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If you’ve Googled “CEO job description,” you’ve probably seen dozens of articles. But here’s the problem—most of them don’t actually help you attract a great CEO.
They just list bullet points like “oversee company strategy” or “lead executive teams,” followed by vague qualifications and a dry call to apply.
But hiring a CEO isn’t like filling any other role.
This is someone who will shape your company’s future. They’re not just managing operations—they’re setting vision, building culture, navigating growth (and setbacks), and making the hard calls that determine whether your business thrives or stalls.
So if you’re using a generic job description, you’re likely attracting generic applicants.
In this guide, we’ll show you a better way:
- A human-centered CEO job description that communicates purpose, culture, and expectations clearly.
- Two customizable templates—one for experienced candidates, and one for entrepreneurial “high-potential” types.
- A breakdown of what makes great CEO job descriptions actually work.
- And a few mistakes to avoid so you don’t waste time hiring the wrong leader.
📌 Before you dive in, we recommend checking out full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/.. It breaks down what most job descriptions get wrong—and how to fix them with a format that connects, converts, and respects your candidates.
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
What the CEO Role Actually Does - Their Duties Explained
A Chief Executive Officer (CEO) is the highest-ranking leader in your organization. They’re responsible for setting the long-term vision, making major business decisions, and ensuring every part of the company is aligned to deliver results.
But here’s the thing: a great CEO isn’t just a strategist—they’re a builder, a motivator, and a steward of company culture.
They lead executive teams, communicate with investors or board members, and make sure the business grows in the right direction. They don’t just react to problems—they see around corners and guide the company through uncertainty, growth, or even crisis.
Depending on your business size and stage, a CEO might wear many hats:
- In a startup, they might still be hands-on—closing deals, hiring key people, even jumping into operations.
- In a scaling company, they’re focused on team alignment, leadership development, and big-picture growth.
- In a mature company, they may spend more time on strategic partnerships, investor relations, and innovation.
At every stage, one thing stays the same: the CEO defines what the company stands for and where it’s going.
💡 That’s why your job description shouldn’t just be a list of tasks. It needs to reflect your company’s mission, challenges, and the kind of leadership you’re really looking for.
Two Great CEO Job Descriptions
✅ Option 1: CEO Job Description (Experienced Executive) for Revalo
📌 Job Title: Chief Executive Officer (CEO)
🏢 Company: Revalo
📍 Location: Remote (Global team, US/EU time zone overlap preferred)
💼 Type: Full-Time | Executive Leadership
💰 Salary Range: $190,000 – $230,000 + Equity (based on experience)
🎥 Meet the Team (Video Intro)
Hear directly from our founder and leadership team about the opportunity, culture, and our vision for Revalo:
📹 [Insert Loom or YouTube Link e.g. https://loom.com/share/revalo-ceo-intro]
🧠 About the Role
Revalo is looking for a seasoned CEO to lead our next chapter. We’ve built a product our users love and landed some exciting partnerships—and now we need a strategic leader who can help us scale operations, grow the team, and build long-term enterprise value.
This isn’t a role for someone who just wants to manage from a distance. You’ll work directly with product, sales, marketing, and investors to build alignment, drive growth, and create a resilient, mission-driven company.
🧱 Key Responsibilities
- Shape and communicate a compelling vision for Revalo’s next 3–5 years
- Build and mentor a high-performing leadership team
- Drive go-to-market strategy and scale customer acquisition
- Oversee financial planning, performance metrics, and capital strategy
- Represent Revalo to investors, board members, and strategic partners
- Cultivate a culture of transparency, ownership, and execution
✅ What We’re Looking For
- Prior experience as a CEO, COO, or C-suite exec in a SaaS business
- Proven track record scaling from ~$1M ARR to $10M+
- Fundraising experience (Seed, Series A or B) and investor relations
- Strong operator with strategic clarity and EQ
- Culture-builder and exceptional communicator
🙌 Why This Role Matters
Revalo exists to put real-time financial intelligence in the hands of every business owner. We’ve done the hard work of building the product and getting traction. Now, we’re ready to scale—and we need someone who knows how to turn potential into performance.
