry point: support, coordination, client communication
Step 2
Account Manager
Owns client relationships and account strategy
Step 3
Account Executive / Director
Leads major accounts, growth, and the account team
From account coordinator, the path runs through senior coordinator, then account manager, who owns client relationships and strategy, then account executive or director, leading major accounts and the team. At a small agency this can move quickly as the client base grows. Note that account manager and account executive are distinct, more senior roles with higher pay and different classification, so hire for the level you actually need.
Hiring an Account Coordinator for a Small Agency
The employers hiring account coordinators are overwhelmingly small agencies, and they make the hire directly, usually without an HR department. Three realities shape this hire, and the generic templates address none of them.
Most account coordinators are hired by small agencies with no HR department
Account coordinator is a classic entry role in account services, and the employers hiring for it are overwhelmingly small. Industry research finds that the large majority of marketing and advertising agencies in North America have fewer than 50 full-time employees, and most companies do not make their first dedicated HR hire until somewhere around 40 to 50 people. That means the owner, a founder, or an account lead usually writes the job description, screens applicants, and onboards the new coordinator, all between client work. The templates here are written for that reality, including a dedicated small-agency version, so you can post a clear, professional description without translating a big-agency job description down to your size.
Classification is a real decision, and entry-level usually means non-exempt
Account coordinator is one of those roles where the FLSA classification genuinely matters and is easy to get wrong. An entry-level or junior coordinator is almost always non-exempt and owed overtime, because the work is support and coordination under an account manager rather than independent judgment on matters of significance, and entry pay often sits near the salary threshold. A senior coordinator with real autonomy may qualify as exempt, but only if both the salary and the duties meet the federal tests. The title does not decide this; the actual work and pay do. Every template here includes an FLSA note so you classify by reality, not by the title, which is exactly the field generic templates leave out.
It is often a first hire, so the offer and onboarding need to be clean
Because account coordinator is frequently one of a small agency's first or earliest hires, the people side has to be handled well even without an HR team: a clear job description, an offer with the correct FLSA classification and an honest pay range, the I-9 and tax forms, and a structured onboarding so the new coordinator can actually get up to speed and grow toward account management. FirstHR fits this for a small agency: e-signature for the offer letter, document management for the job description and signed forms, task workflows for onboarding, and training modules to ramp the coordinator under an account manager. To be clear about scope, FirstHR is an onboarding and HR platform, not an applicant tracking or payroll system, so pair it with those providers. Applicant tracking is coming soon to FirstHR.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and because account coordinator is often a small agency's first or earliest hire, a clean, repeatable process matters from the start.
Send the offer
Confirm the role, pay, start date, and the correct FLSA classification in writing. An offer letter template makes this fast for an entry hire.
Onboard and train
Give the coordinator a structured start: accounts, tools, the CRM, and a ramp plan under an account manager.
Map the growth path
Set expectations for the path to account manager early, since growth potential is a big draw for this role.
Store the records
Keep the job description, signed offer, and onboarding documents organized and easy to find as you hire more.
Once your offer is ready, the offer letter template handles the next step, an onboarding template gives the new coordinator a structured start, and an employee handbook template covers your policies. For related roles you may also hire, the marketing coordinator, project coordinator, and customer success manager templates cover adjacent positions. FirstHR connects the offer, paperwork, e-signatures, and the onboarding workflow in one place so a small agency can run the same process every time. FirstHR is an onboarding and HR platform, not an applicant tracking or payroll tool, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
An account coordinator is an entry-level, client-facing support role that keeps accounts organized, working under an account manager.
It is usually non-exempt and hourly, especially at the entry level, because the work is coordination and support rather than independent judgment.
Pay runs roughly $46,000 to $62,000, with entry-level near $40,000 to $47,000 and senior roles in the high $60,000s.
The standard career path is coordinator to account manager to account executive; naming it attracts ambitious candidates.
Most account coordinators are hired by small marketing, advertising, and PR agencies that have no HR department.
Match the template to the industry and seniority, and include the FLSA classification, salary range, and career path that generic templates skip.
Frequently Asked Questions
What does an account coordinator do?
An account coordinator is a client-facing support role that keeps client accounts organized and moving. Day to day, they support account managers and executives, coordinate tasks and timelines, serve as a point of contact for clients, prepare reports and presentations, track project status, schedule meetings, and keep account records and the CRM current. The role is the organizational backbone of an account team. It appears most often in marketing, advertising, and PR agencies, but also in insurance, logistics, and other client-service businesses. The exact mix varies by industry: an agency coordinator coordinates campaigns across creative and media teams, while a PR coordinator builds media lists and tracks coverage. Across all of them, the common thread is coordination, communication, and detail management in support of client relationships.
