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If you’ve Googled “internal auditor job description,” you’ve probably seen dozens of results that all look the same.
Bullet points. Buzzwords. Boredom.
The problem? Most of those templates don’t actually help you hire a great internal auditor. They just help you post a job. And there’s a big difference.
Because let’s be honest: the best candidates aren’t getting excited by generic lists like “monitor internal controls” or “prepare audit findings.” They want to know:
- What’s the mission of this role?
- What kind of team will I be part of?
- Why does this work actually matter?
If your job post doesn’t answer those questions—it won’t attract top talent. It’ll attract generic applicants looking for any job, not this job.
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.
But if you’re ready to write a standout job post for an internal auditor, this guide will show you:
- What this role actually looks like (in plain English)
- Two great job description templates (one for experienced candidates, one for people you’re willing to train)
- What makes these posts work—and why others fall flat
- Bonus tips for standing out in a competitive hiring market
Let’s start by breaking down what the role of an internal auditor really is—beyond the corporate buzzwords.
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 Does an Internal Auditor Actually Do?
An internal auditor is like your company’s internal detective for risk and efficiency.
They’re responsible for examining how your business runs—from how money flows, to how processes work, to whether teams are following the rules. Their job is to spot red flags early, uncover gaps or inefficiencies, and help you fix them before they become real problems.
But here’s what most job posts miss:
The best internal auditors don’t just check boxes—they ask smart questions, think critically, and help you build a stronger business.
So while technical skills matter (understanding audits, risk management, compliance, etc.), just as important are:
- Clear communication (they need to explain findings to non-financial people)
- Discretion and integrity (they’re often handling sensitive issues)
- Curiosity and independence (they should spot issues others miss)
If you want someone who just “runs through audit checklists,” that’s easy to find.
If you want someone who thinks strategically, communicates well, and helps you improve how your company operates—that’s the kind of internal auditor worth hiring.
Two Internal Auditor Job Description Templates
✅ Option 1: Job Description For Experienced Internal Auditors
📌 Job Title: Internal Auditor – Help Us Build Smarter, Stronger Systems
📍 Location: Hybrid (2 days/week in Atlanta HQ)
💼 Type: Full-Time
💲 Salary: $72K–$90K + Health, PTO, and Performance Bonus
🎥 A Quick Word from the Hiring Manager
Watch this short Loom video to hear directly from our Head of Finance on what we’re looking for in this role and how internal audits shape the future of our operations.
👋 Who We Are
We’re Proxima Systems—a growing tech and logistics company with operations in 4 states. We move fast, build with intention, and care deeply about doing things right—not just fast.
Now, we’re hiring an Internal Auditor to help us strengthen how we operate as we grow. We don’t just want someone to “check for errors”—we want a proactive thinker who can help us find blind spots, improve our processes, and keep our business running securely and efficiently.
🧬 Our Company Culture
At Proxima, we value clarity, ownership, and collaboration. You’ll be joining a team that believes in asking thoughtful questions, speaking up when something’s off, and constantly improving how we work. We support transparency across teams and give you space to grow without micromanagement.
🔍 What You’ll Do
- Review internal processes across finance, operations, and procurement
- Conduct risk assessments and identify areas of improvement
- Lead scheduled internal audits and prepare detailed reports
- Work closely with department heads to recommend and implement improvements
- Monitor compliance with internal policies and relevant laws
- Present key findings to leadership in a clear, actionable way
✅ What You Bring
- 3+ years of experience in internal auditing, risk, or compliance
- Familiarity with SOX, GAAP, or ISO standards (any combination is welcome)
- Strong analytical skills and a high level of attention to detail
- Ability to present complex findings simply and clearly
- CPA, CIA, or CISA certification is a plus (but not required)
🌟 Why This Role Is a Great Fit
- You’ll work directly with leadership and make a real impact
- You’ll influence how the company scales and grows responsibly
- You’ll own your projects with trust and autonomy
- You’ll have real input—not just a checklist to follow
🎁 Perks & Benefits
- Health, dental, and vision insurance (starting after 60 days)
- 401(k) with employer match
- 15 PTO days + 8 paid holidays
- Paid learning & development budget
- Quarterly team offsites
💬 How to Apply
We use WorkScreen to evaluate applicants based on real-world skills, not just résumés. It’s a fast, fair, and respectful way to apply.
