Share
If you’ve searched “Chief Financial Officer job description template,” chances are you’ve seen the same generic format repeated over and over again: a long list of responsibilities, vague qualifications, and a lifeless bullet-point summary of what the CFO is “supposed” to do.
But here’s the truth—great CFOs aren’t inspired by boilerplate job posts.
And if your description reads like corporate filler, the best candidates won’t apply.
Why? Because top finance leaders aren’t just number-crunchers.
They’re strategic thinkers, risk managers, operational partners, and trusted advisors to the CEO. Your job post needs to reflect that.
In this guide, we’ll show you how to write a compelling, modern, and human-centered CFO job description—one that attracts strategic talent, not just resume buzzwords.
But first, if you haven’t already read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/, we highly recommend starting there. It breaks down why most job descriptions fail—and gives you a framework for writing posts that connect with the right candidates.
Let’s get into what a great CFO job post really looks like.
Smart Hiring Starts Here 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 A Chief Financial Officer Actually Is (Simple Explanation)
So, what does a Chief Financial Officer actually do?
Let’s skip the jargon and talk plainly.
A CFO isn’t just someone who “manages finances.”
They’re the person who makes sure the business doesn’t run out of money, misread its numbers, or miss major opportunities.
They don’t just report what happened last quarter—they help shape what happens next.
At a high level, your CFO is responsible for:
- Leading the company’s financial strategy (not just accounting)
- Partnering with the CEO and executive team to make key business decisions
- Managing budgets, forecasts, and fundraising
- Ensuring compliance and financial health
- And above all: keeping the business financially resilient and future-ready
In startups and growing companies, the CFO is often one of the first “grown-up” hires—someone who brings structure, visibility, and confidence to the leadership table. In more established businesses, the CFO plays a critical role in scaling operations, preparing for IPOs, acquisitions, or expansions.
What makes someone a great CFO?
Yes, financial acumen is a must. But so is judgment. So is integrity. So is the ability to communicate complex ideas in simple, strategic terms. The best CFOs are trusted, not just technical.
Two Great CFO Job Description Templates
Option 1: Experienced CFO Job Description (Culture-First Style)
📌 Job Title: Chief Financial Officer at Haven Homes | Remote-Friendly (U.S. Only)
💼 Full-Time | $180,000–$220,000/year + Equity | Reports to CEO
________________________________________
A quick message from our CEO (insert Loom video link)
________________________________________
Who We Are
Haven Homes is a mission-driven property technology company reimagining how families experience affordable housing in the U.S. With over 8,000 units under management and partnerships across 5 states, we use data, design, and empathy to create better, more stable housing outcomes.
As we scale, we’re looking for a strategic CFO to lead our financial operations, shape our long-term strategy, and be a thought partner to our CEO and board.
________________________________________
What You’ll Be Doing
This is not a back-office finance role.
This is a leadership seat.
● Own financial strategy, planning, and forecasting
● Lead budgeting across all departments and hold teams accountable to targets
● Build and maintain investor reporting dashboards and board updates
● Oversee accounting, tax, compliance, and risk management
● Evaluate M&A, fundraising, and expansion opportunities
● Be a core member of the executive team shaping company direction
________________________________________
What We’re Looking For
● 8+ years in senior finance roles (with at least 2 years as CFO or VP Finance)
● Experience scaling operations in VC-backed or private equity-backed companies
● Strong modeling, forecasting, and scenario planning skills
● Excellent communication—you simplify complexity
● Proven experience managing cash flow, burn, and capital strategy
● Bonus: Experience in real estate, proptech, or operationally intense industries
________________________________________
Salary, Benefits & Perks
● Competitive base salary ($180K–$220K) + performance equity
● Remote-friendly with in-person offsites 3–4 times/year
● Full health, dental, vision insurance
● 25 PTO days + flexible holidays
● $2,000 annual professional development stipend
● A clear path to board-level exposure and long-term leadership
________________________________________
Why This Role Is Worth Your Time
This is your chance to take the financial helm of a fast-growing, impact-driven company. You’ll work with a grounded, ambitious founder, lead with autonomy, and help shape the future of housing access in America.
