President Job Description Template

The President job description template provides comprehensive guidance to companies or organizations that are seeking candidates to occupy the presidential position. It outlines the key responsibilities and requirements necessary for someone to effectively carry out the job of a president. This template is a valuable tool for HR managers, recruiters, and hiring managers seeking to attract highly qualified presidential candidates for their organization. The template can be customized to meet the specific needs of each company so that only the most relevant skills and experience are included in the job description.

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Job Summary

The President is responsible for leading and managing all aspects of the organization's operations, including but not limited to strategic planning, finance, advocacy, communication, and team building. They serve as an ambassador and advocate for the organization and represent its interests to external stakeholders, including the media, government officials, and organizational partners. The President reports to the Board of Directors and supervises the Executive Team.


  • Provide strategic leadership and vision for the organization
  • Oversee the development and implementation of organization-wide strategic plans
  • Ensure the organization's financial stability and sustainability
  • Represent the organization to external stakeholders and partners
  • Lead the organization's advocacy efforts and policy development
  • Manage and support the Executive Team in carrying out their responsibilities
  • Foster a positive organizational culture based on teamwork, openness, and innovation
  • Ensure compliance with relevant laws, regulations, and ethical standards
  • Communicate effectively with the Board of Directors and other stakeholders


  • At least 10 years of senior-level leadership experience in non-profit or for-profit organizations
  • Demonstrated ability to develop and implement successful strategic plans
  • Proven track record of financial management and fundraising experience
  • Excellent communication, negotiation, and relationship-building skills
  • Experience and knowledge of public policy, advocacy, and government relations
  • Strong analytical and problem-solving skills
  • Commitment to diversity, equity, and inclusion
  • Bachelor's degree in a relevant field; Master's degree preferred

Working Conditions

The President works in an office environment and may need to work extended hours, including weekends and evenings, to attend meetings and events. They may also need to travel nationally and internationally to represent the organization.

Steps to Create a President Job Posting

Creating a President job posting requires careful consideration and planning. It is important to outline the duties and requirements of the position clearly to attract qualified candidates. Here are some steps to create a successful President job posting:

1. Define the Role

Before creating the job posting, it is crucial to have a clear understanding of what the President's role will entail. The duties could vary depending on the organization, so it is important to have a detailed job description that outlines the responsibilities of the President. This can ensure that the candidates applying for the position have the required experience and skills.

2. Determine the Qualifications

In addition to outlining the duties of the role, it is important to define the qualifications that are required for the position. Consider factors such as education, experience, skills, and qualities when creating the list of qualifications. This can help to attract candidates who meet the criteria and have the potential to excel in the role.

3. Create a Catchy Job Title

The job title should be descriptive and engaging to capture the attention of potential candidates. Consider highlighting the position's importance in the organization and what the candidate can expect to achieve in the role. This can help attract candidates who are eager to take on a leadership role in the organization.

4. Write a Detailed Job Summary

The job summary should provide a brief overview of the position, including the duties and responsibilities. This can help the candidates to determine if they have the required experience and skillset to apply for the role. Additionally, include information about the organization, its values, and its culture to give candidates a better idea of what they can expect working in the organization.

5. Include Compensation and Benefits Information

The job posting should clearly outline the compensation and benefits package that the candidate can expect in return for their services. This information can help to attract qualified candidates who are looking for a competitive compensation package and ensures that there is no confusion about what is being offered.

6. Promote the Posting

Once the job posting is created, share it through various channels, such as social media, professional networks, and industry job boards. Additionally, encourage current employees to share the posting with their networks to increase the reach of the posting.

By following these steps, you can create a President job posting that attracts qualified candidates and ensures a successful selection process.

FAQs on Creating a President Job Posting

  • What should be included in a President job posting?
  • The President job posting should include a detailed description of the duties and responsibilities of the role, the skills and qualifications required, and the experience needed. It should also mention the organization's mission, vision, and core values.

  • What should I emphasize in the job title?
  • The job title of the President should be clear and concise. You should emphasize the difference between a President and a CEO. If your organization requires fundraising skills, you can add "Fundraiser" to the job title.

  • How long should the job posting be?
  • The job posting should be informative and detailed. It should be long enough to describe the role and the organization but short enough to maintain the reader's attention. Ideally, the job posting should be between 500 and 1000 words.

  • What should I avoid in the job posting?
  • You should avoid using jargon, acronyms, and complicated language. The job posting should be easy to read and understand. You should avoid gender-specific language, as this can discourage potential candidates from applying.

  • What should I include in the qualifications section?
  • The qualifications section should include the minimum education and experience required. It should also list any specific skills, such as fundraising or leadership, that are necessary for the role. Additionally, you should mention any certifications or licenses that are required.

  • How should I describe the organization's culture?
  • You should describe the organization's culture in a positive and engaging way. You can mention the organization's core values, its history, and any social responsibility initiatives it is involved in. You should also mention any unique perks or benefits offered to employees.

  • How should I structure the job posting?
  • The job posting should have a clear structure that is easy to follow. You should start with an attention-grabbing title and a brief summary of the role. Next, you should provide a detailed description of the duties and responsibilities. Then, you should list the qualifications required for the role. Finally, you should describe the organization's culture and any benefits offered.

  • How can I make the job posting stand out?
  • You can make the job posting stand out by highlighting the unique aspects of the role and the organization. You can include quotes from current employees, success stories, and other achievements. You can also include a video that showcases the organization and its culture.

  • What is the best way to communicate the job posting to potential candidates?
  • You should share the job posting on your organization's website, social media channels, and job boards. You can also reach out to relevant professional associations, universities, and other networks to attract potential candidates. Additionally, you can offer incentives to current employees who refer successful candidates.

  • How should I evaluate applicants?
  • You should evaluate applicants based on their qualifications, experience, and skills. You can also conduct interviews to assess their fit with the organization's culture and core values. Additionally, you can use assessment tools, such as personality tests and cognitive ability tests, to evaluate their suitability for the role.

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