👉 Click here to apply through WorkScreen.io
We review every application and respond within 7 business days.
🌱 Option 2:Job Description For Early-Career or Trainable Candidates
📌 Job Title: Junior Internal Auditor – We’ll Train You
📍 Location: Remote-Friendly | US-Based
💼 Type: Full-Time
💲 Salary: $55K–$65K + Growth Path + Benefits
🎥 A Quick Word from the Hiring Manager
Watch this video from our Director of Operations to hear how this role plays a key part in building smarter systems—and what growth looks like at Firestone Group.
👋 Who We Are
At Firestone Group, we believe in hiring for potential, not just experience. We’re a construction and services company growing quickly across 3 states.
Now, we’re looking for a Junior Internal Auditor who’s curious, detail-oriented, and excited to learn. You don’t need a CPA or 3 years of audit experience—you just need the drive to dig into processes, ask great questions, and help us operate better as we scale.
🧬 Our Company Culture
We’re a learning-first environment. We encourage questions, welcome fresh perspectives, and believe that great ideas can come from anywhere. You’ll be part of a team that celebrates progress over perfection and supports your professional growth every step of the way.
🔍 What You’ll Do
- Assist with internal audits across departments
- Review data and help flag inconsistencies or process gaps
- Sit in on interviews and meetings with department heads
- Work closely with our senior auditor to learn frameworks and tools
- Prepare draft reports and support documentation
- Help us build stronger systems, one improvement at a time
✅ What You Bring
- Bachelor’s degree in finance, business, or related field
- Strong attention to detail and eagerness to learn
- Good communicator—written and verbal
- Organized and able to manage multiple tasks
- Bonus if you’ve worked in operations, accounting, or admin
🌟 Why This Role Is a Great Fit
- You’ll learn directly from a senior auditor with 15+ years of experience
- There’s a clear 18-month growth plan to a mid-level role
- You’ll contribute meaningful work while building your skills
- We’ll help you get certified (paid CISA/CPA exam prep)
🎁 Perks & Benefits
- Health, dental, and vision insurance
- Paid time off after 90 days
- Tuition reimbursement + certification funding
- Remote work setup stipend
- Quarterly team meetups and professional development days
💬 How to Apply
We don’t believe in ghosting or résumé black holes. That’s why we use WorkScreen to give every applicant a fair shot.
👉 Click here to apply through WorkScreen.io
We’ll keep you updated at every step of the process.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Job Posts Work
Let’s break down why these job descriptions attract better candidates—and why so many others fall flat.
✅ 1. Clear, Specific Job Titles
Instead of vague titles like “Internal Auditor” or “Auditing Role,” these posts clearly communicate:
- The level of the role (e.g., Junior, Experienced)
- The intent or impact behind the job (e.g., “Help Us Build Smarter Systems”)
This instantly helps the right candidates self-identify—and weeds out those who aren’t a good match.
✅ 2. Video From the Hiring Manager
Adding a Loom or YouTube video creates a personal connection. It builds trust, puts a human face to your brand, and shows that you’re serious about making the hiring process transparent.
✅ 3. Warm, Human Introductions
The intros don’t jump straight into a cold list of duties—they explain:
- What the company does
- Why the role exists
- How it contributes to the mission
This creates emotional context, which matters more than most hiring teams realize. Great candidates don’t just want a job—they want to join a purpose.
✅ 4. Company Culture Is Shown, Not Just Stated
Instead of saying, “We value integrity and collaboration,” these posts show what that looks like in real life.
For example:
“We support transparency across teams and give you space to grow without micromanagement.”
This helps candidates imagine what it’s like to work with you—and whether they’ll belong.
✅ 5. Responsibilities Reflect Real-World Impact
Rather than dry task lists, these posts clarify what success looks like.
They don’t just say “Conduct audits”—they say things like:
“Help us find blind spots, improve our processes, and keep our business running securely and efficiently.”
That signals value, ownership, and impact—exactly what top performers are looking for.
✅ 6. Perks & Benefits Are Listed Separately
Too many companies bury this info or skip it altogether. Transparent benefits signal that you respect candidates’ time and priorities. Including the salary range builds immediate trust and improves application quality.
