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If you’ve Googled “Assistant Controller job description,” chances are you’ve seen the same thing over and over again: a wall of bullet points, copy-paste responsibilities, and absolutely zero insight into how to actually attract a great hire.
Here’s the problem—those generic job posts might check HR boxes, but they don’t connect with real candidates. They don’t reflect your company. They don’t sell the opportunity. And they certainly won’t get the attention of the smart, detail-oriented finance pro you’re actually looking for.
The truth is, a job post isn’t just a formality—it’s your first impression. And the way you write it can make the difference between a great hire and a hiring regret.
In this guide, we’re going to show you how to do it right.
We’ll break down:
- What the Assistant Controller role actually involves (in plain English),
- Two complete job description templates (one for experienced, one for trainable candidates),
- Examples of great vs. bad job posts,
- Bonus tips that help your listing stand out,
- Smart ways to use AI without sounding robotic,
- And a copy-paste version you can tailor in minutes.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What An Assistant Controller Actually Does - Their Roles
Let’s be honest—most Assistant Controller job descriptions read like an accounting textbook. But if you actually want someone sharp, reliable, and proactive in this role, you need to make it real.
So here’s a plain-English breakdown:
An Assistant Controller is the right hand to your Controller or Head of Finance. They help manage day-to-day accounting operations—like overseeing the general ledger, prepping financial reports, and making sure month-end closes happen on time. They also help enforce financial controls, support audits, and ensure compliance with company policies and regulations.
But beyond the numbers, a great Assistant Controller is someone who keeps the finance department calm, accurate, and running like clockwork.
This isn’t just a technical role. It requires:
- High attention to detail
- Strong communication across teams (especially operations and leadership)
- The confidence to raise red flags when something feels off
- And the flexibility to jump into the weeds when needed
A strong hire in this role helps you:
- Avoid costly errors
- Stay compliant
- And prepare for growth—whether that’s fundraising, audits, or scaling operations
So whether you’re hiring for a scrappy startup or an established business, don’t just think “bookkeeping support.” Think financial backbone.
Two Great Assistant Controller Job Description Templates
✅ Experienced Hire: Assistant Controller
📌 Job Title: Assistant Controller for GrowthFlow (Remote-First SaaS)
💼 Type: Full-Time | Remote-First | $80K – $105K (DOE)
🕒 Schedule: Monday – Friday | Flexible core hours
▶️ A quick word from our CFO — watch this 90-second Loom to see why we’re hiring and what success looks like: [Loom link]
👋 About Us
GrowthFlow is a Series B SaaS platform used by 8,000+ e-commerce brands to automate inventory forecasting. We grew ARR from $3 M to $12 M in the last 18 months and just closed a $25 M round led by Sapphire Ventures. To keep finance airtight as we scale, we’re adding our first dedicated Assistant Controller.
🏢 Company Culture
We’re remote-first with teammates in 7 countries. Our culture pillars are Clarity, Ownership, and Candor. That means clear goals, no micromanagement, and direct feedback (given kindly). Monthly virtual off-sites and an annual in-person retreat keep the team tight.
💡 What You’ll Do
- Own the monthly close (target = day +5) and maintain GAAP accuracy
- Manage the general ledger, reconcile key accounts, and oversee AP/AR workflows
- Prepare board-ready financial statements, KPI dashboards, and variance analyses
- Partner with RevOps on revenue recognition and SaaS metrics (NRR, LTV:CAC)
- Lead process improvements—implement NetSuite advanced modules in Q4
- Support annual audit prep and tax compliance across three entities
✅ What We’re Looking For
- 3+ yrs accounting/finance in SaaS or tech
- Strong GAAP chops; CPA or CPA-eligible preferred
- Advanced Excel / Google Sheets; NetSuite or Intacct a plus
- Track record shortening close cycles and tightening controls
- Comfortable working async across time zones
🎁 Perks & Benefits
- Competitive salary + annual performance bonus
- 100% company-paid health, dental, vision (US) or stipend (international)
- Home-office setup budget ($1,500) + monthly remote-work stipend
- 25 days PTO + your local public holidays
- $2,000 annual learning stipend and paid study days for CPA/CMA credits
- Stock-option package at Series B valuation
🚀 Why This Role Is a Great Fit
You’ll move from back-office number crunching to strategic partner status—helping shape fundraising decks, KPI narratives, and process automation. If you love building systems that scale and want a front-row seat in a hyper-growth SaaS story, this is it.
