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If you’ve Googled “Junior Accountant job description,” chances are you’ve seen the same thing over and over:
A list of tasks. A handful of requirements. Maybe a bullet point about Excel.
But here’s the problem—most job posts don’t actually help you attract a great junior accountant. They just give you generic filler content that could apply to any company, anywhere.
And in today’s hiring market, that’s a problem.
The best candidates aren’t just looking for a job—they’re looking for clarity, culture, and purpose.
That’s why in this article, we’re doing things differently.
We’re not just handing you another copy-paste template. We’ll show you:
- What a junior accountant actually does (in plain English)
- Two job post templates you can use and customize—one for experienced hires, one for entry-level
- A breakdown of why these posts work (and what to avoid)
- Bonus tips to help your job post stand out
- How to use AI the right way when writing job descriptions
- And finally, how to screen candidates smarter with WorkScreen.io
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 started.
Smart Hiring Starts Here
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What A Junior accountant Actually Does - Their Roles
So—what exactly does a junior accountant do?
In plain terms, a junior accountant helps keep your company’s financial engine running smoothly.
They record transactions, reconcile bank statements, support month-end reporting, and make sure the numbers add up. But their role goes beyond just crunching numbers.
A good junior accountant is detail-oriented, trustworthy, and consistent. They’re the kind of person who double-checks a spreadsheet before hitting “send.” They don’t just follow tasks—they flag issues before they become problems.
And while they may not make final decisions, their work helps the people who do—like your finance manager, operations lead, or CEO—make smart, informed choices.
👉 In short:
A junior accountant helps your company stay financially accurate, compliant, and ready to grow—by keeping your books clean, your records up to date, and your team supported.
Two Great Junior Accountant Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1 — Job Description For Experienced Junior Accountant
(Company: M-Pay Solutions, a growth-stage fintech)
📌 Job Title
Junior Accountant Needed to Help Streamline Our Fast-Growing Fintech Startup (Remote-Friendly)
💼 Type Full-Time | Hybrid (2 days in office, 3 remote)
📍 Location Nairobi, Kenya
💰 Salary KES 260k – 320k per month (≈ $2,000–$2,500)
🕒 Hours Mon – Fri | 9 AM – 5 PM EAT
🎥 Meet Your Future Manager
Watch a 60-second intro from our CFO, June Wanjiku, on why your work will matter here.
[Video Link – Loom / YouTube]
🏢 About Us — M-Pay Solutions
M-Pay is a Nairobi-based fintech helping 10,000+ small businesses across Kenya, Uganda, and Tanzania move money instantly and track expenses in real time. Last year we processed KES 14 billion in payments and raised a Series A led by Partech. Accuracy, simplicity, and trust power everything we do—and our finance team keeps that promise.
🔍 What You’ll Do
- Record daily transactions and update ledgers (QuickBooks Online)
- Reconcile three bank accounts every week
- Assist with monthly closes and board-pack reporting
- Process vendor invoices and schedule payouts
- Support annual audit & tax filings
- Spot anomalies early and flag them before they become problems
🎯 What We’re Looking For
- 1–2 years in accounting, finance, or audit
- QuickBooks or similar cloud ledger experience
- Excel / Google Sheets guru (SUMIFS, lookups, pivots)
- Sharp eye for detail, clear written English, proactive mindset
- Diploma or degree in Accounting / Finance / Business
⭐ Why This Role Is a Great Fit
You won’t be stuck in a back office. You’ll sit one Slack-channel away from leadership, own core processes, and see your ideas ship quickly. Show initiative and we’ll back you with budget, mentorship, and a path toward Senior Accountant in 18–24 months.
🎁 Perks & Benefits
- 20 paid leave days + public holidays
- Full inpatient & outpatient medical cover
- Monthly remote-work stipend (KES 8,000)
- Performance bonus (up to 15 % of annual pay)
- Annual training budget (KES 60,000) for CPA / ACCA or data-analytics courses
📥 How to Apply
We hire through WorkScreen.io so every candidate is judged on skill, not résumé polish.
Click below, complete a short evaluation, and hear back within 7 days.
👉 Apply on WorkScreen
✅ Option 2 — Job Description For Entry-Level Junior Accountant
(Company: BrightBox Distributors, a regional FMCG wholesaler)
📌 Job Title
Kick-Start Your Accounting Career: Junior Accountant @ BrightBox Distributors (No Experience Needed)
💼 Type Full-Time | On-Site
📍 Location Westlands, Nairobi
💰 Salary KES 160k – 200k per month (≈ $1,200–$1,500)
🕒 Hours Mon – Fri | 8:30 AM – 5:30 PM
🎥 A Quick Hello From Our Finance Lead
See why BrightBox trains rookies into rock-solid finance pros.
