Job Titles: Types, What They Mean & How to Come Up With Them

Cody Cromwell
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Rankings of Job Titles & Definitions

Although many of these job titles are quite generic, they do convey different meanings and serve a range of different functions.

This tool is a great way to rank job titles from one to 10 (see the spreadsheet below). This is normally used as exercise, to compare the job titles and see which one suits your role the best.

Please be aware that in the ranking the following 10 job titles are picked randomly from the spreadsheet, by scrapping the first five and the last 10.

I’d suggest you try this exercise and I’m sure you’ll find it quite fun!

Here’s the job titles and the definitions:

Shill (noun)

A person (typically employed by a company) who gives favorable publicity to a product, service, or company.


Praetor (noun)

An Ancient Roman magistrate.

Corrupter (noun)

A person who corrupts others.

Doll (noun)

A beautiful woman.

Definition Source

Prophet (noun)

A person regarded as having supernatural powers.

Taxidermist (noun)

A person who mounts or stuffs dead animals.

Jobs are titles that different occupations have. These can be a title used for organizations to identify different positions such as President, CEO, Manager, and similar. Job titles can also be used for other purposes such as identifying a job within an organization. Careers frequently end up having a job title, such as a store manager, however many times there are certain job titles that are commonly found in most situations.

In this post, we’re going to take a look at some of the different job titles that is commonly found in the workforce and finding out what they really mean.


An associate is a professional who is working toward a degree, or to gain professional experience. An associate is not necessarily an employee, but rather a student or professional that is waiting for a degree.

Board Member

A board member is someone who sits on a committee for a governing body, such as a school board or board of trustees. Board members provide input for decisions that affect an organization, especially decisions concerning education.

Industry Specific Business Job Titles

How To Come Up With Job Titles

Over the course of your academic studies, you have undoubtedly come across numerous job titles – from executive positions to entry-level positions. Many of these job titles require a certain amount of education and experience to hold the post. While teachers in the classroom may have only one college education requirement, professions such as chef and editor require higher degrees. In addition, certain professions are fated to confer upon their holders formal training.

When you’re looking to come up with the right words to describe your job, it can be a difficult task to put yourself in the shoes of somebody else. However, it’s not insurmountable. If you think of your post as a title from another profession, you can use a list of job titles to help you define your ambitions.

Let’s say that you’re looking to describe your job in terms of an editor. You can find this job title by going to a career website that lists jobs through industry. A few of the most common job titles are as follows:

{1}. Editor, content editor, newspaper editor, Web editor, magazine editor, etc.
{2}. Language editor, technical translator, etc.
{3}. Wire service editor.
{4}. Copy editor, proof editor, copy chief, and more.

What department does the employee work in?

You can understand how to make a full job title by identifying the kind of department you’re talking about. This can be done by asking yourself a few questions and using your knowledge about the subject at hand. For example, if you’re trying to make a job title for the employee in a finance department, you could ask yourself: … Who manages the company’s money? An accountant or a CFO.

When in doubt, the easiest way to figure out the department is to ask the person in question. Don’t underestimate the value of being able to read between the lines when it comes to communication. At work, conversations are much more likely to be about work than life (unless you’re in sales), which means they are more likely to be about work than the culture.

While it’s not an exact science, there are some ways to make guesses about the kind of work:…

School Teacher

A school teacher is likely to be someone who is especially qualified, someone who taught at a college level, who has every best teacher award under the sun, and who has been recognized by the local newspaper for her abilities.

What rank does the employee have internally?

What rank do employees consider themselves to be?

What rank do others consider them?

There is no first rank, second rank or third rank.

There is first, second and third degree.

There is nothing within the order.

There is nothing between the order and orderlessness.

The rank is the spectrum of ordering within the system and the orders.

It is the great equalizer.

The orders within the system are ranked by value.

The greater the value, the higher the rank.

The greater the attainability, the greater the rank.

The greater the value and attainability, the greater the rank.