📥 How to Apply
We use WorkScreen.io for a short skill-based evaluation (no résumé black hole). Apply below—every applicant gets a response.
👉 [WorkScreen application link]
🌱 Entry-Level / Trainable: Assistant Controller (Junior)
📌 Job Title: Junior Assistant Controller at BrightByte Labs (Hybrid, Austin TX)
📍 Location: Austin HQ | Hybrid 3 days on-site | $55K – $70K
🕒 Schedule: Monday – Friday | 8 AM – 4 PM CST
▶️ Meet your future manager — 60-second welcome from our Controller: [YouTube link]
👋 About Us
BrightByte Labs builds AI-powered learning games adopted by 3,500 K-12 schools. Founded by former teachers, our mission is simple: make learning addictive. After a fresh Series A, we’re doubling headcount—starting with finance support that keeps us investor-ready.
🏢 Company Culture
Our mantra is “Play, Learn, Ship.” We prototype fast, celebrate curiosity, and protect work-life balance (no after-hours Slack pings). Expect Friday “demo-day” show-and-tells, quarterly hack-days, and an on-site arcade corner for brain breaks.
📚 What You’ll Learn & Do
- Assist with daily bookkeeping, bank reconciliations, and expense reports
- Support month-end close tasks under the Controller’s mentorship
- Help compile budget vs. actual reports for department heads
- Own vendor onboarding and AP processing in QuickBooks
- Collaborate with RevOps to reconcile Stripe payouts
🎯 Ideal Candidate Traits
- Coursework or internship in accounting/finance preferred
- Proficiency in Excel/Sheets; QuickBooks a bonus but not required
- Detail-oriented, deadline-driven, eager to learn new tools
- Clear communicator who can explain numbers to non-finance teammates
🎁 Perks & Benefits
- Employer-paid health, dental, vision (80% coverage)
- 15 days PTO + 10 paid holidays + 2 volunteer days
- $1,200 annual professional-development budget
- Commuter stipend or on-site parking pass
- Catered team lunch every Wednesday
- Stock option grant
🚀 Why This Role Is a Great Fit
You’ll get hands-on experience across every corner of startup finance—close, reporting, budgeting—while being coached by a Controller who’s scaled two ventures to exit. In 12 months, you’ll know more than many peers with twice the tenure.
📥 How to Apply
Click below to complete a short WorkScreen evaluation. It’s skills-based, fair, and lets your talent—not your résumé length—shine.
👉 [WorkScreen application link]
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Assistant Controller Job Posts Work
Most job descriptions fail not because of what they say—but because of what they leave out. They forget they’re writing to a real person. These two templates avoid that trap by being specific, personal, and structured to connect with the right candidate.
Here’s what makes them work so well:
✅ 1. The Job Title Is Clear, Specific, and Targeted
Instead of vague titles like “Assistant Controller,” both job posts:
- Add context (“for GrowthFlow SaaS” / “at BrightByte Labs”)
- Highlight work environment (e.g., “Remote-First” or “Hybrid”)
- Instantly signal who the role is for and where it fits
This helps the right candidates self-select, and makes your post more discoverable in search.
✅ 2. The Intro Includes a Video to Build Trust
Including a Loom or YouTube video from the hiring manager:
- Makes the post more human and memorable
- Lets the candidate hear your voice and see your team’s tone
- Increases conversion by 2x in many hiring funnels (especially for remote or Gen Z applicants)
Even a simple “why we’re hiring” video adds massive warmth.