[Video Link – Loom / YouTube]
🏢 About Us — BrightBox Distributors
Since 2014, BrightBox has supplied household goods to 5,000+ retail shops across Kenya. We move 300+ SKUs a day through two regional warehouses, and our finance team tracks every shilling so we can offer competitive prices and prompt payments to suppliers. We’re passionate about growing talent from within—over 40% of our managers started in junior roles.
🔍 What You’ll Be Trained to Do
- Enter daily sales & purchase transactions
- Reconcile receipts vs. POS totals
- Assist with month-end inventory valuation
- Learn QuickBooks, Excel, and VAT filing basics
- Keep physical and digital records audit-ready
- Shadow senior accountants on tax & compliance tasks
🎯 What We’re Looking For
- No formal experience required
- Diploma or coursework in Accounting/Business preferred
- Reliable, detail-oriented, eager to learn
- Comfortable with Google Sheets or Excel basics
- Clear communicator and team player
⭐ Why This Role Is a Great Fit
This is a paid apprenticeship where you build real-world competencies, not just do data entry. You’ll receive hands-on coaching, quarterly growth reviews, and a clear path to Junior then Assistant Accountant within 12–18 months.
🎁 Perks & Benefits
- 15 paid leave days + optional flex Friday afternoons
- NHIF + private outpatient top-up after 3 months
- Monthly lunch allowance (KES 5,000)
- CPA/ACCA study leave & exam fee support
- Staff-purchase discount on household goods
📥 How to Apply
We skip résumé filters and go straight to skills with WorkScreen.io.
Hit the link, complete a quick evaluation, and we’ll reply within a week.
👉 Apply on WorkScreen
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free
Why These Job Posts Work (And What You Can Learn From Them)
Let’s break down why the two Junior Accountant job posts above are effective—and how you can apply the same principles to any role you’re hiring for.
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of the generic “Junior Accountant,” the titles tell a story:
- “…to Help Streamline Our Fast-Growing Fintech Startup” signals mission and momentum.
- “Kick-Start Your Accounting Career” speaks directly to entry-level candidates.
Why it works: Great candidates are skimmers. If the job title doesn’t hook them, they move on. These titles instantly answer the question: “What is this job and why should I care?”
✅ 2. There’s a Personal Video from the Hiring Manager
Both posts include a short Loom or YouTube video introduction.
Why it works: A video makes your company feel real. It shows there’s a human behind the post—not just a system churning out roles. This builds trust, especially for entry-level candidates who may be nervous or unsure.
✅ 3. The “About Us” Section Tells a Story, Not Just Stats
Each company overview gives readers a feel for what the business does, who it serves, and what it stands for—using specific metrics and milestones to add credibility.
Why it works: A candidate isn’t just applying for a task list—they’re applying to join a team, a mission, a company with momentum. When you explain why your company exists and who it helps, it creates emotional connection.
✅ 4. The Responsibilities Show Impact, Not Just Tasks
Rather than saying “Reconcile transactions,” we say:
“Reconcile three bank accounts every week” and
“Spot anomalies early and flag them before they become problems.”
Why it works: High-quality candidates want to understand the “why” behind their work. Connecting tasks to business outcomes makes the job feel more meaningful—and shows that you know what you’re hiring for.
✅ 5. The Posts Speak to the Right Audience
- The experienced role mentions a path to Senior Accountant, cloud tools, and real decision-makers.
- The entry-level post speaks to those who want to grow, not just “do data entry.”
Why it works: The tone, vocabulary, and examples are tailored. A first-time hire doesn’t want to read about audits and board packs—they want to know if someone will teach them and give them a chance.
✅ 6. Salary and Perks Are Transparent
Both posts list real pay ranges, time off, healthcare, and learning budgets.
Why it works: Transparency builds trust and filters for the right people. Candidates who see fair, upfront numbers are more likely to apply—and less likely to ghost later.
✅ 7. The “Why This Role Is a Great Fit” Section Sells the Opportunity
This section is your pitch—and both examples do it well. They speak to growth, ownership, mentorship, and the kind of team environment you’re building.
