6 free templates by role: staff, senior, in-house, tax, audit, and small firm, with the CPA licensure checklist, Required-vs-Preferred guidance, and FLSA learned-professional note the generic templates skip. Download as DOCX.
A CPA, or Certified Public Accountant, is a licensed accounting professional who prepares and reviews financials, handles tax, performs audits, and advises clients or employers. The role comes in distinct flavors, staff and senior CPAs at firms, tax and audit specialists, and the in-house CPA a growing company hires for its finances, and it carries one decision generic templates skip entirely: whether the role requires an active license, prefers one, or accepts a candidate working toward it. That single line shapes who applies.
These six templates cover the role across settings: staff CPA at a small firm, senior CPA, in-house first finance hire, tax CPA, audit and assurance CPA, and a small-firm generalist. Each is ready to use, with a CPA licensure checklist and the FLSA learned-professional note built in. For the fundamentals behind any posting, the guide to writing a job description is a useful companion, and FirstHR helps run the onboarding once you hire.
TL;DR
A CPA (Certified Public Accountant) is a licensed accountant who handles tax, financial reporting, audit, and advisory work. The role is an exempt, salaried learned professional under the FLSA. The closest federal occupation, accountants and auditors, reports a median of $81,680 a year, with CPA-titled pay running higher. The most important line in any CPA posting is whether the license is required, preferred, or open to a candidate. Download six free templates as DOCX, by role, with a licensure checklist built in.
What a CPA Does
A CPA is a licensed accounting professional who prepares and reviews financial statements, prepares and plans taxes, performs audits and attest work, and advises on accounting and compliance. The license is the defining feature: it qualifies a CPA to sign audit opinions and represent clients before the IRS, work non-licensed accountants generally cannot do.
The closest federal occupation is Accountants and Auditors (SOC 13-2011), which the Bureau of Labor Statistics notes includes the path to becoming a licensed CPA. The O*NET profile lists the standardized tasks and tools. Because the work spans tax, accounting, and assurance across firms and companies, the role and its templates come in several versions.
CPA Duties and Responsibilities
CPA duties cluster into four areas: tax, accounting and reporting, audit and assurance, and client and team work. A strong job description picks the specific responsibilities from each area that match the role, rather than listing every possible task.
Tax
Prepare individual and business returns
Research tax law and document positions
Advise on planning and compliance
Accounting and reporting
Prepare and review financial statements
Run month-end and year-end close
Maintain books and reconcile accounts
Audit and assurance
Plan and perform audits and reviews
Test controls, balances, and transactions
Prepare and review workpapers
Client and team
Serve as a client contact
Review and mentor staff work
Protect client confidentiality
The balance shifts by role: a tax CPA leans into returns and planning, an audit CPA into attest engagements, and an in-house CPA into close and controls. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by role and setting: staff or senior for a firm, in-house for a company's first finance hire, tax or audit for a specialty, and small-firm generalist for a lean practice. Use this guide to choose the closest fit, then adjust.
Staff CPA (Firm)
Entry / mid, firm
The everyday firm hire: prepare and review tax, bookkeeping, and financial statements for clients. Open to a licensed CPA or a candidate pursuing licensure.
Senior CPA (Firm)
Supervisory, client-facing
For an experienced, licensed CPA who owns engagements, reviews staff work, and serves as a primary client contact.
In-House CPA
SMB first finance hire
For a growing business bringing finance in-house: month-end close, internal controls, and clear numbers for the owner. The white-space version.
Tax CPA
Returns, planning, IRS
For a tax-focused role: return prep and review, planning, and representing clients before tax authorities.
Audit / Assurance CPA
Attest engagements
For audit and assurance: financial statement audits, reviews, and compilations, with independence and licensure built in.
Small Firm / Generalist
Owner hiring direct
For a small practice where the CPA does a bit of everything and the owner hires directly. The closest fit for a small firm.
Match the Template to the Hire
Everyday firm hire: Staff CPA. Experienced lead who reviews and manages clients: Senior CPA. A growing company's first dedicated finance hire: In-House CPA. A tax-focused role: Tax CPA. Audit and assurance work: Audit / Assurance CPA. A small practice where the CPA does a bit of everything: Small Firm / Generalist, the closest fit for a small firm. Whichever you choose, set the Required / Preferred / Pursuing license field deliberately.
