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If you’ve searched “Internal Auditor job description template,” chances are you’ve come across dozens of posts—and most of them sound the same.
Dry. Corporate. Bullet-pointed to death.
But here’s the problem: generic job descriptions don’t attract great auditors—they attract generic applications.
And when you’re hiring an internal auditor, you’re not just filling a seat. You’re bringing in someone who will protect your business from risk, improve financial controls, and help your leadership team sleep better at night.
That’s why writing a clear, thoughtful job description matters.
In this guide, we won’t just give you a basic copy-paste template. We’ll walk you through what an internal auditor actually does, show you two strong job description examples (experienced + entry-level), break down why they work, and even give you advanced tips to help your post stand out to the right candidates.
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.
Let’s get into it.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What An Internal Auditor Actually Does - Their Roles
An internal auditor is like your company’s internal detective—but instead of chasing criminals, they’re reviewing your finances, systems, and processes to make sure everything is running the way it should.
They help spot weaknesses, reduce risk, and ensure compliance with laws, policies, and internal procedures. They don’t just point out problems—they recommend smarter, safer ways to do things.
Think of them as your trusted advisor behind the scenes—someone who helps leadership make better decisions by providing honest, data-backed insights about how the business is operating.
It’s a role that requires critical thinking, independence, integrity, and attention to detail. But it also requires strong communication skills—because it’s not just about uncovering issues, it’s about helping people understand why those issues matter, and how to fix them.
Two Great Internal Auditor Job Description Templates
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Breakdown of Why These Internal Auditor Job Posts Work
Let’s break down why these job descriptions actually attract the right candidates—unlike the generic posts you’ll find on most hiring sites.
✅ The Job Titles Are Clear and Purposeful
Instead of just saying “Internal Auditor,” each title includes the scope or career level—like “Internal Auditor – Risk, Compliance & Operations” or “Junior Internal Auditor – Learn & Grow.”
These titles do more than identify the role—they help the right people self-select by showing exactly who the job is for. That’s how you avoid getting flooded with irrelevant applicants.
✅ There’s a Personal Touch (Via Video)
Each job includes a quick Loom or YouTube intro from a hiring manager. This creates instant trust, sets the tone for the culture, and helps candidates feel like they’re applying to real humans—not just filling out another faceless application.
✅ The Introductions Are Warm and Contextual
These job posts don’t open with buzzwords or vague mission statements. They give real context about what the company does, who it serves, and why this role exists right now. That’s how you grab attention and make someone care.
✅ Perks and Benefits Are Transparent
Candidates don’t want to guess what’s in it for them. By including perks like study leave, profit sharing, remote stipends, or mental health support, you attract serious candidates who value growth and well-being—not just a paycheck.
✅ The Responsibilities Actually Reflect Real Work
These aren’t copy-pasted bullet points. Each responsibility explains what the candidate will do, why it matters, and how it contributes to the broader mission. That’s what top candidates are looking for—meaningful work with visible impact.
✅ The Requirements Feel Fair and Inclusive
In the entry-level post, it’s clear that passion and curiosity matter more than a perfect résumé. And even in the senior role, the tone avoids gatekeeping. This opens the door to a wider pool of capable, high-potential applicants—especially in emerging markets.
✅ The Hiring Process is Human and Respectful
Both job descriptions explain how to apply, what to expect, and when you’ll hear back. No ghosting. No mystery. Just clarity and respect for the applicant’s time and effort. This alone sets you apart in a crowded hiring market.
✅ The Tone Is Human, Not Corporate
Throughout both posts, the writing sounds like it came from a person—not legal or HR. That tone builds trust. And trust is what gets people to apply.
Example of a Bad Internal Auditor Job Description (And Why It Fails)
Job Title: Internal Auditor
Location: Nairobi, Kenya
Company: ABC Group
Job Type: Full-Time
Deadline: August 30, 2025
Job Summary
We are seeking to hire an internal auditor to review internal controls, financial processes, and ensure regulatory compliance.