Why it works: Most job posts don’t sell the role. They just list it. But strong candidates have options. If you don’t tell them why your company is the right one—they’ll go where someone else does.
✅ 8. The Application Process Is Respectful and Modern
Each post sets clear expectations:
- You’ll hear back within 7 days.
- We use WorkScreen to keep things fair and skill-based.
- No long waits, no ghosting.
Why it works: A transparent process reduces anxiety and increases conversion. It signals that you value your applicants’ time—and in return, they’ll value your company.
Bad Junior Accountant Job Description Example (And Why It Falls Flat)
Let’s look at a typical job post you’ll find on hundreds of hiring boards—and break down exactly why it fails to attract the right candidates.
❌ Bad Job Post Example: Junior Accountant
📌 Job Title: Junior Accountant
🏢 Company: Confidential
📍 Location: Nairobi
💼 Job Type: Full-Time
🗓️ Deadline: August 15, 2025
📝 Job Summary
We are seeking a Junior Accountant to assist with general accounting operations. The ideal candidate will be responsible for maintaining financial records, preparing reports, and performing account reconciliations.
🔍 Responsibilities
- Update accounting records and ledgers
- Assist with month-end reporting
- Reconcile bank and credit card statements
- Prepare financial documentation as required
- Perform administrative finance-related tasks
📌 Requirements
- Degree or diploma in Accounting or Finance
- 1–2 years of experience preferred
- Knowledge of accounting software
- Attention to detail and strong communication skills
📥 How to Apply
Please email your CV and cover letter to hr@companymail.com. Only shortlisted candidates will be contacted.
🚨 Why This Job Post Falls Short
❌ 1. The Job Title Is Generic
“Junior Accountant” says what the role is—but not why it exists or who it’s for. There’s no mission, context, or human touch.
❌ 2. The Company Is Anonymous
“Confidential” is a red flag to many candidates. It raises questions: Is this legit? Is it a toxic workplace? A great candidate doesn’t want to apply into a black hole.
❌ 3. There’s No Story or Purpose
There’s no explanation of what the company does, what they believe in, or how this role fits into the bigger picture. It feels like a cog-in-the-machine job—not a real opportunity.
❌ 4. The Responsibilities Are Vague
Phrases like “assist with general accounting operations” or “prepare documentation” are overly broad. There’s no detail, no priorities, and no sense of what success looks like.
❌ 5. The Requirements Are Bare Minimum
While the bullet points check some boxes, they don’t communicate who would thrive in this role or what personality, mindset, or tools matter most.
❌ 6. No Salary, Perks, or Benefits
Leaving out salary in 2025 feels outdated. No perks are mentioned. And without benefits, the job seems transactional—not competitive or caring.
❌ 7. The Hiring Process Feels Cold
“Only shortlisted candidates will be contacted” feels dismissive. There’s no timeline, no next step clarity, and no commitment to respecting the candidate’s effort.
❌ 8. The Tone Is Robotic
The whole post reads like a legal form. There’s no voice, no warmth, and no indication of what the team or culture is like.
Bottom line? This kind of job post doesn’t just repel top candidates—it fails to attract any thoughtful applicants at all.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written the core of your job description, these final touches can help you go from “decent post” to “wow—I want to apply.”
✅ Tip 1: Add a Security & Privacy Notice
Build trust by addressing a candidate’s #1 concern—scams.
📌 Add a line like this at the bottom of your job post:
“We take your privacy seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
Why it works:
In a world where job scams are on the rise, this small line signals integrity—and makes genuine candidates more likely to apply.
✅ Tip 2: Mention Leave Days or Flex Time
Top candidates aren’t just choosing a job—they’re choosing a lifestyle. Show them you respect balance.
📌 Example:
“Enjoy 20 days of paid leave plus flex Fridays—because rest fuels great work.”
Why it works:
It’s not just a benefit—it’s a values signal. Candidates want to know they won’t be burnt out.
✅ Tip 3: Highlight Training & Growth Opportunities
Most people want more than a paycheck—they want progress.
📌 Example:
“We invest in your growth. You’ll get access to mentorship, an annual training budget, and structured reviews every 6 months.”
Why it works:
It shows long-term thinking—and attracts ambitious candidates who plan to stick around.
✅ Tip 4: Include a Video from the Hiring Manager or CEO
You already saw this in our earlier examples—but it’s worth repeating.
📌 Example prompt:
“Record a 60-second Loom video introducing yourself, your company, and why this role matters.”
