An account executive job description should tell a seller what they will sell, who they will sell to, where the opportunities come from, and how they will be paid. A list of traits like “driven” and “competitive” cannot do that work.
Use the template below as a starting point. Replace every bracketed field with a real answer before publishing. If you cannot fill in the territory, quota, or pipeline section yet, resolve those decisions with the hiring manager first.
Job description
Account Executive: [segment / industry]
[Company] | [eligible location] | [remote / hybrid / on-site]
About the role
You will sell [product / service] to [buyer and customer segment].
You will own [new business / expansion / full sales cycle].
Your territory is [named accounts / geography / segment].
Typical deal size is [range and measurement basis].
Typical sales cycle is [range based on recent deals].
Pipeline comes from [inbound / SDRs / partners / self-sourcing].
You will report to [manager role] and work with [support teams].
Responsibilities
- Build and qualify pipeline within the assigned territory.
- Run discovery to understand the buyer's problem and decision process.
- Coordinate demos and specialist support when needed.
- Manage opportunities, next steps, and forecasts in [CRM].
- Negotiate within approved commercial terms and close business.
- Hand off customers to [implementation / customer success owner].
Requirements
- Experience selling to [relevant buyer / customer segment].
- Examples of owning [specific stages] in a comparable sales process.
- Ability to explain results with quota, period, and territory context.
- Clear written follow-up and disciplined opportunity management.
- [Only additional requirements essential to this role.]
Compensation
Base salary: [approved range and currency].
On-target earnings: [approved range and currency].
Variable pay: [target amount, measure, and payment timing].
Targets and support
Full-ramp quota: [amount, period, and bookings / revenue basis].
Ramp: [learning milestones, reduced targets, and manager support].
Resources: [SDR, marketing, solutions engineering, and enablement].
Benefits and working hours
Benefits: [approved benefits summary].
Travel / working hours: [actual requirements].
How to apply
Apply at [application link] with [requested materials].
Interview process: [stages, exercise scope, and expected timing].
For application support, contact [approved support route].
Replace every bracketed field before posting.
Make the compensation section usable
Separate base salary from OTE. OTE describes pay at a specified target; it is not a promise of actual earnings. State the currency, whether the range depends on location, and what performance measure determines variable pay.
Avoid mixing annual base with a monthly commission figure. If the plan has thresholds, accelerators, or a ramp guarantee, summarize the important terms and give candidates a chance to review the actual plan before accepting an offer. The AE compensation plan guide explains the decisions to make before writing this section.
Do not insert a market salary number just to fill the field. Publish the range your company has approved and can support. Use the hiring cost calculator to check the broader budget, including employer costs and ramp assumptions.
Tell candidates what they will sell
Two AE roles can require very different work. An inbound SMB seller handling frequent short cycles is not doing the same job as a named-account enterprise seller navigating security, procurement, and multiple stakeholders.
| Role detail | Useful wording | Wording to replace |
|---|---|---|
| Pipeline | “Own outbound into the named territory; an SDR supports meeting creation.” | “Unlimited opportunity.” |
| Buyer | “Sell to finance and operations leaders at manufacturers.” | “Sell to decision-makers.” |
| Ownership | “Own qualification through signature; customer success owns renewals.” | “Manage accounts.” |
| Territory | “Assigned accounts in the Northeast; quarterly travel.” | “Remote role.” |
| Results | “Quota is measured on new annual contract value after ramp.” | “Crush your number.” |
Keep the examples relevant to your actual business. A territory with few available accounts needs different expectations from one with a steady stream of qualified inbound opportunities.
Adapt the template for the role
For a first AE hire, explain what the founder still owns and what the new seller is expected to build. Use the first AE hiring checklist before assuming a new employee can create the whole sales process.
For SaaS, clarify new business versus expansion, contract measurement, implementation handoff, and technical support. The SaaS AE hiring guide includes a job description.
For enterprise, name the account scope and internal resources. Avoid requiring a specific employer logo when the real requirement is experience with a buyer, procurement process, or deal structure. See the enterprise hiring guide for a deal review exercise.
For remote roles, list eligible locations, time-zone overlap, travel, and equipment support. “Remote” alone does not tell a candidate whether they can take the job.
Review before posting
Have the hiring manager and the person who owns compensation review the same final version. Remove obsolete benefits, placeholder ranges, and responsibilities assigned to another team. Keep essential requirements separate from skills you can teach.
Read the post as a candidate: could you explain the offer, the work, and the interview process after one pass? Then test the application link on a phone. A complete job description is only useful if someone can apply.
Common questions
Is an account executive the same as an account manager?
Titles vary. Define whether the role owns new business, renewals, expansion, or a combination. Do not expect the title to communicate that boundary by itself.
Should the job description include quota?
Include the approved target and its measurement basis when you can. If it is still being finalized, explain that openly and give candidates the detail before the offer. Do not imply a supported target when the team has not checked pipeline capacity.
Can I post this template unchanged?
Replace the placeholders and remove responsibilities that do not apply. The template provides structure; the employer supplies the actual role, pay, benefits, and working conditions.
