Executive Summary
What This Guide Covers
Finding good people for accounts receivables jobs starts with clear job posts. Many hiring leaders make big mistakes. They use vague titles like “A/R employee.” They mix up job types. These errors waste time and money.
Templates You’ll Get
This guide gives you tested templates for accounts receivables jobs. You’ll learn about accounts receivable associate roles. You’ll see accounts receivable executive jobs. You’ll discover which job titles work best. Whether hiring an AR collections specialist or building a team, these tips help you attract top talent fast.
Why This Matters
Understanding accounts receivable is revenue-critical for your business. Good job posts help you hire people who manage cash flow well. This guide gives you tools to write posts that work.
Quick Links:
- Job Titles and What They Mean
- Key Job Duties to Include
- Templates for Every AR Role
- Common Mistakes to Avoid
- How to Improve Your Job Posts
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Creating High Quality Accounts Receivables Jobs Descriptions Is Key to Hiring
Your cash flow depends on one critical function: collecting what customers owe you. Despite this importance, many hiring leaders struggle to find accounts receivable specialists who can actually deliver results. Understanding what does accounts receivable do in your organization is the first step to making better hires. The problem often starts with misunderstanding what these professionals do every day.
Most job descriptions list generic accounts receivable job duties without capturing the real responsibilities that separate average performers from exceptional ones. As a result, companies end up hiring candidates who look good on paper but can’t handle the complexity of modern AR operations.
This guide breaks down what accounts receivable specialists do, which tasks matter most, and how to identify top candidates. Understanding these duties helps you make smarter hiring decisions, whether you’re filling your first accounts receivable position or building an entire AR team.
Core Accounts Receivables Jobs Duties Every Specialist Must Handle
Essential Accounts Receivable Duties: Invoice Generation and Management
Creating accurate invoices forms the foundation of all accounts receivable work. Specifically, AR specialists generate invoices based on sales orders, contracts, or service agreements. Furthermore, they must verify that pricing, terms, and customer information are correct before sending any invoice.
Beyond accuracy, this task requires attention to detail and understanding of your company’s billing cycles. Mistakes at this stage create collection problems later. According to the Bureau of Labor Statistics, bookkeeping and accounting clerks, including AR specialists, held about 1.6 million jobs in 2023, reflecting the critical nature of this function across industries.
In practice, top performers also track invoice delivery to ensure customers actually receive them. Proactively, they follow up on any questions about charges before issues escalate into payment delays.
Key Accounts Receivables Jobs Tasks: Payment Application and Cash Posting
Once payments arrive, accounts receivable coordinators must apply them correctly to customer accounts. This involves matching payments to specific invoices and posting cash receipts in your accounting system. Accuracy here directly impacts your financial reporting.
Payment application becomes complex when customers make partial payments, take unauthorized deductions, or fail to include remittance details. Skilled AR staff investigate these discrepancies and resolve them quickly. Beyond individual transactions, these professionals identify patterns that might indicate systemic issues with specific customers.
Additionally, they reconcile daily cash receipts to ensure every dollar gets recorded properly. This accounts receivable task prevents revenue leakage and maintains clean books.
Accounts Receivable Specialist Responsibilities: Account Reconciliation and Research
Accounts receivable specialists spend significant time reconciling customer accounts. In this process, they compare your records against customer statements to identify differences. When discrepancies appear, they research the root cause and make necessary corrections.
More importantly, this duty requires analytical thinking and problem-solving skills. Specialists must track down missing payments, identify duplicate charges, and correct posting errors. Moreover, they document their findings to create an audit trail.
Particularly, strong reconciliation skills become especially important for accounts receivable accountants who handle high-volume or complex customer relationships. These professionals often manage accounts with multiple subsidiaries, currency conversions, or intricate contract terms.
What Accounts Receivable Coordinators Do: Collections and Customer Communication
Getting customers to pay on time requires both persistence and diplomacy. Typically, AR representatives contact customers about overdue accounts through phone calls, emails, and formal letters. However, they must balance firmness with maintaining positive customer relationships.
Notably, effective collections specialists understand payment psychology. For instance, they know when to offer payment plans, when to escalate to management, and when to involve legal resources. Furthermore, they track promises to pay and follow up consistently.
In addition, this accounts receivable duty also involves negotiating settlements for disputed invoices. Top performers find solutions that satisfy both parties while protecting your company’s interests. Research from SHRM shows the average cost per hire is over $4,100, making it crucial to find candidates with strong interpersonal skills from the start.
Critical Accounts Receivables Jobs Duties: Reporting and Aging Analysis
Management needs visibility into receivables to make informed decisions. Accounts receivable specialists prepare regular reports showing outstanding balances, aging summaries, and collection metrics. These reports highlight problem accounts and track team performance.
Aging analysis breaks down receivables by how long they’ve been outstanding (30, 60, 90+ days). This helps prioritize collection efforts and identify customers with deteriorating payment patterns. Additionally, AR staff analyze trends to forecast cash flow and potential bad debts.
