How to Write a Bookkeeper Job Description That Attracts Top Candidates (+ Sample Template

Clarity and specificity

Generic descriptions get generic applicants. Instead of vague statements like “handle financial tasks,” specify exactly what you need: “Reconcile bank and credit card accounts monthly” or “Process accounts payable twice weekly.”

Focus on impact, not just tasks

Good bookkeepers want to know how their work contributes to the broader business. Explain not just what they’ll do, but why it matters: “Ensure timely invoice processing to maintain positive vendor relationships and capture all early payment discounts.”

Realistic requirements

One of the biggest mistakes we see is cramming in every possible bookkeeping or accounting skill when you really only need a core few. This intimidates qualified candidates while encouraging others to apply anyway and just hope for the best.

For example, a small business might list “CPA preferred” when what they really need is QuickBooks expertise and basic accounting knowledge. That CPA requirement might scare off excellent bookkeepers who would otherwise be perfect for the role.

Candidate-focused language

The best job descriptions aren’t all about what you want—they also sell the opportunity to potential candidates. Highlight what makes this role appealing: is it flexibility? Growth opportunities? A great team? Make it clear what’s in it for them.

Job title

Your job title is your first filtering mechanism—it needs to be clear and searchable. While “Financial Wizard” might sound fun, candidates searching for bookkeeping positions won’t find you.

Stick with standard titles like “Bookkeeper," “Staff Bookkeeper,” or “Senior Bookkeeper” depending on the level. If the role has specific focuses, make that clear: “Accounts Payable Bookkeeper” or “Payroll Bookkeeper.”

A clear, specific title helps qualified candidates instantly recognize this job is for them, while helping others self-select out.

Summary of the role

Think of this as your elevator pitch to potential candidates. In 2-4 sentences, capture:

• The primary purpose of the role
• Where it fits in your organization
• Who they’ll report to or work with
• What makes this role appealing

Why it matters: This section helps candidates quickly understand the context of the role and whether it aligns with their career goals. For bookkeepers, who often navigate between more clerical positions and higher-level accounting roles, clarity about the scope and reporting structure helps them assess whether this represents a step forward in their career.

Our recruiters find that great bookkeepers are particularly interested in the degree of autonomy they’ll have and how closely they’ll work with other financial professionals, so be sure to address this.

Key responsibilities

This is where you list the core duties of the position. 

For a bookkeeper, these might include:

• Managing accounts payable and receivable
• Processing and recording transactions
• Reconciling bank and credit card accounts
• Preparing financial statements
• Assisting with payroll processing
• Supporting tax preparation
• Maintaining financial records

Be specific about frequency (daily, weekly, monthly) and tools used. For example, instead of “Handle accounts payable,” say “Process vendor invoices in QuickBooks twice weekly and prepare payment runs.”

Limit your list to 5–7 core responsibilities. Too many bullet points signal that you’re either not clear about what you need or that you’re looking for one person to do multiple jobs.

Required skills & qualifications

List the non-negotiable skills and qualifications needed for success:

• Required software proficiency (QuickBooks, Xero, NetSuite, etc.)
• Minimum years of relevant experience
• Required knowledge (US GAAP, tax regulations, etc.)
• Education requirements (if truly necessary)
• Must-have soft skills (attention to detail, time management)

Remember to distinguish between truly required qualifications and preferred ones. Our recruiters tell us that clients often overstate “requirements” when many skills can be learned on the job.

Preferred experience

This section lets you highlight qualities that would make a candidate stand out but aren’t deal-breakers:

• Experience in your specific industry
• Familiarity with additional software or systems
• Advanced certifications
• Additional languages
• Experience with specific financial situations (multi-entity accounting, foreign currencies, etc.)

Salary range

Including a salary range in your job description isn’t just useful for the candidates; it is increasingly seen as best practice.

According to SHRM (Society for Human Resource Management), 80% of workers in the US are more likely to apply if a job posting has the salary range listed. 

When listing compensation:

• Provide a realistic minimum and maximum that you’re actually prepared to offer
• Clarify if the range varies based on experience, role level, or location
• Be transparent about any variable components (bonuses, commissions)
• Use “depending on experience” thoughtfully, while still providing meaningful information

This transparency matters for both legal compliance—with states like California, New York, Illinois, Minnesota, and many others now requiring salary disclosures—and practical recruiting benefits. Candidates who know your range won’t waste your time if it doesn’t meet their expectations.

For example: “Salary range: $50,000-$65,000 depending on experience and location.” 

Location

• On-site: Include the specific city and state. Also mention if there’s any flexibility for partial remote work (e.g., “Based in our Chicago office with the option to work remotely 2 days per week”).
• Hybrid: Specify the expected in-office days and whether there’s flexibility in the schedule (e.g., “3 days in our Boston office, 2 days remote” or “In-office for month-end closing periods, remote otherwise”).
• Remote: If the position is fully remote, clarify any geographical requirements or preferences (e.g., “Remote within the US” or “Remote with at least 4 hours overlap with Eastern Time”).