Why it works:
It puts a face to the brand, builds immediate connection, and helps you stand out in a sea of faceless posts.
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
✅ Tip 5: Be Honest About What the Role Isn’t
Sometimes the best way to attract the right people is to gently repel the wrong ones.
📌 Example:
“This role is perfect for someone who thrives in structure—not for someone looking for fast-paced startup chaos.”
Why it works:
It creates clarity and alignment—so people self-select in (or out) before wasting time.
These small additions won’t take more than 10 minutes—but they’ll drastically improve how your post is received.
Should You Use AI to Write Job Descriptions?
The short answer: yes—but not blindly.
⚠️ Why You Shouldn’t Rely on AI Alone
AI tools like ChatGPT, Workable, or Manatal can save you time—but if you just type “Write a job post for a Junior Accountant,” here’s what you’ll get:
- Generic language
- Overused buzzwords
- Boring responsibilities that don’t reflect your actual team or culture
- A post that sounds like a thousand others—because it is
📉 What happens next?
You attract low-effort, low-fit candidates who are just mass applying—and the best candidates scroll past.
✅ The Smarter Way to Use AI (Use It Like a Copy Editor—Not a Copywriter)
Think of AI as your refiner, not your replacement.
Start with your raw notes—things only you know:
- What your company actually does
- What the role entails day to day
- What kind of person would thrive in your team
- What your culture feels like
- Salary, perks, and growth path
Then prompt AI like this:
📌 Sample Prompt Template:
“Help me write a job description for [Role] at [Company]. We’re a [What your company does], and this role will help with [Key responsibilities]. Our ideal hire is [Traits/personality], and here’s what we offer: [Benefits, salary, growth]. Our culture is [Describe it briefly]. Use a clear, friendly tone that feels human and modern—not corporate. Here are some notes I’ve written to get you started: [Paste your rough notes].”
You can also share a great example post and say:
“Make it sound like this.”
AI will do a much better job polishing your work than creating it from scratch.
💡 Final Word on AI and Hiring
Your job description is often the first human touchpoint in your hiring process.
So yes—use AI to speed things up.
But don’t let it erase your voice.
The best job posts reflect real teams, real culture, and real roles—and that’s something only you can bring.
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.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast.
Maybe you’ve already gone through this guide and understand what a strong job post looks like. But you also want a solid starting point you can copy, paste, and tailor to your company in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Template
📌 Job Title
Junior Accountant @ [Company Name] – Help Keep Our Books Clean & Our Growth on Track
💼 Type: Full-Time | [Remote / In-Office / Hybrid]
📍 Location: [City, Country]
💰 Salary: [$X – $Y based on experience]
🕒 Hours: [e.g. Monday to Friday, 9AM–5PM]
🎥 Quick Intro From [Hiring Manager/CEO Name]
[Insert video link to add trust and personality]
🏢 About Us
We’re [Company Name], and we help [Who you serve] do [What you do] better. Our team is small but mighty, and we’re growing fast. As a Junior Accountant, you’ll play a key role in helping us stay organized, compliant, and ready to scale.
🔍 What You’ll Do
- Track daily transactions and expenses
- Reconcile accounts and bank statements
- Support month-end reporting and vendor payments
- Assist with tax prep and audits
- Keep financial records accurate and up to date
🎯 What We’re Looking For
- 0–2 years experience in accounting or finance
- Strong attention to detail and time management
- Comfortable with Excel or Google Sheets
- Familiarity with QuickBooks or similar tools (a plus)
- A positive attitude and willingness to learn
⭐ Why This Role Is a Great Fit
You’ll get hands-on experience, real mentorship, and a clear path to grow. We invest in our people and love promoting from within.
🎁 Perks & Benefits
- paid leave days
- Health insurance
- Internet/lunch/work-from-home stipend
- Training support or CPA study leave
- Annual bonus (performance-based)
📥 How to Apply
We use WorkScreen to evaluate candidates fairly and efficiently.
Apply now using this link: [Insert WorkScreen Link]
You’ll complete a short skill assessment and hear back within [X] days.
✅ Option 2: Structured Format (for More Traditional Readers)
Job Title: Junior Accountant
Location: [Insert City, Country]
Job Type: Full-Time
Salary Range: [$X–$Y]
Start Date: [Insert Start Date if applicable]
🎥 Quick Intro From [Hiring Manager/CEO Name]
[Insert video link to add trust and personality]
Job Brief:
We’re hiring a Junior Accountant to support our finance operations, maintain accurate records, and help our company make better financial decisions. The ideal candidate is detail-oriented, proactive, and excited to grow in a fast-paced environment.