Advanced reporting might include Days Sales Outstanding (DSO) calculations, collection effectiveness metrics, and customer risk assessments. Candidates who understand financial ratios bring added value to your organization.
Your ability to collect unpaid bills depends on hiring skilled AR pros. Many companies struggle to attract good candidates for accounts receivables jobs. The problem often starts with weak job posts. These posts don’t explain the role clearly.
Generic posts don’t stand out. They just say “process invoices” and “make collection calls.” You get applications from wrong-fit candidates. Top talent scrolls past. Learning to write clear job posts gives you a big edge in hiring.
This guide walks you through everything you need to know about AR job posts. From choosing the right title to defining duties clearly, you’ll learn how to create posts that attract skilled pros who can do the work.
Titles for Accounts Receivables Jobs and What They Mean
The Accounts Receivable Associate: Entry-Level Role
An accounts receivable associate handles basic AR work. This entry-level role is perfect for people with 0-2 years of experience. Associates process invoices. They post payments. They keep customer accounts organized. Companies use this title when hiring candidates who need training.
The associate role focuses on daily tasks. It doesn’t involve big decisions. These team members handle many invoices each day. They post payments correctly. They keep good records. This job provides great training for higher AR roles.
When writing posts for associate spots, highlight learning chances. Highlight growth paths too. Many candidates see this as a first step. They want to become coordinators or specialists. Therefore, showing your training program attracts ambitious people. These people want AR careers.
Accounts Receivable Coordinator: Day-to-Day Manager
Moving up from associate, the accounts receivable coordinator runs daily AR work. This person needs little supervision. This mid-level role needs 2-4 years of experience. Coordinators handle tougher tasks than associates. They often bridge the gap between entry-level staff and managers.
These pros apply payments. They fix account problems. They handle basic collections. Furthermore, they work with other teams to solve billing issues. They also improve processes. The coordinator title shows more freedom than associate roles. However, it stays focused on operations.
Companies hire coordinators when they need someone who works alone on standard AR tasks. The role needs solid tech skills. It needs careful attention. It needs basic problem-solving too. Coordinators may also guide associates. However, they don’t formally supervise them.
Accounts Receivable Representative: Customer Expert
An accounts receivable representative focuses on customer interactions. This happens during collections. This title fits companies where keeping customer relationships matters. It matters as much as collecting payment. Representatives spend lots of time talking with clients. They discuss unpaid balances.
Unlike coordinators who process transactions, representatives put diplomacy first. They work to solve disputes. They set up payment plans. They keep relationships positive while collecting money. Consequently, this role needs stronger people skills. It needs more than purely operational jobs do.
Companies with long-term customer ties often prefer the representative title. Professional services firms use it. Healthcare groups use it. B2B businesses use it frequently. The title shows that collections happen through relationship management. They don’t happen through pushy tactics.
Accounts Receivable Administrator: Systems Leader
The accounts receivable administrator manages AR systems. This person handles processes and rules too. This role differs from coordinators. It focuses on system setup and process improvement. It doesn’t focus on daily transactions. Administrators usually have 3-5 years of experience. They have strong tech skills.
These pros configure AR software. They create workflows. They set up rules that others follow. In addition, they make reports. They study metrics. They suggest better ways to run AR operations. The administrator role serves a tech-focused function. It works within the finance team.
Smaller companies sometimes use “administrator” and “coordinator” to mean the same thing. However, in larger companies, administrator clearly means someone focused on systems. It doesn’t mean someone focused on transactions. When writing posts for this role, stress tech ability. Stress process thinking over customer service skills.
AR Collections Specialist: Recovery Expert
Companies create AR collections specialist jobs when they need dedicated focus on overdue accounts. These pros spend most of their time calling customers. They call about past-due invoices. They negotiate payment deals. They escalate tough accounts. The collections specialist title signals a firmer approach. It’s firmer than representative roles.
This job needs persistence. It needs thick skin. It needs strong negotiation skills. Collections specialists must balance firmness with professionalism. This happens in difficult situations. Moreover, they need to know collection laws. This helps avoid legal problems.
Companies with big aging receivables benefit most from dedicated collections specialists. The role typically needs 2-4 years of AR or collections experience. When hiring for these spots, emphasize the challenging work. This attracts candidates who thrive under pressure. According to the Bureau of Labor Statistics, there are over 1.6 million accounting clerk positions in the US. This makes it a significant career field.
Accounts Receivable Executive Jobs: Leadership Roles
At the senior level, accounts receivable executive jobs include management work. They include strategy work too. These roles cover AR Manager and AR Director. They also cover Controller-level spots with AR oversight. Executives set strategy. They manage teams. They make sure AR operations align with business goals.
AR executives need 7+ years of experience. This includes past supervisor roles. They make choices about credit rules. They decide collection plans. They determine tech spending. Furthermore, they work with sales teams. They work with operations. They work with senior finance leaders on business matters.