You’ll join a team that’s hungry, humble, and genuinely committed to solving a real problem. You’ll have autonomy, support, and the resources to make meaningful change.
📥 How to Apply
We use WorkScreen to evaluate candidates based on experience, problem-solving, and culture fit—not just resumes. Apply through the link below.
👉 [Insert WorkScreen Link]
✅ Option 2: Startup CEO Job Description (High-Potential Candidate) for Revalo
📌 Job Title: Startup CEO / Founding CEO
🏢 Company: Revalo
📍 Location: Remote (Flexible, with some time zone overlap)
💼 Type: Full-Time | Founding Leadership
💰 Compensation: $120,000–$160,000 + Significant Equity
🎥 Meet the Team (Video Intro)
Want to see who you’ll be working with and where we’re headed? Watch this quick intro from the Revalo team:
📹 [Insert Loom or YouTube Link e.g. https://loom.com/share/revalo-team-intro]
🚀 About the Opportunity
Revalo has built a powerful SaaS platform that helps small businesses get real-time financial clarity without spreadsheets or guesswork. We’re post-product-market fit, have early customers and revenue, and we’re backed by investors who believe in our mission.
We’re looking for a CEO who’s excited to build, grow, and lead. Someone who’s not afraid to wear many hats, take ownership, and drive results with urgency and empathy. If you’ve been looking for your moment to take the reins of something high-impact—you just found it.
🎯 What You’ll Do
- Own company vision, team structure, and execution
- Grow revenue, drive partnerships, and lead customer success
- Recruit and lead a lean, high-trust team
- Raise capital and report to early investors and advisors
- Be a champion for culture and accountability
- Collaborate with our technical founder and product team
🔍 What You Bring
- Strong generalist leadership background (e.g., growth, ops, or product)
- Prior experience in early-stage environments or startups
- Excellent communicator and high-EQ collaborator
- Passion for fintech, SaaS, and empowering small businesses
- You don’t wait for permission—you lead, adapt, and execute
🌱 Bonus Points
- Fundraising or investor-facing experience
- Understanding of small business pain points (especially in finance)
- Experience scaling teams, GTM strategies, or customer onboarding
💡 Why You Should Join Us
This is a rare chance to take the driver’s seat in a startup that’s already built something valuable—but still early enough that your fingerprints will be on everything that follows.
We’re not building fluff—we’re solving a real problem for real people. You’ll join a smart, focused team and shape the kind of company you’ve always wanted to work in.
📥 How to Apply
Apply through WorkScreen below to show us how you think, communicate, and lead. We care more about your potential than your resume.
👉 [Insert WorkScreen Link]
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Why These CEO Job Posts Work
Great job descriptions don’t just list tasks—they tell a story, set expectations, and create a compelling case for why the right candidate should apply. Here’s why both of Revalo’s CEO job descriptions stand out:
✅ 1. The Job Titles Are Clear and Contextual
- Not just “CEO”—the title includes context about the type of company or role:
- “Chief Executive Officer (CEO)” for experienced leaders
- “Startup CEO / Founding CEO” for high-potential or entrepreneurial types
- “Chief Executive Officer (CEO)” for experienced leaders
This filters in the right applicants immediately. It’s clear who the role is for and what kind of environment they’re stepping into.
✅ 2. The Openings Are Warm and Human
Both versions start with a direct, human-centered summary:
- They explain why the role exists, what the company needs, and what’s at stake.
- There’s a Loom or video intro from the team—adding personality, transparency, and trust.
That video alone gives your post an immediate edge. People want to see who they’ll work with, not just what they’ll do.
✅ 3. There’s a Real “Why” Behind the Role
Rather than jumping straight into responsibilities, each post gives insight into the company’s:
- Mission
- Growth stage
- Current challenges
- The opportunity in front of the new CEO
This helps the reader understand the bigger picture—and gets them thinking about how they’d lead, not just what they’d manage.