Only from within the system of the orders can a system of rank be known.

The mathematics of the order and rank.

The rank is the first order.

The first degree is the second order.

The second degree is the third order.

The third degree is the fourth order.

We do not know of a fifth degree to the order.

The fifth degree must be a dimensionless order, a non-order, since it has no orders.

We are not able to know anything positive about fourth degree.

From this, we understand a non-order equals anything.

The fifth degree is nonexistent.

Its existence is not quantifiable.

It is undefined.

Is that the same as what the rank should be viewed as externally?

Many employers list a title more than once on the job posting. For example, you may have a title of assistant manager followed by a subtitle of overseer of 2nd shift.

For external promotions as an employer, should you list the title, the specific type (assistant manager) and the job for which it’s relevant (2nd shift, or multiple shifts) or just the title? Would you list the title as a generic skill like marketing, or would you list the title under a type (marketing??) and a position (marketing director)?


For internal promotion, what following symbols should I use to denote the type?

I’d like to use position titles only, but I’m worried about the perceived lack of authority.

Ideally to avoid the double-titles issue, the position title (e.g. Director) is describing the type (e.g. marketing) and the job for which the type is valid (e.g. Sales Director, in a marketing environment).

Other departments use titles like Senior Transportation Planner, the type (transportation) and the specific position (senior) for which the type is relevant (planning).

Are they a manager of a process or of people or both?

You’re in the middle of a business or project meeting, and there’s an obvious gap in the team.

The two people at the opposite ends of the table – a senior sales manager and sales representative – are working toward the same objective, but in two very different ways. Yet the person listening to them is the one who has to figure out the real issue – who should take the lead in moving forward in the project effort?

The answer to this question can determine whether the project moves forward or stalls on the starting line.

Asking better questions can help you discover what’s really happening and can clarify the right people to be involved in navigating the problem and moving the project forward.

Here are 2 important questions you can ask to help you decide who should take the lead:

Are they a manager of a process, of people or both?

People who are assigned to oversee a process tend to be managers of that process, while people who are assigned to oversee people are more likely to be managers of people than of processes.

What is their method for dealing with the problem?

People who communicate by persuasion are likely to be the type of manager who directs a process.

Managers who rely on direct orders to achieve their desired results are the type of manager who relies on people.

Does the title suit the company culture and team?

Some of the best technology companies in the world like Apple, Google, Adobe, eBay, Facebook, and Netflix come up with job titles that are unique and help differentiate the company from its competitors. This is to attract the best people to join their workforce and help them build great products and amazing companies.

What do these companies have in common? They keep the job titles simple and meaningful. The job title keeps on adding value to their company and attracts the best employees.

Clear and meaningful job titles like Product Manager or Sr. Software Engineer are much more attractive and add value to the company.

You don’t have to be a big company to come up with unique job titles. You can also come up with your unique job titles at your startup or small business.

For example, you can come up with your own job title say IT System Analyst in title and title to attract better talent.

We can use this simple trick to come up with absolutely different job title, so that your title and job can be clearly differentiated.

Say your job is of a Software Engineer of Testing Department. So find out something that is meaningful to you and your job. You can go with Testing Analyst. Your title and job might help you attract better talent. So a clear and memorable name for you job title is always a boost for your company.

Example – How to Choose a Job Title

Missy, just like most of us, is eager to begin a new role in a completely new industry. She’s just a few short months into a new and exciting job, but when she’s asked to identify herself she doesn’t even know where to begin. When she attends work-related meetings, she has no idea of what she should call herself. But this is not unusual.

Every year there are approximately 8 million job changes, and 18 million job openings. While this makes for a lot of coming and going, it also means the opportunity to experiment with new titles and job titles. While most of us will default to the default (Ms. or Mr.), many job seekers find it beneficial to come up with new job titles of their own to better fit their new role.

To help you along the way and to inspire you to create your own job titles, below are some examples of how you can apply this job title concept for your next job.