Job posts for executive spots should stress leadership experience. They should stress strategic thinking. They should stress business sense. These roles attract candidates who want to shape AR operations. They don’t just want to handle transactions. Highlighting growth chances appeals to qualified executives. So does highlighting company impact. So does highlighting team-building.
A/R Accounting: Financial Reporting Link
The term A/R accounting stresses the technical accounting parts of receivables management. It focuses less on operations. It focuses less on collections. Pros in these roles usually hold accounting degrees. They hold certifications too. They work closely with general ledger accounting.
A/R accounting jobs focus on accurate financial reporting. They report on receivables. They manage reserve calculations. They support month-end close processes. These roles bridge AR operations and financial accounting. Consequently, they need understanding of both transaction processing and accounting rules.
Companies with complex accounting needs often need dedicated A/R accounting expertise. So do companies with public company reporting. When hiring for these spots, stress accounting knowledge. Stress technical accuracy. Stress careful attention over customer service or collections skills.
Understanding the AR Accountant vs. Coordinator Difference
The AR accountant title specifically shows someone with accounting training. It doesn’t show purely operational AR experience. While coordinators focus on processing and collections, AR accountants ensure proper accounting treatment. They ensure accurate reporting. They also maintain compliance with accounting standards.
This difference matters in recruiting. Accounting pros and AR operations pros have different skill sets. They have different career paths. Accountants typically hold accounting degrees. They may pursue CPA certifications. Operations pros often come from customer service backgrounds. They come from admin backgrounds.
Using “accountant” in the title attracts candidates with financial expertise. They can handle complex reconciliations. They handle revenue recognition issues. They handle accounting analysis. Companies should use this title only when accounting knowledge truly matters for the job. Otherwise, coordinator or specialist titles work better.
Key Accounts Receivables Jobs Duties to Include
Invoice Creation and Review
Every accounts receivable job description should list invoice tasks clearly. This includes making customer invoices. This includes checking pricing and terms. This includes ensuring quick delivery. Moreover, candidates need to know whether they’ll handle many invoices. They need to know whether they’ll handle complex billing scenarios.
Invoice work varies a lot across industries. It varies across company types too. Manufacturing companies deal with progress billing. They deal with change orders. Professional services firms bill time. They bill expenses. SaaS businesses handle subscription billing. Consequently, your job post must specify the exact invoicing context. Candidates will face this context.
Beyond basic invoice creation, describe quality control expectations. Will candidates check contracts before billing? Do they need to work with sales teams? Do they need to work with project managers? Must they fix pricing errors? Providing this detail helps candidates judge their fit. They can judge fit for the specific invoicing environment.
Payment Processing and Cash Posting
Payment processing is a core accounts receivable job responsibility. Every description must cover it. This includes applying customer payments to correct invoices. It includes posting cash receipts accurately. It means handling payment exceptions. Additionally, candidates should know the volume of payments they’ll process. They should know the complexity too.
Companies with simple payment patterns can describe this briefly. However, companies dealing with partial payments need more detail. So do companies with complex remittance scenarios. Specifically, mention whether candidates will research unapplied cash. Mention whether they’ll resolve payment errors.
Technical requirements matter here too. What accounting systems will candidates use? Are payments mostly electronic? Do checks need manual processing? Does the role involve bank reconciliation? Including these specifics attracts candidates with relevant experience. It also screens out those who lack necessary tech skills.
Collections Work and Customer Contact
Collections form a key part of most AR roles. However, descriptions often handle this vaguely. Instead of simply stating “make collection calls,” specify your collections approach. Do you expect friendly reminders? Do you expect firm demand letters? How past-due must accounts be before collection work starts?
The intensity of collections work varies greatly across jobs. An accounts receivable representative at a professional services firm uses gentle approaches. These are relationship-focused. Conversely, an AR collections specialist at a high-volume consumer business might make 50+ collection calls daily. They use firm tactics. Your description must communicate this reality clearly.
Include expectations about collection targets. Include success measures. Include escalation steps. Will candidates own specific accounts? Will they work general queues? What authority do they have to negotiate payment plans? When should they involve managers? When should they involve lawyers? These details help candidates understand what collections actually means. They understand it in your environment.
Account Reconciliation and Research
Account reconciliation deserves clear mention in job posts. This includes comparing customer records against your system. This includes identifying errors. It means researching root causes. Furthermore, describe whether reconciliation happens monthly. Describe whether it happens weekly. Describe whether it happens as needed based on customer questions.
The complexity of reconciliation work depends on your customer base. It depends on your business model. Simple B2C businesses might need basic statement reconciliation. Enterprise B2B companies often deal with complex reconciliation. This involves multiple currencies. This involves contract terms. Your description should reflect this complexity level accurately.
Research skills matter greatly for reconciliation work. Candidates must track down missing payments. They must identify duplicate invoices. They also correct posting errors. Therefore, stress analytical thinking. Stress problem-solving. Stress persistence when reconciliation forms a major part of the role. This attracts candidates who enjoy detective work. It doesn’t just attract people who want transaction processing.