If you’re looking for more than a reporting role—if you want to build something that matters—we’d love to meet you.
________________________________________
How to Apply
We care about making our hiring process fair and thoughtful.
That’s why we use WorkScreen.io to evaluate applicants based on skills—not just resumes.
Click the link below to apply.
You’ll go through a short evaluation that helps us understand your thinking and approach.
We review every application and will keep you updated throughout the process.
👉 Apply here [insert application link]
🌱 Option 2: Emerging CFO Job Description (Willing to Train / Promote Internally)
📌 Job Title: Finance Lead (CFO Track) at Bloom Impact | Kansas
💼 Full-Time | $280,000–350,000/year | Hybrid | Growth Role with Mentorship
________________________________________
A quick message from our Founder (Insert Loom video link here)
________________________________________
Who We Are
Bloom Impact is a fast-growing fintech helping small businesses across Africa access credit, tools, and financial education. We’ve served over 12,000 entrepreneurs to date—and we’re just getting started.
Our team is lean, passionate, and resourceful. We’re now looking for a Finance Lead who’s ready to grow into the role of CFO as we expand operations, raise funding, and build long-term resilience into the business.
You don’t need to have “CFO” on your resume already.
What we’re looking for is someone sharp, reliable, and ready to step up.
________________________________________
What You’ll Be Doing
This is a growth role. You’ll start by owning core financial operations—then gradually take on more strategic leadership as we scale.
● Manage financial reporting, cash flow, and monthly close
● Build budgets and partner with department leads to track spend
● Prepare quarterly updates for investors and advisors
● Help us design internal controls and financial systems
● Work closely with the CEO to model scenarios and funding needs
● Join key fundraising and board meetings as a finance voice
________________________________________
What We’re Looking For
We’re open-minded. If you don’t tick every box but feel you’re ready for this challenge, please apply.
● 3–5 years in finance, accounting, or FP&A (startup experience a plus)
● Strong with Excel/Google Sheets, financial dashboards, and forecasting
● Sharp communicator—can turn numbers into simple insights
● Reliable and accountable—this role touches sensitive information
● Bonus: CPA or CFA certification, or actively pursuing one
________________________________________
Salary, Perks & Support
● Competitive salary: KES 280,000–350,000/month
● 20 days paid leave + 5 flex days
● Hybrid setup: 3 days in-office, 2 days remote
● Laptop, tech stipend, and WFH setup support
● Professional development budget for courses, exams, or certifications
● 1-on-1 mentorship from our CEO and external CFO advisor
________________________________________
Why This Role Is Worth Your Time
If you’ve ever wanted a shot to grow into a true leadership role—this is it.
We’re not hiring a finance assistant. We’re hiring someone with ambition, grit, and long-term vision.
You’ll learn directly from founders and advisors, make high-impact decisions, and build systems from the ground up. We promote from within—and this role is designed to evolve into our future CFO.
________________________________________
How to Apply
We believe in fair, skills-based hiring.
That’s why we use WorkScreen.io to evaluate candidates—no cover letter needed.
Click below to apply and go through a short, structured evaluation.
We’ll review every application and respond within 7–10 days.
👉 Apply here
Hiring doesn’t have to be hard. 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.
Breakdown of Why These CFO Job Posts Work
We don’t just write job posts to sound good.
We write them to attract the right candidates—people who are qualified, motivated, and aligned with your culture.
Here’s why both job descriptions above stand out—and why they work.
✅ 1. The Job Titles Are Clear, Specific, and Role-Shaping
Instead of generic titles like “CFO” or “Finance Manager,” we’ve used:
- “Chief Financial Officer at Haven Homes | Remote-Friendly (U.S. Only)”
- “Finance Lead (CFO Track) at Bloom Impact | Nairobi, Kenya”
Each one includes:
- The company name
- Location or work flexibility
- A signal about seniority or future growth (“CFO Track”)
This instantly helps attract candidates who align with the role and stage of your company.