Responsibilities
- Perform audits across departments
- Identify areas of risk and recommend changes
- Prepare audit reports
- Collaborate with teams as needed
Requirements
- Bachelor’s degree in Accounting or related field
- 2–3 years audit experience
- Knowledge of audit procedures
- Strong attention to detail
How to Apply
Interested candidates should send their CV and cover letter to jobs@abcgroup.com. Only shortlisted candidates will be contacted.
⚠️ Why This Job Description Falls Short
1. The Job Title Is Too Generic
Just “Internal Auditor” doesn’t say anything about the role’s focus, career level, or why it matters. It feels like a placeholder, not an opportunity.
2. The Company Summary Is Missing
There’s no real context about what ABC Group does, who it serves, or why this role matters right now. Candidates want to know the story behind the job—and this post offers none.
3. The Responsibilities Are Vague and Uninspiring
“Perform audits” and “recommend changes” don’t help a candidate imagine what they’ll actually do day to day. There’s no sense of scale, complexity, or business impact.
4. There Are No Perks or Benefits
When you leave out salary info, benefits, and growth opportunities, you make the job feel like a transaction. That’s a fast way to lose serious applicants.
5. The Application Process Feels Cold and Dismissive
Saying “Only shortlisted candidates will be contacted” sends the message: we don’t value your time. There’s no timeline, no clarity, and no respect for the effort applicants put in.
6. The Tone Is Flat and Lifeless
There’s zero personality in this post. It reads like it was written by a bot—or worse, by someone who doesn’t care. If the job description doesn’t feel human, why would a human want to apply?
Bonus Tips to Make Your Job Post Stand Out
Even a good job post can become great with a few thoughtful touches. These details might seem small—but they go a long way in building trust, setting expectations, and attracting candidates who genuinely care.
✅ 1. Add an IMPORTANT NOTICE to Build Trust
Job scams are everywhere. A quick notice in your job post shows applicants that you’re legit and that you care about their safety.
Example:
🔒 Important Notice: We take the security and privacy of job applicants seriously. We will never ask for payment, bank details, or personal information unrelated to hiring at any point in the recruitment process.
This builds instant credibility.
✅ 2. Mention Time-Off or Flex Days
Leave is often overlooked in job posts, but it matters more than you think. Mentioning flex time or clear PTO helps candidates feel like they won’t burn out in your organization.
Example:
“Enjoy up to 24 flex days off per year so you can recharge and come back stronger.”
Even better? Add when leave starts—e.g., “Leave kicks in after 60 days of employment.”
✅ 3. Highlight Training, Mentorship, or Career Growth
Internal auditors—especially juniors—want to know: will I learn here? Will I grow?
Example:
“We offer a KES 50,000 annual professional development allowance and cover 100% of CPA or ACCA exam fees for full-time staff.”
This not only appeals to high-potential talent—it signals that you invest in your people.
✅ 4. Add a Loom or Video Message to the Post
Job seekers are tired of reading walls of text. A short 60–90 second video from the hiring manager puts a face to the company and gives the role personality.
Tips:
- Use Loom or YouTube
- Keep it casual and authentic
- Talk about why the role matters, what success looks like, or what you love about your team
Candidates remember videos. Very few companies do this—but the ones that do stand out immediately.
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. Use Formatting That’s Easy to Scan
Candidates skim first, then read. Use bold headers, emojis for bullets, and short paragraphs to keep them engaged.
Should You Use AI to Write Job Descriptions?
Lately, it feels like every hiring tool and ATS is pushing AI-generated job descriptions. Just enter a job title and boom—a full description appears.
Sounds convenient, right?
But here’s the problem:
When you rely on AI to write your job posts without giving it any direction, you end up with the same lifeless, generic content that serious candidates scroll right past.
🚫 The Wrong Way to Use AI
Let’s say you type:
“Write a job post for an internal auditor.”