What is the difference between an account coordinator and an account manager?
The difference is ownership and seniority. An account coordinator is an entry-level support role: they coordinate tasks, handle day-to-day details, and support the account team, working under an account manager. An account manager owns the client relationship, sets account strategy, makes decisions, and is ultimately responsible for client satisfaction and retention. The coordinator keeps things organized and moving; the manager owns the outcome. In terms of career path, account coordinator is typically the step before account manager, which is itself the step before account executive or director. The pay reflects this: coordinators earn roughly $46,000 to $62,000 while account managers earn more and are more often salaried and exempt. If you are hiring, decide which you actually need, since posting for the wrong one attracts the wrong candidates.
Is an account coordinator exempt or non-exempt under the FLSA?
An account coordinator is usually non-exempt and paid hourly, especially at the entry level, meaning entitled to overtime for hours over 40 in a workweek. This is because the work is primarily support and coordination under an account manager, which does not meet the federal duties test for the administrative exemption, and entry-level pay often sits near or below the salary threshold. A senior account coordinator with genuine autonomy and discretion over significant matters may qualify as exempt, but only if both the salary and the actual duties meet the federal tests. The title alone does not determine classification; the real work and pay do. For most coordinator roles, especially at a small agency, non-exempt and hourly is the safe and accurate classification. Classify by the actual duties and confirm with an advisor. This is general information, not legal advice.
How much does an account coordinator make?
Account coordinators typically earn between about $46,000 and $62,000 a year, with national compensation surveys clustering in that range and a median around the low-to-mid $50,000s. Entry-level and junior coordinators sit lower, often around $40,000 to $47,000 or roughly $22 to $23 an hour, while experienced and senior coordinators reach the high $50,000s to high $60,000s. Because there is no exact federal occupation for account coordinator, the closest official anchor is advertising sales agents, which had a median annual wage of about $61,460 in May 2024, though that proxy runs a bit high for a typical small-agency coordinator. Pay also varies by market, with major metros like New York and Los Angeles at the higher end. Set your range to your industry, location, and seniority, and post it, since a growing number of states require a salary range in job listings.
What qualifications does an account coordinator need?
Account coordinator is an entry-level role, so the requirements are modest. The core qualifications are strong organization and attention to detail, clear written and verbal communication, the ability to juggle multiple accounts and deadlines, and comfort with office and CRM tools. One to two years in a coordinator, administrative, or client-facing role is typical, though internships often count, and junior versions of the role may require no prior experience at all. A bachelor's degree in marketing, communications, business, or a related field is commonly preferred but not always required. For agency and PR roles, strong writing is especially valued. The most important traits are reliability, responsiveness, and a willingness to learn the account-management process, since this role is a stepping stone. Listing a degree as preferred rather than required widens your candidate pool for an entry-level position.
Is account coordinator an entry-level job?
Yes, account coordinator is generally an entry-level role and a common first job in account services. It is the standard entry point into the account-management track at marketing, advertising, and PR agencies, as well as in other client-service businesses. The role is designed for someone early in their career who is strong on organization and communication and wants to learn the business by supporting an account team. Many people move into it straight out of college or from an internship, and from there progress to account manager and beyond. That entry-level nature is exactly why the role is usually non-exempt and hourly, and why naming the career path in the job description is so effective: ambitious early-career candidates are drawn to the clear progression toward account manager and account executive. A junior or entry-level version of the role asks for little or no prior experience.
What is the career path for an account coordinator?
The standard career path runs from account coordinator to account manager to account executive or account director. An account coordinator starts by supporting the account team and learning the business. With experience, they may become a senior account coordinator with more autonomy and larger accounts, then move into account manager, where they own client relationships and strategy. From there, the path leads to account executive or account director, leading major accounts and the account team, and eventually to roles like account supervisor or VP of account services. At a small agency, this progression can happen quickly as the agency and client base grow. Naming this path in the job description is a proven way to attract ambitious early-career candidates, since the growth potential is a major draw for an entry-level role, and it is a content gap most job-description templates leave out.
What should an account coordinator job description include?
A strong account coordinator job description names the industry and the support nature of the role up front, then includes a job summary, responsibilities grouped into coordination and projects, client communication, internal support, and records and reporting, and the qualifications, which are modest for an entry-level role. The most valuable additions that generic templates skip are four: the FLSA classification, which is usually non-exempt for this role; an honest salary range, around $46,000 to $62,000 depending on seniority and market; the career path from coordinator to account manager to account executive, which attracts ambitious candidates; and, for a small agency, an honest framing of the wear-many-hats reality. Close with an equal opportunity statement and clear apply instructions. Including the classification and pay range upfront also keeps you compliant where states require salary transparency. This is general information, not legal advice.