6 Free CPA Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: firm or company and job summary, key responsibilities, qualifications with a license field, a licensure or classification note, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Staff, senior, in-house, tax, audit, and small-firm generalist. All in one DOCX.
Template 1: Staff CPA (Small CPA Firm)
The everyday firm hire: prepare and review tax, bookkeeping, and financial statements for clients. Open to a licensed CPA or a candidate pursuing licensure.
Staff CPA Job Description (Small CPA Firm)
STAFF CPA JOB DESCRIPTION (SMALL CPA FIRM)
Firm: __ ([City, State])
Reports to: __ (Senior CPA / Manager / Partner)
Employment type: Full-time
FLSA status: Exempt (learned professional), confirm by duties and salary
Compensation: $_____ to $_____ per year
ABOUT [FIRM NAME]
[One or two sentences about your accounting practice, the clients you serve
(small businesses, individuals, nonprofits), and the team this staff CPA will
join. Note busy-season expectations.]
JOB SUMMARY
[Firm Name] is hiring a Staff CPA to prepare and review client work across tax,
bookkeeping, and financial reporting. You will work directly with clients and
senior staff, prepare returns and financial statements, reconcile accounts, and
support month-end and year-end close. This is a hands-on role for a licensed CPA
or a CPA candidate building toward licensure in a small, client-focused practice.
KEY RESPONSIBILITIES
•Prepare individual and business tax returns
•Prepare and review financial statements and reports
•Reconcile accounts and support month-end and year-end close
•Maintain client books in QuickBooks, Xero, or similar
•Research tax and accounting questions and document conclusions
•Communicate with clients on records, deadlines, and questions
•Support audits, reviews, and compilations as assigned
•Protect client confidentiality and follow firm standards
Template 3: In-House CPA (Small Business First Finance Hire)
For a growing business bringing finance in-house: month-end close, internal controls, and clear numbers for the owner. The white-space version no competitor offers.
In-House CPA Job Description (Small Business First Finance Hire)
IN-HOUSE CPA JOB DESCRIPTION (SMALL BUSINESS, FIRST FINANCE HIRE)
Company: __ (small business / [industry])
Reports to: __ (Owner / CEO / Controller)
Employment type: Full-time
FLSA status: Exempt (learned professional), confirm by duties and salary
Compensation: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring our first in-house CPA to own the company's accounting
and financial reporting. You will run month-end close, maintain internal
controls, manage financial statements and cash flow, oversee tax coordination,
and give the owner clear, accurate numbers to run the business. This is a
build-it role for a CPA who wants ownership of a growing company's finances.
KEY RESPONSIBILITIES
•Own the monthly close and produce financial statements
•Build and maintain internal controls and accounting processes
•Manage accounts payable, receivable, and general ledger
•Oversee cash flow, budgeting, and forecasting
•Coordinate tax filings with the company's tax preparer or firm
•Ensure compliance with accounting standards and reporting
•Advise the owner on financial performance and decisions
•Manage banking, audit, and external accountant relationships
REQUIRED QUALIFICATIONS
•CPA license [ ] required [ ] preferred
•Bachelor's degree in accounting or finance
•[3-7]+ years of accounting experience, industry or public
•Strong knowledge of GAAP, close process, and internal controls
•Proficiency with QuickBooks or similar and Microsoft Excel
•Able to work independently and own the finance function
WHY A CPA NOTE (for small businesses)
Many small businesses outsource accounting to a CPA firm before hiring in-house.
If you are bringing finance in-house, a CPA brings GAAP knowledge, internal
controls, and credibility with banks and investors. Decide whether the license
is required or preferred, since a strong non-CPA accountant or controller may fit
some roles. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year + [bonus]
Benefits: __ (CPE, license renewal, PTO, health)
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 4: Tax CPA
For a tax-focused role: return preparation and review, planning, and representing clients before tax authorities.