✅ 4. Responsibilities Are Framed Around Impact
Instead of vague corporate phrases like “oversee operations,” the tasks show strategic importance and real-world outcomes:
- “Shape and communicate a compelling vision”
- “Lead go-to-market strategy”
- “Own company vision, team structure, and execution”
Each responsibility shows how the CEO’s work ties to growth, team success, or company direction.
✅ 5. Qualifications Are Specific—But Not Gatekeeping
- The experienced CEO version calls for clear track records (e.g., scaling ARR, investor relations)
- The startup version is open to leaders who don’t have the CEO title yet but show high potential and leadership range
This flexibility helps you attract both seasoned execs and driven up-and-comers, depending on what your company needs.
✅ 6. The “Why Join Us” Section Makes a Real Pitch
This part sells the opportunity—not just the duties:
- It talks about equity, mission, culture, and autonomy
- It shows the candidate they’re not just filling a role—they’re shaping a company
This is where most job posts fail. Great candidates aren’t just looking for a job—they’re looking for a meaningful mission, the right people, and a place to lead with purpose.
✅ 7. The Application Process Respects the Candidate
Both job posts:
- Use WorkScreen to evaluate candidates fairly based on skill, not resumes
- Set expectations clearly and make it easy to apply
- Focus on effort, fit, and process—not just paperwork
This shows applicants your company is organized, thoughtful, and modern.
What a Bad CEO Job Description Looks Like (and Why It Doesn’t Work)
To truly understand what makes a great CEO job post work, it helps to see what not to do. Here’s a real-world-style example of a bland, outdated CEO job description—and a breakdown of why it fails.
❌ Bad Job Post Example: CEO Job Description
📌 Job Title: Chief Executive Officer
🏢 Company: FinTechX
📍 Location: New York, NY
💼 Type: Full-Time
Job Summary
FinTechX is seeking an experienced CEO to oversee daily operations, manage company finances, and work with internal teams to ensure business success. The ideal candidate will have a strong background in leadership and finance.
Key Responsibilities
- Oversee day-to-day operations
- Work with finance and operations departments
- Represent company to external stakeholders
- Create and implement strategies
- Report to the board of directors
Requirements
- Bachelor’s degree in Business or related field
- 10+ years of executive leadership experience
- Knowledge of the fintech industry
- Excellent communication skills
Compensation
Competitive salary commensurate with experience.
How to Apply
Submit your resume and cover letter to hr@fintechx.com. Only shortlisted candidates will be contacted.
❌ Why This Job Description Fails
1. The Title Is Vague and Unqualified
It says “CEO,” but doesn’t mention:
- The stage of the company
- The scope of leadership
- Whether it’s a scaling startup, turnaround role, or holding company
A top-tier candidate wants clarity. This gives them none.
2. The Opening Is Cold and Generic
“Seeking an experienced CEO…” tells the reader nothing about:
- The company’s mission
- What’s exciting or urgent about this opportunity
- Who they’ll be leading or why it matters
This opening could apply to any company, in any industry.
3. Responsibilities Are Buzzword-Heavy and Meaningless
“Oversee operations,” “implement strategies,” and “report to the board” are all obvious CEO tasks—but they lack:
- Context
- Impact
- Urgency
There’s no sense of what challenges the company is facing or where they’re trying to go.
4. No Culture, No Values, No Team Insight
There’s zero mention of:
- What the team is like
- What the company stands for
- How the CEO is expected to lead culturally
This signals a company that treats hiring like a transaction, not a relationship.
5. Compensation Is Vague
“Competitive salary commensurate with experience” tells candidates nothing—and top executives will read that as a red flag.
Transparency builds trust. Vagueness breeds hesitation.
6. The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” is the default line for companies that don’t value candidate experience.
It suggests:
- No feedback
- No communication
- No clarity
You’re asking someone to lead your company—but can’t promise a respectful process?
Final Thought
If your CEO job post looks anything like this, it’s time to throw it out and start over.
High-level candidates don’t apply to vague, lifeless, unclear descriptions.
They apply to opportunities that feel real, purposeful, and aligned.
Bonus Tips to Make Your CEO Job Description Stand Out
Most companies write a decent CEO job post and stop there.