You’ll likely get something like:
“We are seeking a results-oriented internal auditor to review internal controls and ensure compliance with company policies.”
It’s bland. It says nothing about your team, your culture, or why someone should care. It doesn’t sell the role—it just fills space.
And worse? That same description could appear on hundreds of other company pages.
✅ The Right Way to Use AI (If You Want Help)
AI isn’t the problem. Lack of input is.
If you give it the right ingredients, AI can help you polish and organize a great job post—you just have to lead with substance.
Here’s a better prompt:
“Help me write a job description for our company, Cascade Holdings. We’re hiring a Junior Internal Auditor to help us review vendor payments, update our internal controls, and support our risk dashboard. Our company provides agri-tech solutions to smallholder farmers. Our culture is remote-first, mentoring-focused, and driven by accountability. We want to attract candidates who are curious, detail-oriented, and value team feedback. We offer remote work kits, CPA sponsorships, and 20 days of annual leave. Our hiring process includes a WorkScreen evaluation and a remote interview.”
💡 You can also paste in a few bullet notes you’ve drafted or reference another great job post and say:
“Can you help me write something similar to this—but tailored to our company?”
✨ Use AI as a Tool, Not a Crutch
Think of AI as a writing assistant—not the writer. It can help you:
- Polish your tone
- Reorder your sections
- Shorten or expand bullet points
- Remove jargon
…but it can’t replace your voice, your values, or your company’s mission.
That’s your job.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Copy-Paste Job Description?
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✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Internal Auditor – Growth & Compliance Partner
📍 Location: [Location]
💼 Type: [Job Type]
💰 Salary Range: [Salary Range]
📹 Meet the Hiring Manager
Here’s a quick 90-second Loom from [Hiring Manager Name], explaining what success looks like in this role and why it’s critical to our team. (Insert link)
👋 Who We Are
We’re [Company Name], and we help [Insert short mission or customer impact—e.g., “mid-sized businesses scale responsibly”].
Our internal audit team plays a vital role in strengthening transparency, improving internal controls, and guiding smarter business decisions. Now, we’re hiring a detail-driven, business-savvy internal auditor to help take things to the next level.
🔍 What You’ll Be Doing
You’ll lead or support audit projects that improve how our company operates. You’ll assess risks, test processes, document findings, and work directly with department leads to make real improvements.
✅ What We’re Looking For
- 3+ years in internal audit, compliance, or risk
- CPA, CIA, ACCA, or equivalent certification (or working toward it)
- Strong analytical and written communication skills
- Comfortable translating audit language into real-world insights
- Detail-obsessed but collaborative—you work well with others
🎁 Perks & Benefits
- [Insert perk—e.g., “Annual performance bonus”]
- [Insert perk—e.g., “Flexible work schedule + remote options”]
- [Insert perk—e.g., “Professional development support (CPA/ACCA sponsorship)”]
- [Insert perk—e.g., “20+ paid leave days + wellness allowance”]
- [Insert perk—e.g., “Monthly internet or tech stipend”]
🚀 Why This Role Is a Great Fit
This role isn’t about ticking boxes—it’s about solving problems, influencing change, and helping the business grow with confidence. You’ll work directly with decision-makers, present ideas that matter, and be part of a team that values your input.
📥 How to Apply
We use WorkScreen to evaluate candidates based on real skills—not just résumés. It’s fast, fair, and helps us get to know you better.
👉 [Insert Application Link]
🧾 Option 2: Structured Job Description Template (Traditional Format)
Job Title: Internal Auditor
Company: [Company Name]
Location: [Location]
Job Type: [Job Type]
Salary Range: [Salary Range]
📹 A Quick Welcome
Watch this short video from our audit team lead to learn how we work, what we value, and what this role is all about. (Insert link)
Job Summary
We are seeking an internal auditor to review financial controls, evaluate risk, ensure regulatory compliance, and recommend improvements to support company growth.