✅ 3. The “About Us” Section Is Written Like a Story
Instead of dry boilerplate, the company bios:
- Highlight mission, growth stage, and industry traction
- Feel authentic to the company’s voice and audience
- Frame the job inside a real business journey (e.g., scaling after Series B)
This gives meaning to the role—and helps top candidates feel like they’re joining a movement, not just a company.
✅ 4. Company Culture Isn’t Just Claimed—It’s Described
Each post has a dedicated culture section that:
- Names real values (“Clarity, Ownership, Candor” / “Play, Learn, Ship”)
- Shares how the team works, communicates, and stays connected
- Helps applicants self-assess for team fit
This is how you attract aligned personalities—not just skill matches.
✅ 5. Responsibilities Are Explained With Context
Tasks aren’t just listed—they’re framed:
- What the person will own
- Who they’ll collaborate with
- What impact those tasks have on the business
This makes the job feel purposeful, not just tactical.
✅ 6. Requirements Are Specific—but Not Overwhelming
For the experienced role:
- It’s clear, reasonable, and tied to actual performance needs
For the entry-level role:
- It encourages talent by saying “we’ll train you” and listing “nice-to-haves,” not demands
This widens your talent pool and invites driven learners, not just résumé optimizers.
✅ 7. Perks & Benefits Are Transparent and Role-Relevant
Instead of stuffing benefits into a wall of text, each post has a clean, separate section.
- Remote stipend and CPA study time for the experienced hire
- Learning budget and commuter perks for the junior hire
This shows you thought about what they’ll care about—and signals that you respect their time.
✅ 8. “Why This Role Is a Great Fit” Makes a Pitch
This is your sales section, and both posts deliver:
- They frame the personal upside of the job
- They speak to identity, not just duties (e.g., “strategic partner” or “startup finance generalist”)
- They set the expectation that this is a growth role, not just a back-office one
If your job post doesn’t sell the role, someone else’s will.
✅ 9. The Application Process Is Fair and Modern
No vague “email your CV” or “only shortlisted candidates contacted.”
Instead:
- A clear process using WorkScreen
- Skill-based, transparent, and respectful
- Promotes a better candidate experience, which top performers notice
Bad Assistant Controller Job Description Example (And Why it Fails)
Let’s look at a typical Assistant Controller job description you might find online. It’s not offensive—but it’s completely forgettable.
❌ Bad Job Post Example
Job Title: Assistant Controller
Company: Westline Manufacturing
Location: On-Site – Chicago, IL
Salary: Not Disclosed
Type: Full-Time
Job Summary:
Westline Manufacturing is seeking an Assistant Controller to manage daily accounting functions, ensure compliance with financial regulations, and support internal reporting efforts.
Key Responsibilities:
- Maintain general ledger and financial records
- Oversee accounts payable and receivable
- Assist with month-end and year-end close
- Prepare financial reports and ensure accuracy
- Support Controller in internal audits
- Perform other duties as assigned
Qualifications:
- Bachelor’s degree in Accounting or related field
- 5+ years of experience in accounting
- Proficiency in Microsoft Excel
- Knowledge of GAAP
- CPA preferred
How to Apply:
Send your resume and cover letter to hr@westlinemfg.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. Generic Job Title
Just “Assistant Controller.” No mention of the company’s size, industry, or stage. It gives zero signal to the right candidate—and it’s buried in search results.
2. Bland, Vague Introduction
“Seeking an Assistant Controller…” gives no reason to care. There’s no hook, no mission, no energy. It could have been written by a bot. Or worse—copied from 2005.
3. No Culture, No Values, No Personality
There’s not a single sentence about how the team works, what the company stands for, or what the candidate can expect in terms of environment. You’re not attracting people—you’re attracting résumés.
4. Salary and Perks Are Missing
No salary, no benefits, no transparency. In 2025, this isn’t just outdated—it signals a lack of trust. Strong candidates will move on without even reading the duties.
5. Responsibilities Are Dry and Impersonal
The task list is copied from an internal SOP. There’s no clarity on why the tasks matter or how they support the business. It reads like a checklist, not a conversation.
6. Application Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” tells applicants: “We don’t have time for you.” That creates frustration, increases drop-off, and hurts your brand—especially with top-tier talent.