✅ 7. “Why This Role Is a Great Fit” Section
This is where your pitch lives. You’re not just offering a job—you’re showing why the work matters, how they’ll grow, and why this role is a real opportunity. Candidates need this emotional and professional “why” to take action.
✅ 8. Clear, Respectful Application Process
Letting candidates know how to apply and what to expect (e.g., using WorkScreen, timeline for replies) builds credibility and sets you apart. No one wants to send a résumé into the void.
Example of a Bad Internal Auditor Job Post ( And Why it Fails)
Let’s look at a generic post that mirrors what’s commonly found online. At first glance, it checks all the boxes—but it misses the mark in every way that matters.
❌ Bad Example – Internal Auditor Job Description
Job Title: Internal Auditor
Location: New York, NY
Type: Full-Time
Deadline: July 15, 2025
Job Summary
We are seeking to hire an Internal Auditor to support our audit team in conducting internal audits across departments. The candidate will be responsible for reviewing processes, identifying control weaknesses, and providing audit findings.
Responsibilities
- Perform internal audits and document findings
- Assist with SOX compliance testing
- Evaluate internal controls
- Prepare audit reports for management
- Ensure compliance with internal policies
Requirements
- Bachelor’s degree in Accounting or related field
- 2+ years of experience in audit or compliance
- Knowledge of audit software
- Strong analytical and organizational skills
How to Apply
Interested candidates should send their resume and cover letter to careers@companyname.com. Only shortlisted applicants will be contacted.
🚫 Why This Job Post Fails
Let’s break down what’s wrong with this post—and why it won’t attract the candidates you actually want.
🔹 1. The Job Title Is Too Generic
“Internal Auditor” is technically correct—but it’s uninspired. It doesn’t speak to level, impact, or who you’re trying to attract.
🔹 2. The Introduction Feels Cold and Empty
There’s no company mission. No “why” behind the role. No reason a high-quality candidate would get excited. The intro reads like filler text from a legal document, not a real opportunity.
🔹 3. No Company Culture or Values Mentioned
The post gives zero insight into what it’s like to work there. A great internal auditor doesn’t just need technical skills—they need to fit with your team and values. This job post gives no way to assess that.
🔹 4. No Salary or Benefits
Leaving out compensation is an instant red flag for top candidates. It signals a lack of transparency—or worse, a poor work environment.
🔹 5. Responsibilities Are Vague and Meaningless
Everything listed under “Responsibilities” is generic. There’s no indication of the scale, complexity, or importance of the work. It sounds like copy-paste content that could apply to any company.
🔹 6. The Application Process Feels Cold and Dismissive
“Only shortlisted applicants will be contacted” makes the company sound unapproachable. There’s no timeline, no explanation of the process, and no human element. It discourages quality candidates who value respectful communication.
🔹 7. No Personality or Brand Voice
There’s no tone, warmth, or voice to the post. It reads like it was written by HR software—not by a company that cares about who joins their team.
Bottom line: This kind of job post won’t attract strategic thinkers, top performers, or people who care about company values. It will attract quantity, not quality.
Bonus Tips to Make Your Job Description Stand Out
Even if you write a strong job post, adding a few key extras can significantly boost candidate trust, conversion rates, and overall application quality.
Here are some advanced, high-impact additions you can include:
✅ 1. Include a Security / Privacy Notice for Applicants
Online job scams are more common than ever, and candidates are cautious—especially when they don’t know your brand yet.
Add a line like this to build immediate trust:
IMPORTANT NOTICE: We take the security and privacy of all applicants seriously. We will never request payment, banking details, or personal financial information at any stage of the hiring process.
✅ 2. Mention Leave Days or Flex Time
Work-life balance is a priority for today’s candidates. Even just a simple mention of time off or flexibility can set your post apart.
Example phrasing:
“Enjoy up to 20 days of paid time off per year—including flex days you can use for travel, family time, or mental recharge.”
✅ 3. Highlight Growth, Training & Career Development
This is especially important if you’re hiring early-career or trainable candidates. It signals that you’re not just hiring to fill a seat—you’re investing in people.
Try something like:
“We offer paid access to training, certifications, and mentorship to help you grow your skills and advance your career.”