Reporting and Analysis Needs
Many AR jobs involve regular reporting. Descriptions often skip this. Specify what reports candidates will prepare. Specify how often. Specify for which audiences. Common reports include aging summaries. They include collection metrics. They include cash forecasts. Additionally, describe whether candidates simply make reports. Describe whether they also analyze trends.
Entry-level roles like accounts receivable associate spots typically involve running standard reports. They involve minimal analysis. Conversely, coordinator and administrator roles often require interpreting data. They require suggesting actions. Executive jobs demand strategic analysis. They demand presenting to senior leadership.
Technical skills for reporting vary widely. Some companies use simple Excel exports. Others use sophisticated BI tools. Does the role require creating reports from scratch? Does it simply run pre-built templates? Must candidates understand SQL? Must they know other query languages? Including these tech requirements prevents mismatched expectations.
Cross-Team Collaboration
AR pros rarely work alone. However, descriptions frequently ignore collaboration needs. Describe which departments candidates will interact with regularly. Do they work with sales on billing issues? Do they coordinate with operations on shipping documents? Do they engage legal on collection matters?
The nature of collaboration varies by role level. Associates might simply route issues to the right parties. Coordinators actively work with other departments to solve problems. Administrators and executives participate in cross-team process improvement efforts. Your description should clarify the collaboration expectations. These are for the specific level you’re hiring.
Communication skills matter greatly for collaborative AR roles. When jobs require significant cross-team work, stress communication abilities. Stress diplomacy. Stress relationship-building skills. This attracts candidates who thrive in collaborative settings. It warns those who prefer isolated work.
Templates for Every Accounts Receivables Jobs Description
ENTRY-LEVEL TEMPLATE: ACCOUNTS RECEIVABLE ASSOCIATE
Position Title: Accounts Receivable Associate
Department: Finance/Accounting
Reports To: AR Coordinator or AR Manager
Position Summary:
We’re seeking a detail-focused accounts receivable associate to join our finance team. This entry-level job provides hands-on training. You’ll learn all parts of AR operations. You’ll learn invoicing. You’ll learn payment processing. You’ll learn collections. The ideal candidate brings strong organizational skills. They bring basic accounting knowledge. They bring eagerness to learn AR best practices.
Main Duties:
- Generate customer invoices accurately
- Send customer invoices on schedule
- Post customer payments to the right invoices
- Post customer payments to the right accounts
- Keep organized AR files
- Keep organized documentation
- Answer basic customer questions about invoices
- Answer basic customer questions about payments
- Help with month-end closing activities
- Help with reporting
- Support collection efforts under supervisor guidance
- Do data entry as needed
- Do admin tasks as needed
Required Skills:
- High school diploma or equivalent
- Associate’s degree in accounting or business preferred
- 0-1 years of experience in accounting, finance, or customer service
- Basic skills with Microsoft Excel
- Basic general computer skills
- Strong attention to detail
- Strong accuracy
- Good communication skills, both written and verbal
- Ability to work alone
- Ability to work as part of a team
Preferred Skills:
- Experience with accounting software like QuickBooks, SAP, or NetSuite
- Previous customer service experience
- Basic understanding of accounting rules
What We Offer:
- Full training program
- Clear path to AR Coordinator roles
- Clear path to Specialist roles
- Good salary and benefits package
- Team-focused work environment
Accounts Receivable Coordinator
Position Title: Accounts Receivable Coordinator
Department: Finance/Accounting
Reports To: AR Manager or Controller
Position Summary:
Our growing company needs an experienced accounts receivable coordinator. You’ll manage daily AR operations. This role handles complex payment applications. It leads collection efforts. It ensures accurate financial reporting of receivables. The successful candidate brings proven AR experience. They bring strong tech skills. They can work independently while staying highly accurate.
Main Duties:
- Process customer payments accurately
- Apply customer payments across multiple systems
- Manage collection activities for assigned customer accounts
- Reconcile customer accounts
- Resolve errors
- Investigate unapplied cash
- Clear payment exceptions
- Work with Sales on billing issues
- Work with Customer Service on billing issues
- Prepare aging reports for managers
- Prepare collection summaries for managers
- Help with credit applications
- Help with credit limit recommendations
- Support month-end close
- Support audit processes
- Train AR Associates
- Guide AR Associates
Required Skills:
- Associate’s or Bachelor’s degree in accounting, finance, or business
- 2-4 years of accounts receivable experience
- 2-4 years of collections experience
- Skills with ERP systems
- Advanced Excel skills
- Strong analytical abilities
- Strong problem-solving abilities
- Excellent communication skills
- Excellent customer service skills
- Proven ability to manage multiple priorities
- Understanding of basic accounting rules
Preferred Skills:
- Experience with [specific AR software your company uses]
- Previous collections experience
- Previous customer service experience
- Knowledge of credit analysis basics
What We Offer:
- Competitive pay package
- Professional development opportunities
- Collaborative work environment
- Full benefits including health insurance
- Full benefits including 401(k)
Customer-Facing Template: Accounts Receivable Representative
Position Title: Accounts Receivable Representative
Department: Finance/Accounting
Reports To: AR Manager
Position Summary:
We’re looking for a diplomatic accounts receivable representative. You’ll manage customer accounts. You’ll handle collection activities. This job emphasizes relationship management. It ensures timely payment collection. The ideal candidate combines financial knowledge with excellent people skills. They maintain positive customer relationships. They protect our cash flow.