7. No Effort to Stand Out
There’s no Loom video. No human voice. No tailored CTA. This isn’t a post—it’s a formality. And job seekers can spot that instantly.
⚠️ Bottom line: This job post may get applicants—but they’ll mostly be unengaged, generic, or applying to dozens of other jobs in the same session. The post doesn’t repel bad fits, and it doesn’t attract great ones either.
Bonus Tips to Make Your Job Post Stand Out
Most job descriptions follow the same tired structure. But small details can make a big impact—not just in attracting the right people, but in building trust with them from the very first touchpoint.
Here are a few bonus elements you can include in your job post that instantly make it more human, trustworthy, and high-converting:
🔐 1. Add a Security & Privacy Notice
Why it works:
There are too many scams floating around. A short disclaimer shows candidates that you take their safety seriously—and it builds instant credibility.
How to say it:
⚠️ Important Notice: We take your privacy seriously. We will never ask for banking details, personal financial info, or any form of payment during any stage of the hiring process.
🌴 2. Mention Leave Days or Flex Time
Why it works:
Time off signals that you respect boundaries and wellbeing—especially valuable for candidates juggling work-life balance or childcare.
How to say it:
Enjoy up to 25 paid days off per year, including flex days for travel, family, or simply recharging.
Or…
We offer 10 public holidays + 15 PTO days, so you can work hard and rest well.
📈 3. Highlight Training & Growth Opportunities
Why it works:
Ambitious candidates want to know if they can grow with you. By including this upfront, you attract people who are in it for more than a paycheck.
How to say it:
We believe in growing our team from within. You’ll get access to:
- Ongoing mentorship from experienced finance leads
- A $2,000 annual development stipend
- Study support for CPA/CMA certifications
🎥 4. Include a Loom or Video Intro
Why it works:
A short, friendly video from the hiring manager makes the job post more personal, engaging, and trustworthy. Especially effective in remote-first teams.
What to include in the video:
- Who you are
- Why you’re hiring
- What kind of person you’re looking for
- What success looks like in the first 3–6 months
Even a simple 60-second video can drastically improve application quality.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
💬 5. Show You’ll Respect Their Time
Why it works:
Most candidates are used to being ghosted. Just telling them you’ll follow up—even with a no—sets you apart and shows professionalism.
How to say it:
Every applicant will hear back from us. If you’re not selected, we’ll still send you an update—because we respect your time and effort.
Should You Use AI to Write a Job Post?
Let’s get one thing clear—AI isn’t the problem.
The problem is using it blindly.
These days, even applicant tracking systems like Manatal and Workable offer one-click AI-generated job descriptions. Sounds convenient, right? But here’s the truth:
A one-click job post looks like a one-click job post.
And serious candidates can spot it from a mile away.
⚠️ Why You Shouldn’t Rely on AI Alone
If you feed AI a generic prompt like:
“Write a job description for an Assistant Controller”
You’ll likely get something that:
- Sounds corporate, vague, and soulless
- Lists duties without context
- Misses your company’s tone, mission, and culture
- Fails to differentiate your brand in a competitive hiring market
AI without your input = a filler job post that attracts filler candidates.
✅ The Smarter Way to Use AI
AI can be a powerful tool—if you use it with intention.
Start by giving it the raw ingredients. Here’s how:
🧾 What to Provide:
- What your company does
- The tone you want to reflect (e.g., warm, direct, playful)
- Your company values and culture
- Key responsibilities for the role
- Traits of your ideal candidate
- The benefits and salary range
- What your hiring process looks like
Then use a prompt like:
“Help me write a job post for our company, BrightByte Labs. We’re hiring a Junior Assistant Controller to support bookkeeping, reporting, and vendor payments. Our culture is playful, mission-driven, and feedback-friendly. We value curiosity and ownership. We offer hybrid work, paid training, and 15 PTO days. Here’s a rough outline of what we want included: [insert your bullet notes].”
This way, AI becomes your editor and assistant—not your replacement.