✅ 2. The Introductions Tell a Story
Rather than jumping into bullet points, both posts open with a humanized, mission-driven intro. For example:
“We’re more than just a team—we’re a family committed to nurturing growth…”
“This is not a back-office finance role. This is a leadership seat.”
These lines speak to purpose and identity—not just tasks.
Top candidates want to feel like they’re part of something meaningful. This section gets them hooked.
✅ 3. They Make the Business Case for the Role
Each post makes it clear why the company needs this role now. It’s not “because the last CFO left” or “because we always had one”—it’s about what’s changing in the business and how this hire plays a critical part in its growth or evolution.
That context builds urgency and clarity.
✅ 4. Responsibilities Are Framed Around Impact, Not Tasks
We don’t just list duties—we explain what those duties lead to.
Instead of “manage budgets,” we write:
“Lead budgeting across all departments and hold teams accountable to targets”
Instead of “create reports,” we say:
“Build investor dashboards and lead board updates”
This helps candidates see the real impact they’ll make.
✅ 5. The Requirements Are Respectful and Realistic
- The experienced CFO role asks for specific, senior-level experience—but avoids jargon.
- The emerging role is inclusive, encouraging potential and offering mentorship.
This thoughtful framing helps:
- Avoid scaring away great candidates who don’t check every box
- Attract mission-driven people who are excited to grow in the role
✅ 6. The Hiring Process Is Transparent and Thoughtful
- Both posts explain what happens after a candidate applies.
- They include a WorkScreen link to streamline evaluation.
- Timelines are clear. Communication is promised. No “black hole” experiences.
That alone builds trust and improves candidate experience from day one.
✅ 7. The ‘Why This Role Is Worth Your Time’ Section Sells the Opportunity
This section is your pitch—and it delivers.
- For the experienced role, it emphasizes leadership, board exposure, and meaningful work.
- For the growth role, it offers mentorship, visibility, and career progression.
Instead of “here’s what we want from you”, it says “here’s what you get from us.”
That’s what great candidates need to see.
Example of a Bad CFO Job Description (And Why It Fails)
Let’s take a look at a common CFO job description you’ll find online.
It might seem “fine” at first glance. But as we break it down, you’ll see why this kind of post repels great candidates—and sets the stage for mediocre hiring.
❌ Bad Job Post Example
Job Title: Chief Financial Officer
Company: ABC Holdings
Location: Nairobi
Salary: Negotiable
Type: Full-Time
Job Summary:
ABC Holdings is looking for an experienced Chief Financial Officer to oversee the company’s financial strategy and operations. The ideal candidate will manage budgeting, reporting, and compliance, and ensure the long-term financial health of the organization.
Key Responsibilities:
- Oversee all financial operations of the company
- Develop financial strategies and policies
- Manage risk, budgeting, and forecasting
- Ensure compliance with all legal and regulatory requirements
- Liaise with external stakeholders and auditors
Qualifications:
- Bachelor’s degree in Finance, Accounting, or related field (Master’s preferred)
- CPA or equivalent certification required
- 8+ years of financial leadership experience
- Strong analytical and problem-solving skills
How to Apply:
Interested candidates should send their CV and cover letter to careers@abcholdings.com by July 30, 2025. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Title and Company Info Are Vague
“Chief Financial Officer” at “ABC Holdings” with “Negotiable” salary says very little. There’s no context. No sense of scale, mission, or values. This feels like a placeholder, not a compelling opportunity.
2. The Introduction Feels Cold and Generic
“Looking for an experienced CFO” is the bare minimum. There’s no explanation of why this role exists, what the company is working on, or what kind of impact the CFO will have. Top candidates won’t feel seen—or excited.
3. The Responsibilities Are Too Broad
These could be copy-pasted into any company in any industry. There’s no reference to team size, strategic goals, funding stage, or how success will be measured. It’s all checkbox-level content.
4. The Requirements Are Rigid and Risk-Heavy
It reads like a gatekeeper’s checklist. There’s no flexibility, no mention of culture fit, and no sense that the company is open to diverse backgrounds or alternative experiences.
5. There’s No Salary Transparency
“Negotiable” tells candidates nothing—and often signals that the company is either unsure, inflexible, or hiding behind pay ambiguity. This can drive top candidates away before they even apply.