Tax CPA Job Description
TAX CPA JOB DESCRIPTION
Firm / Company: __ ([City, State])
Reports to: __ (Tax Manager / Partner / Owner)
Employment type: Full-time
FLSA status: Exempt (learned professional)
Compensation: $_____ to $_____ per year
JOB SUMMARY
[Firm Name] is hiring a Tax CPA to prepare, review, and plan tax for individual
and business clients. You will prepare and review returns, research tax issues,
advise clients on planning and compliance, and represent clients before tax
authorities where needed. This is a tax-focused role for a licensed CPA in a
busy, client-facing practice.
KEY RESPONSIBILITIES
•Prepare and review individual, business, and entity returns
•Research tax law and document positions and conclusions
•Advise clients on tax planning, structure, and compliance
•Manage tax deadlines, extensions, and estimated payments
•Represent clients before the IRS or state tax authorities
•Stay current on federal and state tax law changes
•Identify tax-saving opportunities for clients
•Maintain client confidentiality and quality standards
REQUIRED QUALIFICATIONS
•Active CPA license required
•Bachelor's degree in accounting; tax coursework a plus
•[2-7]+ years of tax preparation and planning experience
•Strong knowledge of federal and state tax law
•Proficiency with tax software and research tools
•Detail-oriented with strong client communication
CLASSIFICATION NOTE
A tax CPA is an exempt learned professional under the FLSA. The role typically
requires an active license, especially when signing returns or representing
clients before tax authorities. Confirm classification by duties and salary.
This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year + [bonus]
Benefits: __ (CPE, license renewal, PTO, health)
To apply, send your resume to __ by _.
[Firm Name] is an equal opportunity employer.
Companies Using FirstHR Onboard 3x Faster
Join hundreds of small businesses who transformed their new hire experience.
•[2-8] years of accounting or public practice experience
•Comfortable owning varied work in a small team
•Proficiency with accounting and tax software
•Reliable, organized, and client-focused
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
Benefits: __ (CPE, license renewal, flexible for the right person)
To apply, send your resume to __ by _.
[Firm Name] is an equal opportunity employer.
CPA Licensure Checklist
This is the part the generic templates skip, and the part that confuses most hirers: what the CPA credential actually requires, and how to decide whether your role needs a licensed CPA, prefers one, or accepts a candidate. Get this right and the posting attracts the right candidates.
Education: the 150-hour rule
The traditional standard in nearly every jurisdiction is a bachelor's degree plus 30 additional credits, for 150 total semester hours, often described as about five years of study. Most states let a candidate sit for the exam at 120 hours but require the full 150 for licensure. In 2025 the AICPA and NASBA added an additional pathway pairing a bachelor's degree with two years of experience and the exam, which states are adopting one at a time, so the exact education rule now varies by jurisdiction. For a posting, you generally do not need to spell out education math; you need to state whether the role requires a license, prefers one, or accepts a candidate.
Exam: the 4-section Uniform CPA Exam
Every CPA passes the Uniform CPA Examination, which has three core sections, Auditing and Attestation, Financial Accounting and Reporting, and Taxation and Regulation, plus one discipline section the candidate chooses from Business Analysis and Reporting, Information Systems and Control, or Tax Compliance and Planning. A candidate must score at least 75 on each section. A CPA candidate is someone working through these sections who has not yet been licensed, which is a common and acceptable status for a staff-level role.
Experience and state licensure
Beyond education and the exam, most jurisdictions require one to two years of relevant experience, typically under the supervision of a licensed CPA, before issuing a license. Some states also require an ethics exam. Licensure is granted by the state Board of Accountancy, not by the AICPA, and a license is tied to a specific state, though mobility rules let CPAs practice across state lines. For roles that sign tax returns or audit opinions, an active license in the relevant state is the practical requirement.
Required vs preferred vs pursuing
The single most useful decision in a CPA posting is which license status the role demands. A firm signing audit opinions or a role representing clients before the IRS legally needs an active, licensed CPA. A staff role at a firm or a general in-house finance role can often accept a CPA candidate who is working toward licensure, or a strong non-CPA accountant. The templates above include a Required / Preferred / Pursuing field; set it deliberately, because it is the line that most affects who applies. Ongoing CPE keeps a license active, which is worth supporting as a benefit. This is general information, not legal advice.
