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Billing Specialist Job Description

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Billing Specialist Job Description

Billing Specialists keep a record of all the company’s invoices and ensuring that clients pay their accounts with the company.

We are recruiting for a Billing Specialist who pays attention to detail and keeps meticulous records. Working as our Billing Specialist you will be responsible for issuing invoices to clients and keeping track of amounts owed by several clients to ensure that their account is paid on time and in full.

To succeed as a Billing Specialist you must have experience in accounting and have excellent organisational skills. An excellent Billing Specialist uses organised systems to keep track of invoices and client accounts.

Billing Specialist Responsibilities

  • A degree in accounting or finance.
  • Prior experience as a Billing Specialist.
  • Excellent interpersonal skills.
  • Ability to solve problems quickly.

Billing Specialist Requirements

  • Issue invoices to clients.
  • Keep a record of client accounts with updated charges to the account.
  • Make note of any payments made or missed.
  • Inform clients of their outstanding debt.
  • A degree in accounting or finance.
  • Prior experience as a Billing Specialist.
  • Excellent interpersonal skills.
  • Ability to solve problems quickly.

Personalising Your Billing Specialist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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