Chief Financial Officer (CFO) Job Description
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Chief Financial Officer (CFO) Job Description
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Our business is looking for a Chief Financial Officer (CFO) to take responsibility for the financial actions of our company. In the CFO role, your duties will include financial planning, tracking cash flow, analysing the company’s economic weaknesses and strengths, making financial forecasts, and maintaining investor relations. You will work in conjunction with other senior managerial and executive staff. The right candidate will have a degree in finance, economics, or accounting, coupled with extensive administrative experience.
Chief Financial Officer (CFO) Duties and Responsibilities
- Ensure law and regulatory compliance
- Financial planning, analysis, and forecasting
- Ensure cash flow is sufficient for company operations
- Oversee the financial IT systems
- Oversee lower-level finance managers
- Working with the Chief Executive Officer, Chief Marketing Officer, and Chief Operating Officer
Chief Financial Officer (CFO) Skills and Requirements
- A degree in economics, finance, or accounting
- Ten years of experience in a senior managerial position
- Strong verbal and written communication skills
- Able to exercise sound judgement
- Excellent grasp of forecasting and data analysis methods
- In-depth knowledge of risk management and corporate financial law
Personalising Your Chief Financial Officer (CFO) 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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