The Three Es, and the Decision That Matters
A CPA license rests on three pillars: education (traditionally the 150-hour rule), the 4-section Uniform CPA Exam, and experience (one to two years supervised), granted by a state Board of Accountancy and kept active with CPE. The AICPA road map walks through it, and the NASBA new-pathways update covers the 2025 changes states are adopting. The decision that matters most for your posting: required, preferred, or pursuing.
Because licensure rules vary by state and are changing, point candidates to the relevant state board or NASBA rather than asserting one national rule. A firm signing audit opinions needs a licensed CPA; a staff role can often accept a candidate working toward it.
Skills and Requirements
Requirements for a CPA role center on the license decision, the accounting and tax knowledge, and the software environment. Scale the bar to the role and level.
Requirement
What to look for
License
Required, preferred, or pursuing; set deliberately by role
Education
Bachelor's in accounting; 150-hour rule for licensure
Experience
0-3 years for staff; 4-7+ for senior or specialist
Technical
Tax, GAAP, financial reporting, audit as relevant to the role
Software
QuickBooks or similar, Excel, and tax or audit software
Classification
Exempt, salaried (learned professional)
Keep the posting neutral and job-related, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Is a CPA Exempt or Non-Exempt?
Exempt, in nearly all cases. This runs the opposite way from clerical accounting roles, so it is worth stating plainly in the posting.
CPAs Are Exempt Learned Professionals
The FLSA learned professional exemption applies to work requiring advanced knowledge from a prolonged course of specialized instruction. The Department of Labor states that certified public accountants generally meet these duties, so a CPA is typically exempt and salaried, provided the salary-basis test of at least $684 per week is met. Accounting clerks and bookkeepers who do routine work do not qualify, so the exemption does not carry down to support roles. Duties and salary decide, not the title. This is general information, not legal advice.
CPAs are well paid, with compensation varying by role, experience, and region. Set your range using government data as a baseline, then adjust for the role and your local market.
Median $81,680 a Year (BLS)
The closest federal occupation, accountants and auditors, had a median annual wage of $81,680 in May 2024, with the lowest 10 percent under $52,780 and the highest 10 percent over $141,420 (U.S. Bureau of Labor Statistics). CPA-titled pay runs at or above that median, since the license adds a documented premium of roughly 5 to 25 percent over non-credentialed accountants.
Entry-level staff CPAs and new graduates sit toward the lower end, often in the fifties to mid-seventies, while senior, specialist, and partner roles run well above the median. The occupation is projected to grow about 5 percent from 2024 to 2034, with roughly 124,200 openings a year, so a competitive, transparent pay range helps a small firm or business attract licensed candidates. National compensation surveys are a useful cross-reference for the CPA title specifically.
Hiring a CPA for a Small Firm or Business
The dominant CPA hirer is a small accounting practice hiring staff and senior CPAs, not a typical business hiring in-house. Here is what actually matters for both, and where an HR tool helps.
Most small businesses outsource to a CPA firm rather than hire one in-house
The dominant CPA hirer is not a typical small business; it is a small accounting practice hiring staff and senior CPAs. Most small businesses under a few million dollars in revenue outsource their accounting to a CPA firm rather than employing a CPA directly, because a fully loaded in-house CPA is an expensive hire. That means the person most likely downloading a CPA job description is a firm partner or office manager at a small accounting practice, which is itself a small business that hires and onboards repeatedly. The templates above lead with the small-firm context for that reason: staff, senior, tax, audit, and a generalist version for the owner who hires directly. The in-house version is there for the growing company making its first dedicated finance hire.
A CPA is an exempt learned professional, but the salary basis still has to be met
Classification is usually straightforward for a CPA, and it runs the opposite way from a clerk or bookkeeper. The Department of Labor's regulations state that certified public accountants generally meet the duties requirements for the learned professional exemption, so a CPA is typically exempt and salaried rather than hourly and overtime-eligible. The catch is that the exemption still requires meeting the salary-basis test, currently a salary of at least the federal threshold of $684 per week, and the analysis follows the actual duties, not the title. Accounting clerks and bookkeepers who do routine work do not qualify, so do not assume the exemption carries down to support roles. Some states apply stricter tests. State the exempt, salaried classification in the posting and confirm it against duties and salary. This is general information, not legal advice.