Main Duties:
- Contact customers proactively about upcoming invoices
- Contact customers proactively about past-due invoices
- Negotiate payment arrangements for disputed accounts
- Negotiate settlements for disputed accounts
- Resolve billing questions professionally
- Resolve disputes professionally
- Document all customer interactions
- Document payment commitments
- Escalate difficult accounts properly to management
- Prepare customer statements
- Prepare collection letters
- Analyze customer payment patterns
- Identify risks
- Work with Sales to address customer concerns
- Keep accurate records in AR system
- Keep accurate records in CRM
Required Skills:
- Bachelor’s degree in business, finance, or related field
- Equal experience accepted
- 3-5 years of AR experience
- 3-5 years of collections experience
- 3-5 years of customer service experience
- Excellent verbal communication skills
- Excellent written communication skills
- Strong negotiation abilities
- Strong conflict resolution abilities
- Professional manner
- Customer service focus
- Skills with AR software
- Skills with Microsoft Office
- Ability to stay calm under pressure
Preferred Skills:
- Previous experience in [your industry]
- Knowledge of collection laws
- Knowledge of regulations
- Multiple language abilities like Spanish or Mandarin
What We Offer:
- Base salary plus performance bonuses
- Full benefits package
- Work-from-home flexibility
- Supportive team environment
Collections-Focused Template: AR Collections Specialist Job Description
Position Title: AR Collections Specialist
Department: Finance/Accounting
Reports To: Collections Manager or AR Manager
Position Summary:
Our company needs a determined ar collections specialist. You’ll focus only on recovering past-due accounts. This role requires daily phone contact with customers. It requires persistent follow-up on commitments. It means strategic account management to maximize collections. The successful candidate brings proven collections experience. They bring thick skin. They bring drive to succeed in a results-focused environment.
Main Duties:
- Make 40-60 collection calls daily to past-due accounts
- Negotiate payment plans on overdue balances
- Negotiate settlements on overdue balances
- Send demand letters when appropriate
- Send pre-legal notices when appropriate
- Skip trace customers with outdated contact information
- Recommend accounts for legal action
- Recommend accounts for write-off
- Keep detailed records of all collection activities
- Meet monthly collection targets
- Exceed monthly collection targets
- Analyze aging reports to prioritize collection efforts
- Work with legal counsel on difficult accounts
- Ensure compliance with FDCPA
- Ensure compliance with state collection laws
Required Skills:
- High school diploma required
- Associate’s or Bachelor’s degree preferred
- 2-4 years of collections experience
- 2-4 years of AR experience
- Proven track record of meeting collection goals
- Strong verbal communication skills
- Strong negotiation skills
- Persistence in difficult situations
- Resilience in difficult situations
- Skills with collection software
- Skills with databases
- Understanding of collection regulations
Preferred Skills:
- Previous experience in [your industry] collections
- Knowledge of credit reporting processes
- Bilingual abilities
What We Offer:
- Competitive base salary
- Commission structure
- Performance bonuses for exceeding targets
- Full benefits package
- Career advancement opportunities
Technical Template: A/R Accounting Position
Position Title: A/R Accountant
Department: Accounting/Finance
Reports To: Accounting Manager or Controller
Position Summary:
We’re seeking an ar accountant. You’ll ensure accurate financial reporting of accounts receivable. You’ll also support our month-end close process. This technical accounting role requires strong understanding of GAAP. It requires experience with reserve calculations. It needs ability to analyze complex AR transactions. The ideal candidate brings accounting credentials. They bring technical precision. They bring collaborative approach. You’ll work with both AR operations and general ledger teams.