For remote roles, also consider addressing:

• Equipment provisions (company-provided laptop vs. personal equipment)
• Any stipends for home office setup or coworking spaces
• Expectations for occasional in-person meetings or events

Perks and benefits

Highlight the tangible benefits you offer beyond salary:

• Healthcare coverage or stipend
• Retirement plans
• Paid time off
• Flexible working hours
• Parental leave
• Professional development opportunities
• Equipment provided (especially for remote roles)

For remote bookkeepers, benefits like flexible scheduling and time off for local holidays often rank as top priorities alongside competitive pay.

Work schedule

Be clear about expectations:

• Full-time or part-time hours
• Fixed schedule or flexible hours
• Any required overlap times with the rest of the team
• After-hours availability expectations (especially around month-end closing)

Bookkeeping often involves cyclical workloads with busy periods around month-end, quarter-end, and year-end. Being transparent about these patterns helps candidates understand what they’re signing up for.

How to apply

Make the application process straightforward by specifying:

• Required application materials (resume, cover letter, application form)
• Where and how to submit (email, application portal, etc.)
• Any assessment or test that will be part of the process
• Timeline for the hiring process if possible

1. Unrealistic skill combinations

Asking for entry-level pay but senior-level skills is a recipe for disappointment. Be realistic about what you can get at your price point.

We often see companies requesting advanced accounting knowledge (CPA-level) with specific industry experience, multiple software certifications, AND management experience—all for a mid-level bookkeeper role. This signals that you don’t understand the market.

2. Vague or generic descriptions

Generic statements like “handle accounting duties” or “maintain financial records” don’t give candidates enough information to determine if they’re qualified or interested.

Instead, specify exactly what systems you use, what types of transactions you process, and how complex your financial setup is.

3. Focusing too much on technical skills

While technical skills are important, don’t overlook the soft skills that make a great bookkeeper: attention to detail, integrity, communication skills, and problem-solving abilities.

Our recruiters have found that multi-client experience is often a stronger predictor of success than specific technical skills, as it demonstrates the ability to manage relationships and communicate effectively.

4. Ignoring remote possibilities

If a role can be done remotely, limiting your search to local candidates shrinks your talent pool unnecessarily. Bookkeeping is one of the most remote-friendly roles, and opening your search globally can yield better candidates at lower costs.

According to our recruiters, US companies are often surprised by the level of education and experience Latin American bookkeepers possess—many are CPAs, have worked with US-based companies before, are proficient in advanced accounting software, and bring a well-rounded skill set.

5. Missing the “Why”

Candidates want to know how this role contributes to the company’s success. Without connecting the bookkeeping function to broader business goals, you miss an opportunity to attract mission-driven professionals.

Be clear about what success looks like

Generic bullet lists attract generic applicants. Instead, show candidates how they’ll add value and what you expect from them.

Try this:

“In your first 30 days, you’ll get fully up to speed on our systems, take ownership of day-to-day bookkeeping tasks, and build working relationships with our ops and finance leads.

By 90 days, you’ll be independently handling A/P and A/R, reconciling accounts, closing books monthly, and proactively identifying areas for improvement.”

This sets expectations early and gives detail-oriented candidates something concrete to respond to.

Highlight tools and remote setup

Top-tier remote bookkeepers want clarity around workflows and tools—especially when working across borders and time zones.

Try this:

“We’re a remote-first company using QuickBooks Online, Slack, and Google Workspace. We communicate clearly, follow structured processes, and support async collaboration.”

This helps reassure experienced professionals that your systems are legit—and reduces uncertainty that can turn strong candidates away.

Offer a reason to stay

Serious candidates want to know there’s room to grow. Even if this role isn’t a formal leadership position, show how it fits into your broader goals.

Try this:

“As we scale, we’ll look to you to help improve systems, advise on financial processes, and potentially take on more strategic finance responsibilities.”

This frames the role as meaningful and long-term—without overpromising.

Speak to values, not just skills

You’re not hiring a commodity. You’re hiring someone you’ll trust with your financial data. Make it clear you’re looking for more than technical proficiency.

Try this:

“We’re looking for someone who’s precise, proactive, and thinks like a team member—not just a task executor.”

This resonates with top candidates who want to contribute and be valued, not micromanaged.

Include a thoughtful call to action

Strong applicants want to be seen as more than a resume. Invite them to show you how they think—and filter out low-effort submissions at the same time.

Try this:

“When you apply, tell us what stood out to you about this role—and share one example of how you helped improve a financial process at a previous company.”

This signals you’re serious about hiring well—and encourages real engagement from the start.