6. There’s Zero Culture or Vision
There’s no mention of what it’s like to work at ABC Holdings, how the team collaborates, or what values guide their decisions. That leaves candidates wondering: “Who are these people, really?”
7. The Application Process Feels Cold and One-Sided
“Only shortlisted candidates will be contacted” is a red flag in 2025. It shows a lack of respect for applicants’ time and effort. There’s no indication of what the process looks like or when they’ll hear back.
Bottom Line:
This job post might technically “work”—but it won’t attract mission-driven, high-performing CFOs. It’ll likely pull in mass applicants, but very few will be the right fit.
Bonus Tips to Make Your CFO Job Post Stand Out
Once you’ve written a solid, thoughtful job post, a few small details can make a big difference—both in how your role is perceived and in the kind of candidates it attracts.
Here are some pro-level enhancements that elevate your job post from “good” to “great”:
🛡️ 1. Add a Security & Privacy Notice
Top-tier candidates (especially those currently employed) care deeply about privacy. A simple line can build trust and signal integrity.
Example:
🔒 We take your privacy seriously. We will never ask for payment, financial information, or personal data beyond what’s necessary during the hiring process.
This helps differentiate your company from scams—and makes applicants feel safer applying.
🌴 2. Mention Leave Days or Flex Time
Most job descriptions mention workload. Few mention rest—yet it’s a top concern for senior candidates.
Example:
Enjoy 25 days of paid time off, plus flexible holidays so you can recharge and come back sharp.
Even busy executives want to know that your company respects balance.
📚 3. Highlight Training or Growth Opportunities
Even for senior hires, growth matters. Great CFOs want to evolve, stay sharp, and be challenged.
Example:
We support continuous learning with a $2,000 annual professional development budget—and you’ll also receive 1:1 mentoring from our external CFO advisor.
This communicates that your company invests in its people, not just fills roles.
🎥 4. Add a Loom Video from the CEO or Hiring Manager
Seeing the face and hearing the voice of a company leader builds instant connection. It makes the post personal, not transactional.
Tips:
- Keep it under 90 seconds
- Speak from the heart—why this role matters, what you’re excited to build, and the kind of person you’re looking for
- Upload to Loom or YouTube and link it in the post
Example placement:
🎙️ “A quick message from our CEO (Watch here)”
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 What It’s Like to Work With You
This is optional—but powerful. If you can include a quote or review from a current team member or CFO, it adds authenticity.
Example:
“What I love about this role is the balance between autonomy and impact. You’re not micromanaged—but your work truly shapes where we’re going.” – Sarah, VP of Ops
These small additions help humanize your company, reduce applicant hesitation, and build trust faster.
Should You Use AI To Write Your Job Posts
It’s tempting.
You’re busy. You need to hire. You open ChatGPT or your ATS, type “write CFO job description,” and copy whatever it spits out.
But here’s the problem:
Most AI-generated job descriptions (especially with weak prompts) sound… like a robot wrote them.
They’re packed with vague responsibilities. No context. No culture. No clarity.
And worst of all? They attract generic applicants. People applying to 100 jobs at once. People who don’t know—or care—who you are.
❌ What Happens When You Use AI Without Input?
- You get boring, lifeless content that fails to connect with real people
- You attract the wrong candidates—those who skim and spray résumés
- You lose credibility—because smart applicants can smell a “templated” post from a mile away
✅ The Smarter Way to Use AI for Job Posts
AI can be a powerful writing partner—if you guide it properly.
Don’t ask it to do your thinking. Ask it to help you express your thinking.
Here’s how to get it right:
✍️ Step 1: Give It Real Inputs
Feed AI the raw ingredients of the role. For example:
- What your company actually does (and why it matters)
- What the role truly entails
- What kind of person you’re looking for (skills, mindset, attitude)
- What your culture is like
- What the salary, perks, and team setup are
- What your hiring process looks like
🧠 Step 2: Use a Prompt Like This
“Help me write a CFO job description for [Company Name]. We’re a [describe company] hiring a [describe role] to help with [describe key business outcomes]. Our company values [insert values], and we want someone who is [insert traits].