Main Duties:
- Ensure accurate recording of AR transactions in general ledger
- Calculate allowance for doubtful accounts
- Record allowance for doubtful accounts
- Do account analysis for all AR accounts
- Do reconciliation for all AR accounts
- Support monthly close processes
- Support quarterly close processes
- Support annual close processes
- Prepare AR-related journal entries
- Prepare account reconciliations
- Analyze AR aging
- Recommend bad debt write-offs
- Work with external auditors on AR testing
- Develop AR accounting policies
- Document AR accounting procedures
- Collaborate with AR operations on process improvements
- Prepare AR-related financial statement disclosures
Required Skills:
- Bachelor’s degree in accounting required
- 3-5 years of accounting experience with AR focus
- Strong understanding of GAAP
- Strong understanding of financial reporting
- Advanced Excel skills
- Experience with ERP systems
- Excellent analytical abilities
- Excellent problem-solving abilities
- Strong attention to detail
- Strong accuracy
- Effective communication with technical audiences
- Effective communication with non-technical audiences
Preferred Skills:
- CPA or CPA candidate
- Public accounting experience
- Experience with [specific ERP system]
- SOX compliance experience
What We Offer:
- Competitive pay
- CPA exam support
- Continuing education
- Clear path to senior accounting roles
- Full benefits package
Executive Template: AR Manager Position
Position Title: Accounts Receivable Manager
Department: Finance/Accounting
Reports To: Controller or CFO
Position Summary:
Our company seeks an experienced AR Manager. You’ll lead our accounts receivable team. You’ll optimize collection operations. This strategic leadership role oversees all parts of AR. This includes credit management. This includes collections. This includes cash application. This includes reporting. The successful candidate brings proven management experience. They bring strategic thinking. They have a track record of improving DSO. They have a track record of improving collection effectiveness.
Main Duties:
- Lead AR team of [number] professionals
- Develop AR team of [number] professionals
- Set credit policies
- Approve customer credit limits
- Develop collection strategies to minimize DSO
- Implement collection strategies to minimize DSO
- Monitor AR metrics
- Report to senior management
- Ensure accurate financial reporting of receivables
- Ensure timely financial reporting of receivables
- Oversee month-end close for AR accounts
- Evaluate AR technology
- Implement AR technology
- Evaluate process improvements
- Implement process improvements
- Manage relationships with collection agencies
- Manage relationships with attorneys
- Work with Sales leadership
- Work with Operations leadership
- Work with Customer Service leadership
- Ensure compliance with relevant accounting standards
- Ensure compliance with regulations
Required Skills:
- Bachelor’s degree in accounting, finance, or business required
- 7+ years of progressive AR experience
- 3+ years managing teams
- Strong leadership skills
- Strong people development skills
- Proven track record of improving collection metrics
- Strategic thinking
- Business sense
- Excellent communication abilities
- Excellent presentation abilities
- Expert knowledge of AR processes
- Expert knowledge of systems
- Expert knowledge of best practices
Preferred Skills:
- MBA or advanced degree
- CPA or other professional certification
- Experience in [your industry]
- Large team management experience
What We Offer:
- Competitive executive pay package
- Performance-based bonuses
- Full benefits
- 401(k) matching
- Leadership development opportunities
Common Mistakes to Avoid When Creating Descriptions for Accounts Receivables Jobs
Using Vague or Inconsistent Job Titles
Many companies hurt their recruiting by using unclear job titles. These titles don’t match industry standards. Posting for an “A/R employee” sounds generic. It sounds unprofessional. It compares poorly to specific titles like accounts receivable coordinator. It compares poorly to AR collections specialist. Candidates searching for AR jobs may miss your posting entirely. The title doesn’t match common search terms.
Inconsistent title use within your company creates more confusion. Suppose you call one person an accounts receivable administrator. Then you call another doing similar work an accounts receivable associate. Neither candidates nor current employees understand the difference. This confusion leads to mismatched expectations. It leads to dissatisfaction.
Before writing job posts, research title conventions. Look at your industry. Look at your region. Look at competitor postings for similar roles. Use job boards to see what titles candidates actually search for. Use LinkedIn too. Then adopt consistent, industry-standard titles. These titles clearly show role level. They show focus.
Listing Every Possible Task Without Priorities
The second major mistake involves creating long lists. These lists include every possible task. They don’t show which duties matter most. When job posts include 25 bullet points of equal weight, candidates can’t tell core duties from occasional tasks. This approach also makes jobs seem overwhelming. They don’t seem manageable.
Instead of long lists, identify the 6-8 core accounts receivable job responsibilities. These take up most of the role’s time. Put these first. Describe them in detail. Then create a shorter section for additional duties. Create one for occasional duties. This structure helps candidates understand what they’ll actually spend their days doing.
Priority ordering also shows what skills matter most for success. Suppose collections forms the primary duty. List it first. Provide specific metrics like call volume. Provide collection targets. Conversely, if reconciliation matters more, stress analytical skills upfront. This prioritization helps candidates self-select. They select based on their strengths. They select based on their interests.
Focusing on Requirements Instead of Opportunities
Many job posts read like gatekeeping documents. They stress what candidates must have. They don’t stress what opportunities the role offers. Long lists of required qualifications discourage otherwise qualified candidates from applying. So do rigid degree requirements. This approach particularly hurts when competing for talent in tight labor markets. Research from SHRM shows the average cost per hire is $4,129. This makes it crucial to attract the right candidates the first time.
Balance requirements with compelling descriptions. Describe growth opportunities. Describe interesting challenges. Additionally, highlight organizational benefits. Why would someone want this AR role at your company? What makes it different from hundreds of other accounts receivables jobs? What can candidates learn? How might they advance their careers?