But if you want to attract leaders who are smart, in-demand, and intentional about where they work, the little details matter. Here are a few high-impact ways to upgrade your CEO job description and show candidates that your company is worth taking seriously.
✅ 1. Include a Security / Privacy Notice for Applicants
Let candidates know you take their data seriously.
This is especially important for executive roles where applicants may be sharing sensitive career info, board relationships, or compensation details.
You can add a line like:
🔒 We take the security and privacy of all applicants seriously. We will never ask for financial information or request payment at any stage of the hiring process.
✅ 2. Mention Leave Days, Flex Time, or Sabbatical Options
Even CEOs value work-life rhythm—especially experienced leaders who’ve been burned out before.
If you offer perks like:
- Executive recharge weeks
- Flexible scheduling
- Sabbaticals or wellness stipends
Mention them. It shows that you care about your leadership team’s longevity and health—not just performance.
✅ 3. Highlight Growth, Learning & Strategic Impact
Even high-level candidates want to know:
- Will I grow here?
- Will I have an impact?
- Will I be respected and supported?
Call it out clearly.
Example line:
You’ll have full autonomy to shape the vision—and the backing of a supportive board who wants to see you succeed.
✅ 4. Add a Loom or Video From Your Founder, Board, or Team
This is huge. A 1–2 minute video from your founder, board chair, or leadership team explaining:
- The opportunity
- What the company needs in its next CEO
- Why now is a pivotal moment
…adds immediate trust, personality, and connection.
Bonus: It helps you stand out to the kind of candidate who chooses leadership roles carefully.
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. Link to Press, Product Demos, or Founder Interviews
Serious CEO candidates will research you. Make it easy by linking to:
- Articles about your company
- Podcast interviews with the founder
- A public product demo or pitch deck
- Glassdoor or CultureAmp profiles (if favorable)
It builds confidence and curiosity.
✅ 6. Use “Founder-to-CEO” Language if Applicable
If this hire is replacing the founder as acting CEO, say that honestly—and frame it as a sign of growth and maturity.
Example line:
Our founder has led Revalo from 0 to early traction. Now, they’re stepping into a product-focused role, and we’re hiring a CEO to lead us into our next stage of growth.
This signals that the company knows what it needs—and isn’t stuck in ego or indecision.
✅ 7. Clarify What Success Looks Like in the First 6–12 Months
This makes the job concrete and lets great candidates self-assess fit.
Example:
In your first 6 months, success will look like:
• Building a leadership team around you
• Aligning the company around a focused GTM strategy
• Doubling active users or pilot conversions
• Preparing for our Series A
These enhancements don’t take long to implement—but they make a huge difference in how serious candidates perceive your company.
Should You Use AI to Write a CEO Job Description?
Lately, it seems like everyone’s using AI to generate job descriptions—especially since platforms like Workable, Manatal, and even LinkedIn offer one-click AI suggestions.
But when it comes to hiring your next CEO, that’s a dangerous shortcut.
⚠️ Why You Shouldn’t Rely on AI Alone
Blindly generating a CEO job post with AI can seriously backfire.
Here’s why:
- It sounds generic. AI without context uses safe, templated phrases like “oversee operations” or “lead teams.” These fail to connect with high-level candidates who have seen it all.
- It misses your company’s voice. Your tone, culture, and mission won’t come through—and that’s what top-tier leaders care about.
- It attracts the wrong candidates. A bland post brings in anyone with “CEO” on their resume—not the right fit for your stage, team, or mission.
- It makes a weak first impression. Your job post is often your first pitch to a CEO. Why use a version that reads like it was written by a robot?
💡 Remember: You’re not just hiring a manager—you’re hiring someone who will lead your business. That requires clarity, thoughtfulness, and personality.
✅ The Right Way to Use AI (With Human Input)
AI can still help—but only if you give it strong, human-sourced inputs.
