Job Descriptions
Looking to hire in the U.S.? Get our free, customizable job description templates for CEOs, CMOs, Board Members, and more — built for companies expanding into America.
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Job Description?
Chief Executive Officer – CEO
Chief Financial Officer – CFO
Board Member
Chief Technology Officer – CTO
Chief Strategy Officer – CSO
Chief Scientific Officer – CSO
Chief Revenue Officer – CRO
Chief People Officer – CPO
Chief Operating Officer – COO
Chief Medical Officer – CMO
Chief Marketing Officer – CMO
Vice President of Sales — VP of Sales Job Description — U.S. Subsidiary
Veterinarian
How to create the best job description for your industry
Customizing Job Descriptions
Crafting the right executive job description is not just an administrative task, it is your first strategic handshake with the U.S. talent market. The language you use, the focus areas you prioritize, and even the tone you adopt will signal to top candidates whether you're aligned with industry expectations in cities like New York, Austin, or San Francisco.
Tailoring by Industry (examples)
Tech (e.g., San Francisco, Austin)
Emphasize innovation, adaptability, and product scaling. Prioritize phrases like "agile leadership," "growth-stage scaling," and "cross-functional alignment."
Finance (e.g., New York, Chicago)
Candidates expect transparency on regulatory experience, capital responsibility, and risk oversight. Include metrics like "$X billion AUM" or "SOX compliance oversight."
Biotech/Healthcare (e.g., Boston, Seattle)
Specify clinical phases, regulatory pathway familiarity (e.g., FDA, EMA), and scientific collaboration. Scientific literacy is often as valuable as executive acumen.
Manufacturing/Logistics (e.g., Atlanta, Dallas)
Focus on operational efficiency, P&L responsibility, and global supply chain strategy. Highlight keywords like "lean manufacturing" or "Six Sigma."
The money question
U.S. executive candidates prefer a results-oriented format, including measurable KPIs (e.g., “Increased EBITDA by 30% YoY”).
Common Mistakes in Executive Job Descriptions (And How to Avoid Them)
Many international employers unintentionally sabotage their executive search by reusing outdated or vague descriptions. Here's how to avoid that:
Generic Responsibilities
Instead of saying "Provide strategic leadership," specify, "Lead U.S. market expansion with a focus on revenue growth, product-market fit, and operational excellence."
Lack of U.S. Cultural Context
Executive candidates expect clarity on reporting structures, equity participation, and decision-making autonomy. Use U.S.-standard titles and avoid overly hierarchical language.
Overloading Requirements
Top talent is deterred by job specs that are read like a wish list. Prioritize the top 4–5 strategic competencies critical to success in this role and make them clear.
Ambiguous Compensation
While exact numbers aren't always required, high-level executives expect a compensation range or equity mention. Avoid the phrase "competitive salary" and be specific about whether there's equity, bonuses, or relocation support.
FAQ
Hiring Executives in the U.S. — What You Need to Know
A proper U.S. executive job description needs more than just a title and list of duties. It should reflect strategic scope, key deliverables, reporting lines, KPIs, and go-to-market responsibilities, especially if this is a first hire in the U.S. It must also include legal disclaimers, highlight the nature of the employment (usually "at-will"), and clarify expectations around travel, compensation, and compliance. Companies often underestimate how detailed — and competitive — a U.S. job description must be to attract top candidates in a saturated market.
"The best candidates in the U.S. are reading between the lines — not just looking at the title." — Olivier I. SAFIR, CEO, Pact and Partners
In the U.S., executive roles are often broader, faster-moving, and more performance-driven. There's typically less hand-holding, fewer support functions, and more direct P&L accountability. U.S. GMs or CEOs are expected to own the business results and often wear multiple hats — from sales to strategy. There's also a cultural difference: Americans expect autonomy and clear goals, not bureaucracy. Job descriptions need to reflect this "ownership mindset" if you want to attract the right leader.
Yes — and no. U.S. candidates expect transparency, especially about location (remote, hybrid, or on-site) and salary ranges. While not mandatory under federal law, several U.S. states require companies to disclose salary ranges in job ads. Even when not required, including a range builds credibility and trust with senior candidates. A vague or non-committal offer can lead to losing top-tier applicants before the first call.
"At-will employment" means either the employer or the employee can terminate the relationship at any time, with or without cause — unless a contract says otherwise. It's often the default status in many U.S. states, and it must be addressed clearly in the job description and offer letter. We invite you to always check with legal professionals before adding to contracts. For foreign employers, this can be confusing, but ignoring it or using European-style language like "permanent contract" can create legal confusion or false expectations.
Important: Even if you're a foreign company, U.S. labor laws apply when hiring U.S.-based employees and it's best to check with your legal advisors.