We offer [insert perks], and here is our hiring process: [explain briefly].
Use a warm, conversational tone that sounds human, not robotic. Make it clear, motivating, and personalized.”
🛠️ Step 3: Review, Edit, and Add Your Voice
Once the draft comes back:
- Tweak the intro
- Insert real examples
- Add context where needed
- Drop in a Loom video link
- Make sure it feels like your company—not like AI
Bottom line:
AI can help you polish. It can help you brainstorm. But it can’t care about your team the way you do.
That’s your job.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste CFO Job Description Template?
✅ Option 1: Conversational, Culture-First CFO Template
📌 Job Title: Chief Financial Officer at [Your Company Name]
💼 Full-Time | [Location or Remote Option] | [Salary Range or “Competitive + Equity”]
A quick message from our CEO (insert Loom link here)
Who We Are
At [Company Name], we’re [brief summary of your mission and impact].
We’re growing quickly—and we need a sharp, strategic CFO who can help us stay financially sound while scaling what matters most.
This role isn’t about managing spreadsheets.
It’s about helping shape the future of the business, working directly with the CEO and leadership team to make bold, data-informed decisions.
What You’ll Do
- Lead financial strategy, planning, and scenario modeling
- Oversee accounting, compliance, and risk management
- Build dashboards and communicate with board/investors
- Partner with teams to manage budgets and track performance
- Evaluate funding, M&A, and growth opportunities
- Create financial clarity across the organization
What We’re Looking For
- [X]+ years in financial leadership roles
- Experience in [your industry or stage: VC-backed, public, operational, etc.]
- Excellent communicator—can make finance feel clear and useful
- Highly analytical, but grounded in strategic thinking
- Trusted advisor personality—calm, credible, and decisive
- Bonus: Experience with [insert any special tools, sectors, or nuances]
Salary, Benefits, and Perks
- Salary: [insert range] + [equity, bonuses, profit sharing]
- Health, dental, vision + [insert other perks]
- Paid time off: [insert days]
- Remote work flexibility + team offsites
- Learning stipend: [insert budget]
- Direct access to founder/CEO and board exposure
Why This Role Matters
We’re not looking for a finance director—we’re hiring a true partner.
You’ll help us make smarter decisions, manage growth responsibly, and steer through uncertain moments with clarity. Your impact won’t be buried—it’ll be foundational.
How to Apply
We use WorkScreen.io to help us hire fairly, quickly, and with a focus on real skills—not résumé buzzwords.
To apply, click the link below and complete a quick, skill-based evaluation. We’ll keep you updated at every stage.
👉 [Insert your WorkScreen link here]
🧱 Option 2: Traditional Format – Job Brief + Responsibilities + Requirements
Job Title: Chief Financial Officer
Location: [City / Remote]
Type: Full-Time
Compensation: [Insert range or “competitive”]
Job Brief:
We’re looking for a results-driven CFO to join [Company Name] and lead our financial operations and strategy. As a core part of our executive team, you’ll guide decisions on funding, investments, budgeting, and long-term sustainability.
Key Responsibilities:
- Develop and execute financial strategy aligned with company goals
- Oversee financial planning, reporting, and forecasting
- Ensure legal and regulatory compliance
- Present financial insights to leadership and the board
- Manage accounting, treasury, and tax
- Identify and mitigate financial risks
- Lead and mentor finance and ops teams
Requirements:
- Proven experience as CFO or senior financial leader (5+ years)
- Deep knowledge of corporate finance and risk management
- Proficient in data analysis, forecasting, and financial software
- Strong leadership, communication, and strategic thinking skills
- CPA, CFA, or relevant certification preferred
Benefits:
- Competitive salary + bonus/equity options
- Health, dental, vision insurance
- Paid vacation and holidays
- Remote work flexibility
- Professional development support
How to Apply:
Submit your application via [WorkScreen link] and complete the short evaluation. We’ll review every submission and respond within [insert timeline].
CTA for WorkScreen.io (Let Us Handle the Next Phase)
Writing a great job description is step one.