🧠 Bonus Tip:
Once AI gives you a draft, re-read it out loud. If it doesn’t sound like something a human leader at your company would actually say, rewrite it until it does.
Use AI to:
- Polish your structure
- Simplify jargon
- Speed up formatting
But never let it take over the heart of your message.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Quick Copy-Paste Job Description?
Template #1 — Conversational, Culture-First
Job Title: Assistant Controller at [Company Name]
Type: [Job Type] | Remote-Friendly | [Salary Range]
Location: [Location or “Remote”]
Watch a 60-second intro from our CFO explaining why we’re hiring and what success looks like: [Insert Loom / YouTube link]
About Us
We’re [Company Name], and we’re growing fast. Our platform helps [one-sentence mission / problem you solve]. After doubling revenue last year, we’re building a finance team that can scale with us—starting with this Assistant Controller role.
Our Culture
We believe in clarity, ownership, and treating people like adults. Expect no micromanagement, fully transparent goals, and candid feedback loops. If you’re proactive and detail-oriented, you’ll thrive here.
What You’ll Do
- Own the monthly close process and general-ledger accuracy
- Prepare internal dashboards and KPI reports
- Support budgeting, forecasting, and variance analysis
- Collaborate with cross-functional leaders on financial planning
- Improve accounting workflows and internal controls
What We’re Looking For
- 3 + years in accounting/finance (SaaS experience = bonus)
- Working knowledge of GAAP, Excel/Sheets, and popular ERPs
- CPA preferred (not required)
- High attention to detail and follow-through
- Comfortable communicating across departments
Perks & Benefits
- Competitive base pay + performance bonus
- Company-paid health, dental, and vision insurance
- 25 PTO days plus local public holidays
- Annual learning & development stipend
- Remote setup budget
- Stock-option program (where applicable)
Why This Role Is a Great Fit
You won’t just be closing the books—you’ll build the financial backbone that lets our business scale confidently. If you crave ownership, mentorship, and meaningful impact, this is the role.
How to Apply
We use WorkScreen.io to evaluate candidates on real-world skills—not résumés alone. Click below to complete a short, role-specific assessment; every applicant receives a response.
Apply here: [WorkScreen link]
Template #2 — Structured “Job Brief + Responsibilities + Requirements”
Job Title: Assistant Controller
Company: [Company Name]
Job Type: [Full-Time / Part-Time / Contract]
Location: [Remote / Hybrid / On-Site – City, State]
Salary Range: [Salary Range]
Reports To: Controller / Head of Finance
Quick 45-second welcome from the Hiring Manager: [Insert Loom / YouTube link]
Job Overview
[Company Name] seeks an Assistant Controller to support daily finance operations. You’ll manage the general ledger, ensure timely and accurate reporting, and strengthen internal controls.
Key Responsibilities
- Oversee month-end and year-end close
- Maintain the general ledger; reconcile key accounts
- Prepare internal/external financial statements
- Support GAAP compliance and policy adherence
- Assist budgeting, forecasting, and variance analysis
- Coordinate audit preparation and documentation
- Partner cross-functionally to improve workflows
Required Qualifications
- Bachelor’s degree in Accounting, Finance, or related field
- 3 + years’ accounting experience
- Proficiency with Excel/Sheets and accounting software
- Strong analytical and communication skills
- CPA or CPA-eligible preferred
Preferred Qualifications
- Familiarity with QuickBooks, NetSuite, or similar ERP
- Experience in SaaS, manufacturing, or high-growth environments
Perks & Benefits
- Health, dental, and vision insurance
- PTO and paid holidays
- Stock options (if applicable)
- Annual professional-development budget
- Flexible remote-work policy
Application Process
Apply via WorkScreen.io to complete a brief skills-based evaluation—ensuring every applicant is assessed on performance, not just paper credentials.
Apply here: [WorkScreen link]
What Happens After You Write the Job Post?
You’ve crafted a great job post. One that’s clear, thoughtful, and designed to attract real talent.
But here’s the next challenge:
✋ How do you separate the truly qualified candidates…
from the ones who just clicked “Apply” on 20 different job boards?