Hiring a CPA is the start; the licensure and onboarding paperwork is where it gets handled
Whichever version you use, the work after hiring is people operations made specific by the profession: a signed offer letter and employment agreement, new-hire paperwork, system access to accounting and tax software, a confidentiality agreement, and a place to track the CPA license and continuing professional education that keeps it active. FirstHR fits this people side for a small firm or business: e-signature for the offer letter and employment agreement, an onboarding wizard and task workflows that assign software access and first-week setup the same way every time, document management to store the signed agreement and track license and CPE certificates against each employee profile, and an org chart to map the staff-to-senior-to-partner progression. To be clear about scope, FirstHR is an onboarding and HR platform, and it does not run payroll, administer benefits, or do accounting, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a profession-specific onboarding. Because a CPA role involves a license to verify and CPE to track, a smooth, repeatable process pays off every time you hire.
Send the offer and agreement
Confirm the title, salary, exempt classification, and license requirement in writing. An offer letter and employment agreement with e-signature set the terms cleanly.
Collect paperwork and verify the license
I-9, W-4, a confidentiality agreement, and verification of the active CPA license or candidate status, with e-signature so nothing slips on a first day.
Set up access and a first week
Assign access to accounting and tax software, client files, and the same onboarding checklist every time, plus an introduction to the team.
Track the license and CPE
Store the signed agreement and keep the CPA license renewal and continuing professional education certificates organized against the employee profile.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new CPA a structured start. FirstHR connects the offer, employment agreement, e-signatures, document management, and onboarding workflow in one place, so a small firm or business can capture the signed agreement, verify the license, store CPE certificates, and run a consistent first week. FirstHR is an onboarding and HR platform, and it does not run payroll, administer benefits, or do accounting, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A CPA is a licensed accountant who handles tax, financial reporting, audit, and advisory work; the license is the defining feature.
Use the template that matches the role: staff, senior, in-house, tax, audit, or small-firm generalist.
The most important line in any CPA posting is whether the license is required, preferred, or open to a candidate pursuing it.
A CPA is an exempt learned professional under the FLSA, paid a salary; clerks and bookkeepers who do routine work are not exempt.
The closest federal occupation reports a median wage of $81,680 a year (BLS, May 2024), with CPA-titled pay running higher.
Most small businesses outsource to a CPA firm; the dominant in-house hirer is the small accounting practice itself.
Frequently Asked Questions
What does a CPA do?
A CPA, or Certified Public Accountant, is a licensed accounting professional who prepares and reviews financial statements, prepares and plans taxes, performs audits and other attest work, and advises clients or employers on accounting and compliance. The day-to-day work depends on the role: a staff CPA at a small firm prepares returns and client books, a senior CPA reviews work and manages client relationships, a tax CPA focuses on return preparation and planning, an audit CPA performs financial statement audits and reviews, and an in-house CPA at a company owns month-end close and internal controls. The defining feature is the license: a CPA has met education and experience requirements and passed the Uniform CPA Exam, which qualifies them to sign audit opinions and represent clients before the IRS, work that non-licensed accountants cannot do. This is general information, not legal advice.
What is the difference between a CPA and an accountant?
Every CPA is an accountant, but not every accountant is a CPA. The difference is licensure. An accountant can prepare books, financial statements, and many tax returns without a license. A CPA has completed the education requirement, passed the four-section Uniform CPA Exam, met supervised-experience requirements, and obtained a license from a state Board of Accountancy. That license lets a CPA do things a non-licensed accountant generally cannot: issue audited financial statements and audit opinions, and represent clients before the IRS in the broadest capacity. For hiring, this matters in two ways. First, roles that sign returns or audit opinions legally need a licensed CPA. Second, CPAs typically command higher pay, with the credential adding a documented premium over non-credentialed accountants. Decide whether your role actually requires the license or whether a strong non-CPA accountant would fit. This is general information, not legal advice.
Is a CPA exempt or non-exempt from overtime?