Finding the right candidate? That’s where WorkScreen comes in.
Once your CFO job post goes live, WorkScreen helps you go from overwhelmed by applications to clear, confident hiring decisions.
Here’s how:
✅ 1. Quickly Identify Your Most Promising Candidates
Tired of guessing who’s actually qualified?
WorkScreen automatically evaluates every applicant, scores their performance, and ranks them on a real-time leaderboard so you can see your top candidates at a glance.
No more résumé roulette. Just clear, data-backed visibility into who’s worth your time.
✅ 2. Easily Administer One-Click Skill Tests
Want to know how a candidate thinks, solves, and communicates?
With WorkScreen, you can send structured CFO-relevant one-click skill test evaluations. This lets you assess candidates based on real-world ability—not just what they claim they can do.
✅ 3. Filter Out Low-Effort or AI-Generated Applications
Some applicants mass-apply using AI tools, copy-pasted answers, or generic cover letters.
WorkScreen automatically detects and filters out low-effort applicants who mass-apply using AI tools, copy-pasted answers, or generic cover letters. This allows you to focus only on genuine, committed, and high-quality candidates.
✅ 4. Save Time, Avoid Bias, and Make Smarter Hires
- No more sifting through 300 résumés manually
- No more guessing who’s truly capable
- No more hiring “looks good on paper” candidates who underperform
WorkScreen is built for startups, scale-ups, and busy hiring teams that want to hire smarter—not harder.
🎯 Ready to Streamline Your CFO Hiring? 👉 Sign up at WorkScreen.io Create your job post. Share the link. Let us evaluate, score, and organize your applicants—so you can hire with clarity and speed.
FAQ
A Treasurer typically focuses on managing a company’s cash, investments, liquidity, and financial risk. They handle things like banking relationships, capital structure, and short-term cash forecasting.
A CFO, on the other hand, has a broader and more strategic role. They’re responsible for the entire financial health of the company, including financial planning, reporting, investor communications, risk, and advising the CEO on high-level decisions.
Think of the Treasurer as the person keeping the ship financially afloat—and the CFO as the one helping chart the course.
CFO salaries vary widely based on company size, industry, and location.
Here’s a general benchmark:
- Startups (Seed–Series A): $120,000–$180,000/year (often with equity instead of high cash comp)
- Growth-stage companies (Series B–D): $180,000–$250,000/year + equity + bonuses
- Mid-size enterprises or PE-backed firms: $250,000–$400,000/year
- Public companies / Fortune 500: $400,000–$1M+ with stock and long-term incentives
Source: Robert Half 2024 Salary Guide + WorkScreen customer benchmarks
A great CFO isn’t just financially sharp—they’re a well-rounded leader. Here are the top soft skills to look for:
- Strategic Thinking: Can they connect financial data to business outcomes?
- Clear Communication: Can they explain complex ideas in simple, useful terms?
- Sound Judgment: Do they make decisions with both logic and intuition?
- Credibility: Do they earn trust quickly—with investors, CEOs, and teams?
- Calm Under Pressure: Can they lead through crisis or uncertainty with poise?
- Adaptability: Are they flexible in fast-changing or scaling environments?
Soft skills often make the difference between a good CFO and a great one.
A startup typically hires a CFO when:
- Financial operations are becoming too complex for the CEO or Head of Ops
- The company is raising a significant funding round (Series B or later)
- You’re entering new markets, managing multiple revenue streams, or preparing for M&A
- You need better forecasting, financial modeling, or investor reporting
- You want strategic advice on growth, capital efficiency, or exit planning
In early-stage startups, some hire a Fractional CFO before committing to a full-time one.
At a minimum:
- Financial software: QuickBooks, Xero, NetSuite, or similar
- Forecasting tools: Mosaic, Fathom, or Excel/Google Sheets for modeling
- Dashboards/BI: Tableau, Looker, or Power BI
- Cap table management: Carta, Pulley
- Payroll/HR: Gusto, Rippling, Deel (especially for global teams)
Bonus if they’ve worked with API-driven or custom reporting stacks for more complex businesses.