Key Responsibilities:
- Record day-to-day financial transactions
- Reconcile bank accounts and ledgers
- Assist with financial reporting and monthly close
- Process invoices and staff reimbursements
- Help prepare tax documents and audit files
Requirements:
- Diploma or degree in Accounting, Finance, or Business
- 0–2 years of relevant experience
- Strong Excel/Google Sheets skills
- Familiarity with QuickBooks or accounting systems (preferred)
- Strong organizational and problem-solving skills
Perks & Benefits:
- Competitive salary
- Health & dental cover
- Paid time off
- Learning and development budget
- Clear career path
How to Apply:
Please apply through our WorkScreen link here: [Insert Application Link]
All applicants will go through a short, skills-based evaluation. We’ll review every submission and respond within a week.
Ready to Hire Smarter? Let WorkScreen Handle the Next Step
You’ve crafted a job post that actually attracts talent—not just clicks.
Now it’s time to separate the great candidates from the generic ones.
That’s where WorkScreen.io comes in.
✅ Here’s What WorkScreen Helps You Do:
🔍 Spot Top Talent—Fast
WorkScreen automatically evaluates, scores, and ranks every applicant based on real-world performance—not just a résumé or cover letter.
No more guessing who to shortlist.
No more sifting through copy-paste AI applications.
Just a clear leaderboard of your best-fit candidates.
🧪 Test Skills That Matter
Send one-click skill assessments tailored to your role (finance, customer service, sales, etc.).
See how applicants actually think and work—before you ever schedule an interview.
This means better hires, fewer regrets, and a team that performs from Day 1.
🛡️ Filter Out Low-Effort Applicants
WorkScreen filters out mass applicants who rely on:
- One-click apply tools
- AI-generated cover letters
- Fluffed-up résumés with no substance
You focus only on genuine, committed candidates—the ones who care enough to show up and do the work.
📈 Make Data-Driven Hiring Decisions
No gut feeling. No résumé bias. Just clean, simple insights to help you choose confidently.
🧠 If You’re Tired Of:
- Wasting hours on unqualified applications
- Hiring people who interview well but don’t deliver
- Getting ghosted by candidates who never cared in the first place
Then WorkScreen is built for you.
📥 Ready to try it?
Create your job post today, share the WorkScreen link in your application, and start hiring right, fast, and smart.
Junior Accountant Job Description - Frequently Asked Questions
Great junior accountants aren’t just good with numbers—they’re reliable, coachable, and detail-obsessed. Here are the top skills to look for:
- Attention to detail: They should catch small errors others miss.
- Basic software knowledge: Familiarity with Excel, QuickBooks, or other cloud accounting tools.
- Time management: Can manage repetitive daily tasks without dropping the ball.
- Communication: Able to write clear notes, ask good questions, and explain simple financial concepts.
- Integrity and accountability: You’re trusting them with sensitive information—they must be discreet and responsible.
- Learning mindset: Especially if they’re entry-level, they should show curiosity and a willingness to grow.
You can test many of these skills using short, scenario-based assessments in platforms like WorkScreen.io.
Salaries vary based on location, experience, and industry. Here’s a quick overview:
- Kenya: KES 60,000–120,000/month for entry-level roles, and up to KES 200,000+ with experience.
- US: $45,000–$60,000/year on average, depending on state and industry.
- UK: £22,000–£30,000/year, with growth potential based on qualifications (e.g., ACCA, CIMA).
- Global (Remote Roles): $1,200–$2,500/month for high-quality remote junior accountants, especially in fast-growing startups.
💡 Tip: Always offer a transparent salary range in your post. It builds trust and filters in the right candidates.
Not necessarily. While CPA or ACCA qualifications are valuable, they’re not mandatory for most junior roles. What matters more is whether the person is:
- Able to grasp basic accounting principles
- Comfortable using finance tools
- Eager to learn and grow within the role
If certification is required in your industry (e.g., audit firms), be clear about it—but for general accounting support, potential can outweigh paper.
You want both—but if you’re choosing between a sharp learner with the right attitude and someone “technically qualified” but disengaged, go with the learner.
Why? Because junior accountants are often trained on the job. What matters is:
- Can they show up consistently?
- Do they pay attention?
- Are they proactive when confused?
Culture fit and coachability can’t be taught as easily as spreadsheets can.