A CPA is almost always exempt and paid a salary. The Department of Labor's regulations under the Fair Labor Standards Act state that certified public accountants generally meet the duties requirements for the learned professional exemption, because the work requires advanced knowledge acquired through a prolonged course of specialized intellectual instruction. To be exempt, the CPA must also be paid on a salary or fee basis at no less than the federal threshold of $684 per week. This is the opposite of accounting clerks and bookkeepers, who perform routine work and generally do not qualify for the exemption, so the exempt status does not carry down to support roles. As with any exemption, classification follows the actual duties and salary rather than the job title, and some states apply stricter tests. State the exempt, salaried classification in the posting. This is general information, not legal advice.
How much does a CPA make?
CPAs are well paid, with compensation varying by role, experience, region, and setting. The closest federal occupation, accountants and auditors (SOC 13-2011), had a median annual wage of $81,680 in May 2024, with the lowest 10 percent earning less than $52,780 and the highest 10 percent more than $141,420, according to the Bureau of Labor Statistics. CPA-titled compensation tends to run at or above that median, since the license adds a documented premium of roughly 5 to 25 percent over non-credentialed accountants. National compensation surveys put the typical CPA in the low-to-mid eighties to low nineties, with senior and partner roles far higher and entry-level staff CPAs lower, often in the fifties to mid-seventies. New graduates entering the profession sit toward the lower end. For a posting, benchmark to the specific role and your local market, and publish a pay range where pay transparency rules apply. This is general information, not legal advice.
Should the CPA license be required, preferred, or open to candidates?
It depends on the role, and this is the most important decision in the posting. Require an active CPA license for any role that signs audit opinions, leads attest engagements, or represents clients before the IRS in the broadest capacity, since those legally need a licensed CPA. Prefer a license, while accepting a strong non-CPA accountant or controller, for general in-house finance roles where the work is GAAP accounting and close rather than attest. Accept a CPA candidate who is actively pursuing licensure for staff-level roles at a firm, which is a common and acceptable way to build a team, since many candidates pass the exam while working. The templates on this page include a Required / Preferred / Pursuing field so you can set this deliberately. Getting it right widens or narrows your candidate pool to match what the job actually needs. This is general information, not legal advice.
What are the requirements to become a CPA?
Becoming a CPA involves three pillars, often called the three Es: education, exam, and experience. Traditionally, education means a bachelor's degree plus 30 additional credits for 150 total semester hours, the standard in nearly all jurisdictions, though in 2025 the AICPA and NASBA added a pathway pairing a bachelor's degree with two years of experience, which states are adopting individually. The exam is the four-section Uniform CPA Exam, three core sections plus one discipline section, requiring a score of at least 75 on each. Experience is typically one to two years under the supervision of a licensed CPA. Many states also require an ethics exam. Licensure is granted by the state Board of Accountancy, and ongoing continuing professional education keeps the license active. Because the rules vary and are changing by state, point candidates to the relevant state board or NASBA rather than asserting a single national rule. This is general information, not legal advice.
Does a small business need to hire a CPA in-house?
Usually not at first. Most small businesses under a few million dollars in revenue outsource their accounting and tax to an external CPA firm rather than employing a CPA directly, because a fully loaded in-house CPA is a six-figure commitment while an outside firm costs far less per month. Bringing finance in-house typically makes sense once the company is large or complex enough that the volume, internal controls, and real-time financial visibility justify a dedicated hire, or when banks and investors expect GAAP financials and stronger controls. When that point comes, a CPA brings credibility and technical depth, though a strong non-CPA accountant or controller fits some roles. The in-house CPA template on this page is written for that first dedicated finance hire. If you run a small accounting firm rather than a non-accounting business, hiring CPAs is a routine, recurring part of the business. This is general information, not legal advice.
What should a CPA job description include?
A strong CPA job description names the role and setting up front, whether a staff or senior CPA at a firm, a tax or audit specialist, an in-house first finance hire, or a small-firm generalist, since the setting drives the duties. It should include a short summary of the firm or company, a job summary that frames the scope, and responsibilities grouped into tax, accounting and reporting, audit and assurance, and client and team work as relevant to the role. The most valuable additions that generic templates skip are the license decision stated clearly as required, preferred, or open to a candidate; the exempt, salaried FLSA classification; a realistic pay range benchmarked to your market; and the software environment. Close with an equal opportunity statement and clear apply instructions, then bridge into onboarding, including verifying the license and tracking continuing professional education. This is general information, not legal advice.
