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If you’ve Googled “CEO job description,” you’ve probably seen dozens of posts that all feel the same — a bullet list of duties, a generic blurb about leadership, and zero insight into what actually makes a top-tier executive job post work.
The problem? Those posts don’t help you attract the kind of CEO who can transform your company — they just give you a copy-paste template that could apply to any business on the planet.
A great CEO job description does more than list responsibilities. It communicates vision. It inspires the right candidates to imagine themselves leading your organization. And it filters out people who aren’t aligned with your culture, mission, and growth goals.
In this article, we’re going to flip the script on how CEO job descriptions are written.
You’ll see:
- A plain-English definition of what a CEO really does.
- Two job description templates — one for seasoned executives and one for emerging leaders with high potential.
- A breakdown of why these posts actually work in attracting the right kind of applicants.
- The mistakes most CEO job descriptions make (and how to avoid them).
Before we dive in, if you want to go deeper into writing irresistible job posts, I recommend checking 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 explains why generic job ads fail to convert quality applicants — and how small changes can dramatically improve your results.
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.
What the Chief Executive Officer Role Actually Is
A Chief Executive Officer (CEO) is the highest-ranking leader in a company — the person responsible for setting the vision, steering strategy, and ensuring the entire organization is working toward the same goals.
In plain English?
The CEO is the captain of the ship. They decide where the business is headed, make the big calls that shape its future, and rally the team to get there.
While the board of directors provides oversight, the CEO is in the driver’s seat day-to-day — balancing growth, profitability, and long-term stability.
That means:
- Making tough decisions about resources, investments, and priorities.
- Building and leading a high-performing leadership team.
- Representing the company to investors, customers, the media, and the public.
The best CEOs aren’t just strategic thinkers. They’re exceptional communicators, relationship-builders, and problem-solvers who can inspire people to perform at their best.
They combine vision (where the company is going) with execution (how it will get there) — and they know how to adapt when the unexpected happens.
Two Great Chief Executive Officer Job Description Templates
Version 1 – Job Description For Experienced CEO (Culture-First Style)
📌 Job Title: Chief Executive Officer (CEO) — BlueOak Analytics
📍 Location: Austin, TX (Hybrid: 3 days on-site)
💼 Type: Full-Time | Executive
💲 Compensation: $350,000–$500,000 base + performance bonus + meaningful equity
🎥 A quick word from our Board Chair: (Loom/YouTube link)
About BlueOak Analytics
BlueOak Analytics is a 180-person B2B SaaS company powering revenue and inventory decisions for mid-market retailers. Our platform ingests in-store and ecommerce data to predict demand, cut stockouts, and reduce waste. We’re Series C–backed, profitable in core segments, and at $42M ARR with customers across apparel, home goods, and specialty food. Our next chapter: scale to $100M+ ARR while expanding into Europe and launching a self-serve product for long-tail retailers.
Why This Role Matters
We’re at the inflection point where focus, sequencing, and leadership will determine our trajectory. The CEO will set strategy, align product and GTM, and build an executive team that can win this market—sustainably.
What You’ll Do
- Define and communicate a 3-year strategy with clear annual priorities and metrics.
- Lead and level-up the executive team across Product, Revenue, Finance, and People.
- Own capital allocation: pricing, expansion bets, and M&A opportunities.
- Partner with the board and investors; represent BlueOak in media and industry forums.
- Ensure operational excellence: forecasting, operating cadence, and cross-functional accountability.
- Champion our culture of candor, ownership, and customer obsession.
What We’re Looking For
- Track record as CEO/COO/GM scaling a SaaS business from ~$30M to $100M+ ARR.
- Deep experience aligning Product + GTM; comfortable with usage- or seat-based pricing.
- Strong financial acumen (unit economics, cohort analysis, CAC/LTV, burn/FCF).
- Builder of high-performing executive teams; proven talent magnet and coach.
- Excellent communicator who can simplify complexity and mobilize action.
Perks & Benefits
- Health, dental, and vision (company covers 90% of premiums)
- 401(k) with 4% match
- Flexible PTO + 12 company holidays + paid parental leave
- Executive coaching stipend + annual learning budget
- Annual company offsite + relocation support if moving to Austin
Why This Role Is a Great Fit
This is ideal for a strategic operator who loves turning product-market fit into durable, compounding growth. You’ll have room to make bold decisions, attract top-tier leaders, and set a culture that scales.