Here’s a better way to prompt AI:
“Help me write a job post for our company, Revalo. We’re hiring a CEO to lead our SaaS business through our next stage of growth. We’ve already found product-market fit and have a 15-person team. We’re mission-driven, collaborative, and solving a real-world problem: helping small businesses access real-time financial insights. Our culture values transparency, autonomy, and execution. We’re looking for a CEO who can shape vision, build the leadership team, scale revenue, and represent us to investors. We offer a remote-first culture, meaningful equity, and support from committed early-stage investors. Here are some notes to get started…”
And then paste in:
- Notes about your ideal candidate
- A few bullet points about responsibilities
- Links to a good example job post you like
- Cultural phrases or real founder language
- Salary range, team size, and business stage
✍️ Let AI polish, not create
Use it to:
- Refine tone
- Restructure for clarity
- Help you turn your outline into paragraphs
- Adjust reading level or flow
But you must shape the message.
Think of AI like a smart assistant—not the strategist.
Summary
If you want your CEO job post to stand out, don’t use AI to write it from scratch. Use it like a design tool—with your inputs, intentions, and insight driving the message.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need Quick Copy-Paste CEO Job Descriptions Templates
✅ Option 1: Conversational, Culture-First CEO Job Description
📌 Job Title: Chief Executive Officer (CEO)
🏢 Company: [Your Company Name]
📍 Location: [Remote / In-Person / Hybrid – specify city or time zone preference]
💼 Type: Full-Time | Executive Leadership
💰 Compensation: [Insert Salary Range] + Equity
About the Role
We’re looking for a CEO who can help us scale intentionally, lead with purpose, and turn our vision into real-world impact. You’ll be taking over from our founder and leading a talented, mission-driven team into the next stage of growth.
This is a big role—but the right person will see it as a rare opportunity.
You’ll guide company strategy, mentor leadership, and ensure alignment across every department. You’ll also be the face of our company to investors, customers, and strategic partners.
We’re not just looking for a decision-maker—we’re looking for someone who builds trust, leads with clarity, and drives growth with humility.
Responsibilities
- Set and communicate company vision and long-term goals
- Lead the executive team and support cross-functional leadership
- Oversee revenue growth, operations, and performance
- Represent the company to investors, board members, and media
- Drive culture, alignment, and a bias for action across the team
- Spot risks and opportunities, and navigate them with confidence
What We’re Looking For
- Experience leading a company, business unit, or cross-functional team
- Proven track record of growing revenue and scaling operations
- Strong communication and decision-making skills
- Empathy, resilience, and a builder’s mindset
- Bonus: Experience working with early-stage startups, raising capital, or leading a SaaS business
Why Work With Us
We care deeply about what we’re building and who we build it with. We believe in autonomy, trust, and shared purpose. You won’t just have a title—you’ll have ownership, the support of a great team, and a mission worth showing up for.
📹 Want to meet the team? Watch this quick video to hear from our founder and get a feel for what we’re all about.
👉 [Insert Loom or YouTube Link]
📥 How to Apply
We use WorkScreen to evaluate candidates based on communication, experience, and leadership approach—not just resumes.
👉 [Insert WorkScreen application link]
✅ Option 2: Structured Format (Brief + Responsibilities + Requirements)
📌 Job Title: Chief Executive Officer (CEO)
🏢 Company: [Your Company Name]
📍 Location: [City / Remote / Hybrid]
💼 Employment Type: Full-Time
💰 Compensation: [Insert salary range and equity options]
Job Brief
We’re seeking an experienced Chief Executive Officer to lead our company through its next stage of growth. As CEO, you’ll be responsible for strategic planning, financial oversight, team leadership, and representing the company externally.
This is a high-impact role ideal for someone who thrives in fast-paced, collaborative environments and understands how to scale a mission-driven company.
Key Responsibilities
- Define and execute the company’s long-term strategic goals
- Manage executive leadership and department alignment
- Oversee financial performance, budgets, and fundraising
- Build external relationships with investors, partners, and customers
- Foster a strong, values-driven company culture
- Report to the Board of Directors on company performance
Requirements
- 7–10+ years of executive leadership experience (CEO, COO, GM, etc.)