Specifically, highlight aspects that appeal to ambitious AR pros. Do you offer cross-training in other finance areas? Are there clear advancement paths to supervisor roles? Are there clear advancement paths to manager roles? Does your company invest in professional development? Can remote work arrangements accommodate work-life balance? Can flexible work arrangements do this? These factors often matter more than small salary differences.
Neglecting to Explain Industry-Specific Context
Generic AR job posts fail to communicate the particular challenges of your industry. They fail to communicate the requirements too. An accounts receivable representative at a construction company faces completely different scenarios. These differ from one at a SaaS business. However, posts often omit this critical context. This leaves candidates guessing about fit.
Manufacturing environments deal with progress billing. They deal with lien waivers. They deal with retainage. Healthcare involves insurance verification. It involves claim processing. It involves patient billing. Professional services require time billing. They require expense billing with project tracking. SaaS companies manage subscription billing. They manage upgrades. They manage automated payment processing. Your post must specify the particular AR context. Candidates will navigate this context.
Industry context affects both required skills and day-to-day work experience. Be clear about whether candidates need healthcare billing knowledge. Be clear about whether they need construction industry experience. Be clear about whether they need SaaS metrics understanding. This clarity attracts candidates with relevant backgrounds. It also helps others recognize they lack necessary context.
Omitting Team Structure and Reporting Relationships
Candidates want to understand where AR roles fit within company structure. However, posts rarely provide this information. Who does the job report to? Are there other team members? Will candidates work alone? Does the role involve supervision? Does it involve purely individual work? These structural details significantly impact job satisfaction.
An accounts receivable coordinator reporting to a Controller has a different experience. This differs from one reporting to an AR Manager. Working on a team of five coordinators differs greatly from being the sole AR person. This sole person supports multiple subsidiaries. Candidates need this context to judge whether roles match their preferences. Do they prefer independence? Do they prefer collaboration? Do they prefer leadership opportunities?
Include basic team structure information in every job post. Specify reporting relationships. Specify team size. Specify whether jobs involve supervisory duty. For accounts receivable executive jobs, describe the scope of leadership. Include team size. Include budget responsibility. This transparency attracts candidates seeking your particular company environment.
Writing for HR Instead of AR Professionals
The biggest mistake involves writing job posts in HR jargon. Don’t use language AR pros don’t actually use. Phrases like “leverage synergies” mean nothing to practicing AR specialists. “Drive holistic solutions” means nothing to them. Similarly, overly formal language creates distance. Overly corporate language creates distance. It doesn’t create connection with potential candidates.
Write posts in clear, straightforward language. This language resonates with AR pros. Use terms they encounter daily. Use “aging reports.” Use “DSO.” Use “cash application.” Use “collection calls.” Avoid buzzwords. Avoid corporate speak that obscures rather than clarifies. It obscures what work actually involves.
Moreover, let your company personality show through. Suppose you have a collaborative, informal culture. Write posts that sound friendly. Write posts that sound approachable. Conversely, if you’re a buttoned-up professional services firm, maintain appropriate formality. Authentic voice helps candidates judge cultural fit. Generic corporate language tells them nothing about your workplace.
How to Improve Your Job Posts
Using Keywords That Candidates Actually Search
Job board algorithms depend on keywords. Candidate searches depend on keywords too. However, many posts omit terms people actually use. Research shows candidates search for specific titles. They search for “accounts receivable coordinator.” They search for “AR collections specialist.” They don’t use generic terms. They don’t use “billing specialist.” They don’t use “A/R employee.” Including proper keywords in titles improves visibility dramatically. Including them throughout posts does too.
Beyond job titles, add keywords related to systems. Add keywords related to skills. Add keywords related to duties. Candidates often search for specific accounting software. They search for “NetSuite AR.” They search for “SAP collections.” Include your tech stack clearly. Similarly, terms like “accounts receivable job responsibilities” help your posts surface. So do “collections experience” and “payment processing.” They help in relevant searches.
However, avoid keyword stuffing. This makes posts awkward to read. Include terms naturally while keeping clear, professional writing. Remember that humans ultimately read these posts. Therefore, readability matters more than SEO gaming. Strategic keyword use helps candidates find your posting. Compelling content convinces them to apply.
Highlighting Pay and Benefits Transparently
Increasingly, top candidates expect salary ranges in job posts. States and cities are beginning to require pay transparency. Even where not legally required, including pay information attracts more qualified applicants. Candidates waste nobody’s time applying for roles that don’t meet their needs. This happens when ranges appear upfront.
For roles where commission plays a significant part, explain the structure clearly. For roles where bonuses play a significant part, do this too. An AR collections specialist job might offer base salary plus commission. Accounts receivable executive jobs often include performance bonuses. Describe how candidates can earn these variable parts. Also explain what realistic total pay looks like.