✅ 4. Add a Video From the Hiring Manager or CEO
If you haven’t already, embed a Loom or YouTube link early in the post. A short 30–60 second message adds warmth, authenticity, and helps the role feel real.
Bonus: Videos increase time spent on the page, which helps with SEO and engagement.
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. Clarify the Hiring Timeline
Uncertainty discourages serious applicants. If you can, share a simple timeline like:
“We review applications on a rolling basis and aim to get back to every candidate within 7 business days.”
✅ 6. Mention How You Handle Communication
Let applicants know you won’t leave them hanging:
“We respect your time and effort. That’s why every applicant receives a reply, regardless of the outcome.”
This small touch communicates respect—and that’s something great candidates always notice.
Should You Use AI to Write Your Job Description?
Let’s be honest—generating a job description with AI is tempting. It’s fast, easy, and feels efficient.
Even some applicant tracking systems (like Workable or Manatal) now offer one-click AI-generated job descriptions.
But here’s the hard truth:
If you use AI blindly, you’ll end up with a generic job post that attracts the wrong people—and repels the right ones.
Here’s why.
❌ Why You Shouldn’t Rely on AI Alone
Using AI without providing any input or context leads to job posts that are:
- Filled with vague corporate speak (“dynamic self-starter” alert 🚨)
- Missing cultural context and personality
- Repetitive and low-effort (candidates can spot AI-generated fluff instantly)
- Misaligned with what your company actually needs
And worst of all?
It reflects poorly on your employer brand. Your job post is often the first impression a candidate gets. If it feels robotic, uninspired, or low-effort, they’ll scroll right past it.
✅ The Right Way to Use AI
AI can be powerful—if you use it as a smart assistant, not a replacement for your thinking.
Here’s how to get it right:
🛠️ Step-by-Step: How to Prompt AI to Help You Write a Strong Job Post
Instead of saying:
“Write a job description for an internal auditor.”
…say something like this:
Prompt Template:
“Help me write a job description for our company, [Company Name]. We’re hiring a [Insert Job Title] to help with [Insert Key Responsibilities].
Our culture is [Describe your company culture—values, tone, work style], and we want to attract candidates who are [Describe ideal traits].
We offer the following benefits: [Insert perks], and our salary range is [Insert salary].
Here’s how our hiring process works: [Briefly explain the steps].
Also, here are a few notes I’ve already written to guide you: [Paste any internal notes, phrasing, or key lines you want to include].”
You can even point AI to a great example (like one of the two templates in this guide) and say:
“Please model the tone and structure like this example: [paste sample].”
This way, AI becomes a refining tool—helping you polish, shorten, or clarify—not a one-click crutch.
🎯 Final Thought on AI
Use AI to accelerate your ideas, not replace them.
The best job descriptions come from you—your values, your company, your voice. AI should simply help you sharpen the message.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Internal Auditor Job Description?
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Internal Auditor – Help Us Build Smarter Systems
📍 Location: [ Enter Location]
💼 Type: Full-Time/Remote
💲 Salary: $xx–$xx + Bonus + Benefits | [Enter Schedule]
🎥 Meet the Hiring Manager
Watch this quick video from our Head of Finance explaining the mission behind this role and what success looks like. [Insert Loom Link]
👋 About Us
We’re [Enter company name] —a growing tech and logistics company focused on building strong processes and even stronger teams. We’re hiring an Internal Auditor to help us improve how we operate as we scale. If you’re someone who enjoys digging into processes, asking the right questions, and creating meaningful improvements, this could be your next big opportunity.
🧬 Our Culture
We’re collaborative, fast-moving, and care deeply about clarity and ownership. We don’t micromanage—we trust you to do great work and support you along the way.
🔍 What You’ll Be Doing
- Conduct risk assessments and internal audits
- Improve processes across operations, finance, and compliance
- Work with department leads to resolve control gaps
- Present audit findings clearly and constructively
- Help us stay compliant and proactive as we scale
✅ What You Bring
- 3+ years auditing experience
- Strong critical thinking and communication skills
- Familiarity with GAAP/SOX/audit standards
- Bonus: CPA, CIA, or CISA certification
🌟 Why This Role Is a Great Fit
- High visibility with leadership
- Opportunity to shape systems in a scaling company
- Your ideas will be heard—and implemented
- No red tape, just meaningful work
🎁 Perks & Benefits
- Health, dental, and vision
- PTO + 401(k)
- Paid training & certifications
- Remote-friendly structure (2 days/week from home)
💬 How to Apply
We use WorkScreen to evaluate all applicants fairly and efficiently.