This is where WorkScreen.io comes in.
✅ Let WorkScreen Handle the Next Phase
WorkScreen helps you screen candidates smarter—with zero guesswork.
Here’s how it works:
🔍 1. Quickly Identify Your Most Promising Applicants
As soon as someone applies, WorkScreen automatically evaluates, scores, and ranks them on a performance-based leaderboard—so you can see, at a glance, who’s worth interviewing.
No more résumé roulette. No more hours spent digging through generic applications.
🧪 2. Send One-Click Skill Tests (No Extra Setup Needed)
Want to test for accounting accuracy, attention to detail, or Excel ability? WorkScreen lets you easily assign pre-built, role-specific evaluations that take under 20 minutes to complete.
You get real signals—based on actual ability, not just job titles or school names.
🧼 3. Filter Out Low-Effort and AI-Generated Applicants
With WorkScreen, you’ll eliminate:
- Copy-paste cover letters
- One-click applicants who never read your post
- Candidates using AI tools like ChatGPT or LazyApply to fake their way through
You focus only on genuine, committed, high-quality applicants—and avoid costly hiring mistakes.
🚀 Bonus: It Feels Respectful for the Candidate Too
Because every applicant gets a fair shot, and a real response—whether or not they’re selected. That’s a hiring experience people remember.
Once your job post is live, create your WorkScreen link, drop it into the “How to Apply” section, and let the platform do the heavy lifting.
FAQ
Look for candidates who combine technical accounting knowledge with operational and strategic thinking. Core skills include:
- GAAP fluency – especially for financial reporting and compliance
- Month-end close experience – ideally with a proven track record of speed and accuracy
- Analytical thinking – ability to spot trends, variances, and financial risks
- ERP & spreadsheet proficiency – QuickBooks, NetSuite, Intacct, plus advanced Excel/Sheets skills
- Team collaboration – they often work closely with RevOps, HR, and executive leadership
- Process improvement mindset – a great Assistant Controller doesn’t just follow the process, they refine it
Soft skills like communication, accountability, and proactiveness are just as important—especially in fast-paced or remote teams.
As of 2025, the average salary for an Assistant Controller in the U.S. ranges from $80,000 to $105,000 per year, depending on:
- Location (urban tech hubs pay higher)
- Industry (SaaS and fintech pay more than nonprofits or manufacturing)
- Experience level
- Size and stage of the company
Senior Assistant Controllers or those with CPA certification can earn well above this range—sometimes up to $120K–$140K at larger firms or public companies.
Think of the Assistant Controller as the person who ensures day-to-day accuracy—while the Controller oversees the big picture.
The Assistant Controller:
- Manages the general ledger, closes the books, supports audits
- Focuses on reporting, reconciliations, and compliance
- Often owns hands-on tasks like AP/AR or payroll oversight
The Controller:
- Sets financial strategy and reporting standards
- Oversees budgeting, forecasting, investor reporting
- Leads the entire finance team, including the Assistant Controller
Hiring an Assistant Controller is a great first step if your Controller is stretched thin or if you’re prepping for scale.
Here are strong signs your company may need one:
- Your monthly close is dragging beyond 10+ days
- The Controller (or CFO) is bogged down in tactical accounting tasks
- You’re preparing for an audit or outside investment
- You’re expanding into new markets, entities, or currencies
- You need more structure but aren’t ready for a full finance department
Hiring early can help reduce costly errors, free up your senior finance lead, and set up scalable systems before problems arise.
Some red flags that could signal a poor fit:
- Only speaks in “accounting jargon” but can’t explain numbers clearly
- Lacks experience with real closing cycles or GAAP reporting
- Can’t give examples of process improvements or automation
- Seems reactive rather than proactive—“just follows orders”
- Avoids ownership language (“that wasn’t my responsibility”)
- Applies with a résumé but can’t pass a basic skill screen
Use tools like WorkScreen.io to test for real skills before the interview stage. It’ll save you hours—and help you avoid costly hiring mistakes.