Beyond salary, highlight benefits that matter to AR pros. Flexible work arrangements increasingly attract talent. This happens especially for roles that don’t require physical presence. Professional development opportunities appeal to ambitious candidates. Clear advancement paths show you invest in employee growth. These factors often matter more than small salary differences. This happens when candidates compare opportunities.
Emphasizing Growth and Development Opportunities
Top AR talent seeks opportunities to learn and advance. They don’t want stagnant jobs. They don’t want to do the same tasks indefinitely. Job posts should clearly address growth potential. What skills will candidates develop? How do people advance from this role? What training does your company provide? What development does your company provide?
For entry-level accounts receivable associate jobs, stress training programs. Stress mentorship. Describe typical career progression to coordinator roles. Describe progression to specialist roles. Specify how long advancement typically takes. Also explain what performance standards employees must meet. This information attracts ambitious pros. These pros view the role as career investment.
For experienced jobs, highlight opportunities. Candidates can take on new duties. They can lead projects. They can mentor others. Even individual contributor roles can offer growth. This happens through cross-training in credit. It happens through training in treasury. It happens through training in general accounting. Accounts receivable executive jobs should describe strategic initiatives. They should describe company influence. They should describe senior leadership interaction. These development aspects help you compete for top talent.
Streamlining Application Processes
Even perfect job posts fail when application processes frustrate candidates. Requiring lots of information upfront drives away qualified applicants. Similarly, forcing manual data entry of resume information causes problems. Demanding lengthy assessments before initial contact also costs you candidates. Every friction point in your application process loses you people.
Simplify applications to essential information only. Collect resumes initially. Collect brief cover letters initially. You can request additional materials from candidates you want to interview. Similarly, avoid requiring candidates to create accounts. Don’t make them complete lengthy forms. Don’t make them navigate complex application portals. The easier you make applying, the more qualified candidates complete the process.
Response time also matters significantly. Top candidates interview with multiple companies at once. Responding quickly to strong applications keeps candidates engaged. Even brief acknowledgments help. Delayed responses signal chaos. They cause candidates to accept competing offers. Treat the application process as the first interaction. This shapes candidate views of your company.
Testing and Iterating Based on Results
Job posts aren’t static documents. You don’t write them once and reuse forever. Track metrics for each posting. This includes views. This includes applications. This includes application quality. This includes ultimate hiring outcomes. These metrics reveal what works. They reveal what needs adjustment. High view counts with few applications suggest problems with job post content. Many applications but poor quality candidates indicates unclear requirements.
Experiment with different elements systematically. Try various job titles for similar roles. Compare results. Test different post lengths. Test different structures. Test different tones. Vary how you describe duties. Vary how you describe qualifications. A/B testing approaches help identify what resonates. They identify this with your target candidates.
Additionally, gather feedback from candidates throughout your hiring process. Ask why they found your posting appealing. Inquire what information was missing. Ask about other opportunities they’re considering. Find out what factors matter most in their decisions. This qualitative data complements quantitative metrics. It helps you continuously improve job posts.
Leveraging Specialized Recruitment When Needed
Sometimes even excellent job posts struggle to attract qualified candidates. This happens particularly for specialized roles. This happens in competitive markets. When you need to fill accounts receivables jobs quickly without sacrificing quality, specialized recruitment services provide access to passive candidates. These are people who aren’t actively job searching.
Recruitment partners who understand AR functions deeply can assess both technical abilities and cultural fit effectively. They maintain relationships with experienced AR pros. They also know how to position opportunities compellingly. For difficult-to-fill jobs, expert recruiters speed up hiring. When speed matters, they do too. They maintain quality standards.
Beyond individual placements, recruitment experts can review your job posts. They provide feedback based on market knowledge. They understand what messaging resonates with AR pros. They also know what red flags cause candidates to pass on opportunities. This expertise helps you refine posts. This happens even when you handle recruiting internally.
Companies needing comprehensive support benefit from recruitment partnerships. This happens across multiple finance and accounting roles. Building relationships with specialized recruiters provides ongoing access to talent. It also frees your internal team to focus on strategic priorities. The investment in expert recruiting typically delivers faster hires. It delivers better long-term retention.
Your accounts receivables jobs deserve the same attention you give to revenue-generating positions. After all, converting sales into collected cash determines your actual financial performance. Start by applying the templates from this guide. Apply the strategies from this guide to your current openings. Then measure results. Gather feedback. Continuously refine your approach.
Well-written job posts attract qualified candidates. They set accurate expectations. They also ultimately lead to better hires. These hires stay longer. These hires perform better. Whether you’re hiring an entry-level accounts receivable associate or an experienced AR collections specialist, investing time in thoughtful job posts pays off. It pays off throughout the employee lifecycle.
Struggling to find qualified accounts receivables professionals in today’s competitive market? VALiNTRY specializes in placing finance talent at organizations like yours, from staff accountants to CFOs. Connect with our team to streamline your next hire.