Key Responsibilities
- Conduct financial, operational, and compliance audits
- Analyze internal processes and identify control gaps
- Prepare clear, actionable audit reports
- Work cross-functionally to support corrective actions
- Maintain current knowledge of regulatory changes
Requirements
- Bachelor’s degree in Accounting, Finance, or related field
- 2–5 years of audit experience
- CPA, CIA, or ACCA (preferred but not required)
- Strong understanding of audit procedures and financial reporting
- Excellent analytical and communication skills
Perks & Benefits
- [Insert benefit—e.g., “Medical, dental, and optical cover”]
- [Insert benefit—e.g., “Annual training budget or exam sponsorship”]
- [Insert benefit—e.g., “Remote/hybrid work flexibility”]
- [Insert benefit—e.g., “24 flex leave days per year”]
- [Insert benefit—e.g., “Quarterly bonus program”]
Application Process
We use WorkScreen to evaluate candidates in a skill-first, bias-free way. Click below to begin the short application process.
👉 [Insert Application Link]
Let WorkScreen Handle the Next Step
Writing a great job description is just the first step. But what happens next—how you evaluate candidates—can make or break your hiring process.
That’s where WorkScreen.io comes in.
Whether you’re hiring an entry-level junior or a seasoned audit lead, WorkScreen helps you move beyond résumés and guesswork—so you can focus on real skill, not fluff.
✅ Here’s How WorkScreen Helps You Hire Smarter:
🎯 Instantly Identify Top Talent
Once your job post is live, WorkScreen automatically scores and ranks applicants based on skill assessments. The best candidates rise to the top—no more sifting through unqualified submissions.
🧪 Run One-Click Skill Tests
You can evaluate candidates on real-world scenarios and job-relevant tasks—not just what they claim on a résumé. This helps you hire with confidence, especially in roles like internal audit, where attention to detail, ethics, and process thinking are key.
🧹 Filter Out Low-Effort Applicants
WorkScreen is designed to catch red flags like AI-generated answers, one-click applicants, and people who apply without reading the job. That way, your time is spent only on serious, high-quality candidates.
⚡ Streamline Your Entire Hiring Process
From job post creation to shortlisting—WorkScreen does the heavy lifting. You get a cleaner pipeline, better data, and fewer hiring mistakes.
Ready to make hiring your next internal auditor faster, fairer, and more accurate? 👉 Sign up for WorkScreen.io and create your first smart job post today.
FAQ
When hiring an internal auditor, focus on both technical and soft skills. Key competencies include:
- Analytical thinking: Ability to detect patterns, risks, and inconsistencies in data
- Attention to detail: Small errors can lead to big problems
- Integrity and discretion: Auditors often deal with sensitive financial and operational information
- Understanding of frameworks: Knowledge of internal control systems, risk management, IFRS, or ISO standards
- Communication skills: Ability to present findings clearly to both technical and non-technical stakeholders
- Independence: Auditors should be able to assess systems without bias or influence
Bonus if they’re familiar with tools like Excel (pivot tables, VLOOKUP), ACL, Power BI, or audit-specific platforms.
Salary varies depending on experience, certification, industry, and location. Here’s a rough guide:
- Entry-level (0–2 years): KES 70,000 – 100,000/month
- Mid-level (3–5 years): KES 120,000 – 180,000/month
- Senior-level (6+ years or Big 4 experience): KES 200,000 – 300,000+/month
Certified professionals (e.g., CPA, CIA, ACCA) typically earn on the higher end of these ranges.
Not always—but it definitely helps. Many companies prefer candidates pursuing or already holding a professional certification because it demonstrates commitment to the field and knowledge of global standards. However, for junior roles, strong potential and foundational knowledge may be more important than formal credentials.
If your company is growing, managing large volumes of financial activity, or handling compliance-heavy sectors like fintech, logistics, or manufacturing—you’re likely overdue. Signs you’re ready include:
- Inconsistent financial processes
- Increased risk exposure or audit flags
- Lack of internal controls documentation
- Difficulty answering tough investor or board questions