- Strong financial, operational, and strategic planning skills
- Proven ability to scale teams, revenue, and processes
- Excellent interpersonal, communication, and leadership skills
- Familiarity with [Insert relevant industry] preferred
📥 Application Process
Apply via WorkScreen to help us understand how you think, lead, and communicate.
👉 [Insert WorkScreen link]
Let WorkScreen Help You Hire the Right CEO
You’ve written a compelling job post. You’ve clarified what the role involves, what success looks like, and what kind of leader your company needs next.
Now comes the hard part: sorting through applicants, evaluating leadership ability, and making the right hire.
That’s where WorkScreen comes in.
✅ WorkScreen helps you:
● Quickly identify your most promising candidates
Instead of drowning in resumes or relying on LinkedIn titles, WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard. You’ll instantly see your top ranking candidates at a glance.
● Easily administer real-world, one-click skill assessments
Want to see how a candidate thinks, communicates, or solves problems? With WorkScreen, you can use one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically..
You’ll be evaluating them based on what they can actually do, not just what they claim on paper.
● Eliminate low-effort or AI-generated applications
Let’s face it: executive job boards are full of mass applicants, copy-paste answers, and now, AI-generated submissions.
WorkScreen filters out low-effort applicants including those who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
💡 Bottom line:
You’ve put effort into crafting a high-quality job post. Don’t waste that momentum by using outdated hiring methods.
Let WorkScreen help you:
- Hire faster
- Screen smarter
- And make confident, data-informed leadership decisions
Create your CEO job post inside WorkScreen and let the platform handle the rest. WorkScreen streamlines your hiring process so you can focus on what matters: building the right team.
FAQ
CEO compensation varies widely depending on industry, company size, stage of growth, and location.
Here’s a general breakdown:
- Early-stage startups (pre-seed/seed): $80,000 – $150,000 base salary + significant equity (often 5–20%)
- Series A/B companies: $150,000 – $250,000 base salary + equity (1–5%)
- Mid-sized private companies: $250,000 – $500,000 base salary + bonuses, stock options, or profit-sharing
- Public or large enterprise CEOs: $500,000 to $1M+ in salary, with total compensation packages exceeding several million dollars when including stock, bonuses, and perks
💡 In startups, total compensation often leans heavily on equity and long-term upside. In established firms, salary and performance bonuses dominate.
Use platforms like Pave, Carta, or Levels.fyi to benchmark more precisely for your industry and funding stage.
Beyond resume titles, great CEOs typically demonstrate:
- Strategic thinking
- Strong communication
- Cultural leadership
- Resilience under pressure
- Execution skills (especially in uncertain conditions)
In startups or scale-ups, look for someone with high adaptability, clarity of thought, and a proven ability to lead through change.
You can assess leadership by:
- Asking candidates to walk through real strategic decisions they’ve made
- Using scenario-based evaluations (e.g. “What would you do if revenue dropped 30% in Q2?”)
- Conducting 360 references with past team members
- Watching for clarity, humility, and alignment with your company values
Platforms like WorkScreen allow you to create tailored leadership challenges to test how they think, communicate, and prioritize.
Promoting from within:
- Often provides cultural alignment and company history
- Works well if the internal candidate has grown into the role
- Can be risky if they lack external perspective or leadership range
Hiring externally:
- Brings in fresh thinking and strategic clarity
- Often needed when a company is pivoting, scaling fast, or needs a turnaround
- Requires a thoughtful onboarding process to ensure cultural fit
🧠 Both approaches can work—but the decision should match your company’s stage, team maturity, and current leadership needs.
It depends on how niche or sensitive the search is.
- Public posting is great if you’re open to diverse applicants and want transparency
- Private search (via headhunters or referrals) may be better for senior hires in competitive markets or confidential transitions
You can do both—post publicly with WorkScreen while quietly reaching out to known talent.
Writing a generic job description and rushing the process.
- A bland job post attracts the wrong candidates
- Skipping alignment conversations can lead to expensive mis-hires
- Not evaluating beyond the resume (titles ≠ talent)
🔑 Great CEO hires happen when you’re intentional, transparent, and rigorous in how you define the role—and how you assess for it.