Our Hiring Process
We review every application and respond within two weeks. Shortlisted candidates meet the board and executive team. Finalists complete a paid strategy exercise focused on our EU expansion and SMB motion.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
Version 2 – Job Description for Entry Level Candidates
📌 Job Title: Chief Executive Officer (CEO) — GreenPath Home
📍 Location: Remote (HQ: Denver, CO)
💼 Type: Full-Time | Executive
💲 Compensation: $220,000–$300,000 base + performance bonus + equity; leadership coaching provided
🎥 A quick word from our Hiring Committee: (Loom/YouTube link)
About GreenPath Home
GreenPath Home is a 70-person climate-tech marketplace that helps homeowners adopt energy upgrades—heat pumps, solar, insulation—through vetted local installers. We’re profitable in two markets, operating in five, and backed by mission-aligned investors. Our product matches homeowners with the right contractor, manages permits/financing, and guarantees quality through post-install QA. Our goal: decarbonize 100,000 homes in the next five years.
Why This Role Matters
We’re ready to scale operations, standardize playbooks, and expand nationally. The CEO will bring disciplined execution, community trust, and a builder’s mindset to a category that desperately needs it.
What You’ll Do
- Co-create the company strategy with the board; translate it into quarterly plans.
- Lead the leadership team across Operations, Supply, Growth, and Finance.
- Improve unit economics via routing, installer SLAs, and financing conversion.
- Represent GreenPath with city/state partners, utilities, and community groups.
- Build a culture of safety, craftsmanship, and homeowner delight.
What We’re Looking For
- Senior leadership experience as GM/VP/Founder running a P&L or multi-market operations.
- Evidence of building teams, processes, and dashboards from the ground up.
- Clear communicator who can earn trust—from field crews to policymakers.
- Mission-driven, data-informed, and eager to grow with executive coaching.
- Experience in marketplaces, home services, or climate/energy is a plus (not required).
Perks & Benefits
- Medical, dental, vision + mental health support
- Flexible PTO + paid volunteer days + parental leave
- Annual learning stipend + executive coaching
- Home energy upgrade stipend after 12 months
- Quarterly in-person team weeks (travel covered)
Why This Role Is a Great Fit
Perfect for an operator with founder energy who hasn’t yet held the CEO title but has run complex teams and wants the accountability—and upside—of the top job. You’ll scale impact you can see on every street.
Our Hiring Process
We reply to all applicants within two weeks. Shortlisted candidates complete a structured interview and leadership assessment. Finalists tackle a paid “New Market Launch” project with access to our team and data.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These CEO Job Posts Work
1. The Job Title Is Clear and Context-Rich
Instead of simply saying “CEO”, each title includes the company name and, where relevant, the nature of the business. This instantly signals who it’s for and helps the right candidates self-select.
- Example: “Chief Executive Officer — BlueOak Analytics” instantly tells you it’s a SaaS company in analytics, not a generic corporate role.
2. The Introduction Adds a Personal Touch (Video Element)
The short Loom/YouTube message from the board chair or hiring committee humanizes the process. Seeing real people behind the posting builds trust and sets your post apart in a sea of text-only listings.
3. The ‘About Us’ Section Feels Like a Story, Not a Wikipedia Entry
Instead of vague boilerplate, the About Us sections for BlueOak Analytics and GreenPath Home tell a specific, engaging story — covering what the company does, current scale, customers, and upcoming goals. This helps candidates imagine leading the business in a real-world context.
4. ‘Why This Role Matters’ Shows Impact, Not Just Duties
Each post explains why the role is pivotal at this moment in the company’s journey.
- BlueOak highlights scaling from $42M to $100M ARR and European expansion.
- GreenPath emphasizes national growth and climate impact.
This inspires mission-driven applicants and sets the tone for strategic leadership.
5. Responsibilities Are Written as Strategic Outcomes
The duties go beyond “manage” and “oversee” — they focus on outcomes like aligning product and GTM, improving unit economics, and building culture. This appeals to senior leaders who want to drive results, not just keep the lights on.
6. Requirements Are Targeted and Realistic
Instead of dumping a wish list of every possible skill, these lists focus on the essentials for each type of candidate — proven scaling experience for the experienced CEO, leadership potential for the emerging leader. This prevents discouraging otherwise qualified applicants.
7. Perks & Benefits Are Transparent and Tangible
Both posts list specific perks, from equity to executive coaching to relocation support. There’s no vague “competitive benefits” language. This transparency builds trust and shows respect for candidates’ time.