👉 Apply now through WorkScreen.io [ insert link here]
🧱 Option 2: Traditional Structure (Job Brief + Responsibilities + Requirements)
Job Title: Internal Auditor
Location: [enter location here]
Employment Type: Full-Time/remote
Salary: $XX–$XX/year + Performance Bonus | [ Enter schedule]
Job Brief
We’re seeking an experienced internal auditor to support our growing operations. This role will be responsible for conducting audits, improving internal controls, and providing recommendations to strengthen compliance and efficiency.
Key Responsibilities
- Perform scheduled internal audits
- Identify risk exposures and recommend solutions
- Ensure compliance with policies and regulations
- Prepare detailed audit reports for leadership
- Collaborate with departments to implement improvements
Requirements
- Bachelor’s degree in Accounting, Finance, or a related field
- 3+ years of internal audit or risk experience
- Excellent analytical and communication skills
- Proficiency with Excel and audit tools
- CPA, CIA, or equivalent certification preferred
Benefits
- Medical, dental, and vision insurance
- 401(k) with employer match
- PTO and paid holidays
- Training and development budget
How to Apply
Please submit your application through WorkScreen for skill-based evaluation and faster review.
👉 Click here to apply [Insert WorkScreen Link] — we respond to every applicant.
Let WorkScreen Handle the Next Part After the Job Post
Writing a great job description is only step one.
The real challenge? Evaluating who’s actually qualified.
That’s where most hiring processes fall short—but not when you use WorkScreen.
Here’s how WorkScreen helps you hire smarter:
🔍 Spot top candidates instantly
WorkScreen automatically evaluates, scores, and ranks applicants using short, role-specific assessments.
No more résumé roulette. Just a clear leaderboard of your best options—fast.
🧠 Test real-world skills, not just résumés
Send one-click skill tests to applicants to evaluate critical thinking, communication, and job-specific capabilities.
You’ll hire based on what someone can actually do, not just what their résumé says.
❌ Eliminate low-effort, copy-paste applicants
WorkScreen helps you filter out people using AI to generate answers or spam apply with no real intent.
That means you spend time only on serious, high-quality candidates who actually want the job.
💡 Better decisions. Faster hires. Smarter teams.
WorkScreen gives you a frictionless way to go from dozens of applicants to your top 3—without the guesswork.
You’ve written a great job post—now let WorkScreen help you hire the right person.
FAQ
In the United States, the average salary for an internal auditor ranges between $65,000 and $90,000 per year, depending on experience, industry, and location.
- Entry-level: $55,000–$65,000
- Mid-level (3–5 years): $70,000–$85,000
- Senior/internal audit managers: $90,000–$120,000+
Tip: Including a transparent salary range in your job post improves candidate trust and increases the likelihood of qualified applicants applying.
Beyond technical auditing knowledge, great internal auditors bring:
- Analytical thinking: The ability to spot patterns, gaps, or red flags in processes or data.
- Clear communication: They must explain findings to non-financial teams.
- Discretion and integrity: Auditors often handle sensitive or confidential information.
- Curiosity and independence: Great auditors don’t just follow checklists—they dig deeper.
- Knowledge of frameworks: Familiarity with SOX, GAAP, ISO standards, or compliance best practices is a bonus.
An internal auditor works within a company to evaluate internal controls, risks, and operational processes. They report findings to leadership and help strengthen the business from the inside.
An external auditor is hired by a third-party firm to review financial statements and issue opinions for regulatory or compliance reasons.
If you’re hiring for an in-house role, you’re almost certainly looking for an internal auditor.
It depends on your needs and risk level.
- If you’re a fast-scaling company with complex processes, hiring someone with 3–5 years of experience may save time and reduce risk.
- If you’re building from the ground up and have good mentorship in place, hiring someone with high potential and training them can work well.
Tip: Use two versions of your job post (like the ones in Section 3)—one for each case.