8. ‘Why This Role Is a Great Fit’ Acts as a Sales Pitch
This section tells high-caliber candidates why the role aligns with their goals, ambitions, and values — something most job posts neglect. It reframes the opportunity as a two-way fit.
9. The Hiring Process Is Respectful and Clear
Applicants know exactly what to expect, from response times to final interview steps. This reduces candidate anxiety and signals a professional, candidate-focused hiring culture.
10. The ‘How to Apply’ Section Sets You Apart
Using WorkScreen ensures applicants are evaluated on strengths, not fluff, and communicates fairness from the start. Including a clear link makes the next step frictionless.
Bad CEO Job Description Example (And Why It Fails)
📌 Job Title: Chief Executive Officer
📍 Location: New York, NY
💼 Type: Full-Time
💲 Compensation: Not disclosed
Company Overview
We are a company in the business sector seeking a qualified Chief Executive Officer to lead the organization.
Responsibilities
- Oversee all company operations.
- Manage staff and ensure goals are met.
- Represent the company at public events.
- Work with the board of directors on company policies.
Requirements
- Bachelor’s degree in Business or related field.
- 10+ years of leadership experience.
- Strong communication skills.
How to Apply
Send your CV and cover letter to careers@company.com. Only shortlisted candidates will be contacted.
❌ Why This CEO Job Post Falls Short
- Generic Job Title
- “Chief Executive Officer” with no company name, industry, or context fails to grab attention or attract the right candidates.
- “Chief Executive Officer” with no company name, industry, or context fails to grab attention or attract the right candidates.
- No Personality or Story
- The company overview is one vague sentence with zero culture, mission, or differentiation.
- The company overview is one vague sentence with zero culture, mission, or differentiation.
- Lack of Transparency
- No salary, benefits, or equity information — a big red flag for senior talent.
- No salary, benefits, or equity information — a big red flag for senior talent.
- Responsibilities Are Bare Minimum
- Broad, uninspiring tasks that could apply to any business, from a nonprofit to a manufacturing plant.
- Broad, uninspiring tasks that could apply to any business, from a nonprofit to a manufacturing plant.
- Requirements Are Overly Generic
- Doesn’t reflect what this company actually needs in a leader — no mention of growth stage, strategic challenges, or leadership style.
- Doesn’t reflect what this company actually needs in a leader — no mention of growth stage, strategic challenges, or leadership style.
- No Candidate Experience Consideration
- The “only shortlisted candidates will be contacted” line is cold and discouraging. It signals a transactional, outdated hiring process.
- The “only shortlisted candidates will be contacted” line is cold and discouraging. It signals a transactional, outdated hiring process.
- Weak Call to Action
- “Send your CV” is functional but unmotivating. There’s no sense of excitement, urgency, or personal connection.
- “Send your CV” is functional but unmotivating. There’s no sense of excitement, urgency, or personal connection.
Bonus Tips to Make Your CEO Job Post Stand Out
Even when you’ve nailed the basics — clear title, compelling intro, transparent perks — a few small, thoughtful touches can elevate your CEO job post from “good” to “irresistible.”
1. Add a Security & Privacy Notice
Executives are high-value targets for phishing and scams. Including a clear statement in your job post builds trust and shows professionalism.
Example:
“We take the privacy and security of all candidates seriously. We will never ask for bank details, personal financial information, or payment at any stage of the hiring process.”
2. Mention Time Off & Flexibility
Even top executives value work-life balance — in fact, burnout at the CEO level is common. Highlight your PTO policy, flex days, or sabbaticals to signal you care about longevity.
Example:
“Enjoy flexible PTO plus two annual executive recharge weeks to step back, reset, and return with fresh perspective.”
3. Spotlight Training & Growth Opportunities
Many senior leaders are drawn to roles where they can keep learning. Mention coaching, executive education, or board mentorship opportunities.
Example:
“We invest in your leadership journey with an annual $15,000 budget for executive education, global leadership retreats, and coaching.”
4. Include a Personal Video from Key Stakeholders
For C-suite hires, a video message from the board chair, founder, or outgoing CEO can carry weight. It gives candidates a peek into your leadership culture and priorities.
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. Address Mission & Impact Clearly
Senior candidates are motivated by impact. Spell out exactly how the role advances the company’s mission and why it matters at this moment in your growth.
6. Clarify the First 90 Days
High-caliber executives want to know what success looks like early on. Even a short paragraph outlining your 90-day expectations will help the right people self-assess fit.
7. Make Your Hiring Process a Selling Point
Instead of treating the process as an afterthought, frame it as part of your company’s professionalism. Transparency builds confidence and sets the tone for working together.
AI Caution: Why You Shouldn’t Let AI Write Your CEO Job Post from Scratch
Lately, it feels like every hiring team is using AI to spit out job descriptions in seconds. Even some ATS platforms now offer a “one-click generate” button.
While tempting, this approach is risky — especially for a role as critical as Chief Executive Officer.
Why Blind AI Generation Fails for Executive Roles
- You get generic, cookie-cutter content. AI defaults to safe, bland phrases that could apply to any company in any industry.
- It fails to capture your culture and mission. The nuances that make your leadership team unique are lost.
- It attracts the wrong candidates. Vague job posts appeal to anyone browsing, not the select leaders you actually want.
- It can hurt your brand. Your CEO job post is often the first impression senior talent will have of your company — why risk making it sound lifeless?
The Right Way to Use AI for CEO Job Descriptions
AI can still be a great tool — if you treat it as a writing assistant, not an autopilot.
Step 1: Give AI the raw ingredients
Provide specifics about:
- What your company does and where it’s heading.
- The strategic challenges this CEO will face.
- Your company’s culture, values, and leadership style.
- Perks, benefits, and compensation.
- Your hiring process.
Step 2: Use a targeted prompt
Example:
“Help me write a CEO job description for BlueOak Analytics, a 180-person SaaS company in Austin, TX, currently at $42M ARR and scaling to $100M+. The CEO will lead expansion into Europe, align product and GTM teams, and maintain a culture of candor and ownership. Include a warm, human intro, detailed responsibilities and requirements, a clear ‘Why This Role Is a Great Fit’ section, perks and benefits, and a transparent hiring process. The tone should be professional yet conversational, appealing to experienced SaaS executives. Here are a few notes I’ve written to get you started: [paste your notes].”
Step 3: Edit for voice and accuracy
Refine the draft to ensure it reflects your leadership team’s personality, your growth stage, and your company’s unique challenges.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste CEO Job Description?
Option 1: Conversational / Culture-First CEO Job Description
📌 Job Title: Chief Executive Officer (CEO) — [Company Name]
📍 Location: [City, State/Country or Remote/Hybrid]
💼 Type: [Employment Type] | Executive
💲 Compensation: [Base Salary/Range] + [Bonus Structure] + [Equity Details]
🎥 A quick word from our [Board Chair/Founder]: [Insert Loom/YouTube Link]
Who We Are
[Company Name] is a [brief business description: e.g., B2B SaaS/Marketplace/Consumer Brand] serving [primary customer/industry] in [markets/regions]. We’re a team of [headcount/size] at the [stage: bootstrapped/VC-funded/profitable/growth stage]. Our next chapter: [big, near-term goals—e.g., expand into new markets, launch product line, reach $X ARR, improve margins, etc.].
Why This Role Matters
We’re at an inflection point where focus, sequencing, and leadership will determine our trajectory. As CEO, you’ll set strategy, align the organization, and build an executive team that can win this market—sustainably.
What You’ll Do
- Define a clear multi-year strategy with annual priorities and measurable outcomes.
- Build, coach, and scale a high-performing executive team.
- Drive revenue growth while safeguarding margins and cash flow.
- Oversee capital allocation (pricing, new bets, M&A/partnerships as relevant).
- Represent [Company Name] with customers, investors, partners, and media.
- Champion a culture of ownership, candor, and customer obsession.
What We’re Looking For
- Track record as CEO/COO/GM (or equivalent) leading a business through meaningful scale.
- Demonstrated ability to align Product/Operations/Go-to-Market around one plan.
- Strong financial and strategic acumen (unit economics, forecasting, scenario planning).
- Builder of high-performing leadership teams; known as a talent magnet and coach.
- Exceptional communication, decision quality, and stakeholder management.
Perks & Benefits
- [Health/Dental/Vision details]
- [Retirement plan + match]
- [Flexible PTO / Holidays / Parental leave]
- [Executive coaching / Learning stipend]
- [Relocation support / Offsites / Wellness]
Why This Role Is a Great Fit
Ideal for a strategic operator who loves turning product-market fit into durable, compounding growth. You’ll have the latitude to make bold decisions, attract top-tier leaders, and shape a culture that scales.
Our Hiring Process
We review every application and respond within [timeline, e.g., two weeks]. Shortlisted candidates meet the board and leadership team. Finalists complete a [paid/unpaid] strategy exercise relevant to our next chapter.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
Option 2: Structured “Job Brief + Responsibilities + Requirements” CEO Job Description
📌 Job Title: Chief Executive Officer (CEO) — [Company Name]
📍 Location: [City, State/Country or Remote/Hybrid]
💼 Type: [Employment Type] | Executive
💲 Compensation: [Base Salary/Range] + [Bonus Structure] + [Equity Details]
Job Brief
[Company Name] is a [business description] operating in [industry/markets]. We’re targeting [near-term goals: expansion, profitability, new product, market entry]. We’re hiring a CEO to set direction, build an exceptional leadership team, and deliver results against a clear, measurable plan.
Key Responsibilities
- Partner with the board to set strategy and translate it into annual/quarterly plans.
- Lead the executive team across [functions relevant to you: Product, Ops, Revenue, Finance, People].
- Improve unit economics and operating cadence through data-driven decision-making.
- Build strategic partnerships and represent the company with external stakeholders.
- Establish clear goals, dashboards, and accountability mechanisms across teams.
- Safeguard culture, ethics, and brand reputation.
Requirements
- Senior leadership experience owning a P&L and scaling teams through change.
- Evidence of building systems, teams, and processes that compound over time.
- Strong financial literacy; comfort with budgets, forecasts, and trade-offs.
- Excellent communication and stakeholder management across diverse audiences.
- [Industry/domain] experience is a plus, not a must.
Perks & Benefits
- [Health/Dental/Vision details]
- [Retirement plan + match]
- [Flexible PTO / Holidays / Parental leave]
- [Professional development / Executive coaching]
- [Travel/offsite cadence / Wellness benefits]
Our Hiring Process
All applications are reviewed, and you’ll hear from us within [timeline]. Shortlisted candidates complete a structured interview and leadership assessment. Finalists present a [strategy/market] brief to the board.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Next Step of Hiring
A great CEO job post will bring the right people to your door. But that’s only the first part of the hiring journey. The real challenge? Figuring out which candidates have the skills, mindset, and leadership style to take your company where it needs to go.
That’s where WorkScreen comes in.
WorkScreen helps you:
- Quickly identify your most promising candidates.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Easily administer one-click skill tests.
With WorkScreen, you can administer 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.
- Eliminate low-effort applicants.
WorkScreen automatically eliminates low-effort applicants 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.
💡 Whether you’re hiring your next CEO or your first customer support rep, WorkScreen makes it simple to evaluate talent fairly, efficiently, and effectively.
craft your job post, and let WorkScreen streamline your candidate evaluations from day one.
FAQ
When hiring a CEO, focus on skills that go beyond technical knowledge. Look for:
- Strategic vision: Ability to set a clear long-term direction and adapt it as markets shift.
- Leadership and team-building: Proven experience attracting, developing, and retaining high-caliber talent.
- Decision-making under uncertainty: Comfort making big calls with incomplete information.
- Financial acumen: Understanding of budgets, forecasts, and metrics that drive profitability.
- Stakeholder management: Ability to earn trust from investors, the board, employees, and customers.
- Communication skills: Clarity, persuasion, and the ability to inspire across different audiences.
CEO salaries vary widely depending on company size, industry, and stage of growth:
- Small to mid-sized companies: $150,000–$300,000 base salary, sometimes with equity instead of large bonuses.
- Established mid-market companies: $300,000–$600,000 base plus performance bonuses and equity.
- Large public companies: Base salaries often $800,000+ with substantial bonuses, stock options, and other incentives.
Remember to also consider total compensation — equity, performance bonuses, and perks often make up a significant part of a CEO’s pay.
It depends on your company’s needs:
- Internal hire: Often faster to onboard, already aligned with culture, and understands operations.
- External hire: Brings fresh perspective, new networks, and possibly different skill sets.
A blended approach — interviewing both internal and external candidates — usually yields the best choice.
In many companies, a CEO is the top executive responsible for long-term vision and strategy, while a Managing Director may oversee day-to-day operations. However, in some regions (like the UK), “Managing Director” is used interchangeably with “CEO.” Always clarify responsibilities in the job post.