Being comfortable with your job title can even increase your profile, and help with your career development in the future. When you can answer the question, "What is your title?" with your own title, it shows that you’re confident and keen to stand out in your industry. Remember, it’s all about how you answer the question!

Internal Job Titles vs. Titles When Posting a Job

Job titles are extremely important in the workplace. It defines the expectations and the duties and responsibilities of a position. You can give someone a title with no actual skill, and you can give someone a title without a job description-and that’s a problem.

When you’re deciding on job titles for a company, there are two questions you need to ask:

  • What is the appropriate title for this position?
  • What duties and responsibilities does this title convey?

For example, if you’re adding a new position to the marketing team, you might look at the title of a similar position and simply add “and marketing and/or sales copywriter” to the end of it. However, there’s a big difference between a title and a job description.

Current job titles may also be nebulously written, with no actual duties and responsibilities, resulting in a mishmash of responsibilities rather than one, clear-cut job description.

How to Track and Manage Job Titles

It’s not a great idea to come up with all new job titles and labels, but instead consider ways to clean up your titles and labels by combining or removing labels.

From a list of job titles, you can aggregate this list easily by creating a master list and using that master list for every job title summary, job title or label. When you need to refer to a general job title, job title or label, just search for it in the master list instead of having to list and create several titles.

The titles and labels listed below are an example of one way to organize your job titles in a master list. This list can be input into any program or system, such as a job description database. In this example, job titles are listed in classifications, and the text title for each job title is listed with the job title.

Some common job titles are included in this list in case you need job titles to describe your team of employees or you may need to refer to a job title when explaining a new title or position to future or existing job candidates.

You may be familiar with the acronyms for titles and labels, but you can also make up new acronyms. The benefit of an acronym is that there is less text and fewer terms to remember when communicating with people who work under that title.

Job Titles & Company Structure – Examples

In order to run, a company needs an organization structure. For any organization to function, its members need a clear understanding of their roles, meaning, and goals in contrast to those of their colleagues. It is an integral part of the company to clearly define the structure. Besides defining the structure, the functional structure also divides the whole work into sub-units, which allows each team member to prioritize their work effectively and make it easier to share burdens. As every company has its own unique work environment, it is common for occupational titles to differ from company to company. Thus, when we examine the job titles within job descriptions, we can see if they have a common ground or vary according to the company’s culture and needs.

Mastering the job titles with all the knowledge of your company and your colleagues allows you to get into discussions with ease and know what you’re talking about!

Example 1: Retail Store

You can create a job title for any job you have, and depending on the industry you work in it can be used to describe the responsibilities and role of your job. The job title should be specific enough to describe the job for which its intended.

For example the Retail Cashier job title can also be used for a person who works in the Job Openings: Retail Cashier department.

Here are some other examples of job titles:

Example 1: Example Job Title 1

Reservation Sales Agent (in an Airport)

Example 2: Example Job Title 2

Sales Representative (for a Photo Studio)

Example 3: Example Job Title 3

Confidential-Clerk (in a Company that Deals with Sensitive Documents)

Whether you need a specific job title for your resume, job applications or other business related documents, job titles can be an important part of a business’s marketing and communication strategy. They’re a powerful tool that allows employees and managers to easily communicate and discuss important job functions. They’re also essential for hiring managers and HR supervisors who use job titles in job descriptions, hiring documents, on interviews and in the offer letter.

Many job titles are very vague. Some are interchangeable. There are important limits to the words used to define your job title.

Example 2: Boutique Management Consulting Firm

The idea of a simple job title for a boutique management consulting firm can seem very intimidating at first. But with a keen understanding of what it is you are trying to accomplish, you actually wouldn’t have much of a problem come up with the perfect job title for your boutique.

Here are some of the best brainstorming tips to help you come up with a title for your boutique marketing firm:

The most important thing to think of when you are brainstorming job titles for your boutique is how well you and your coworkers like the name. This is the main thing that will help you come up with an actual name for your boutique marketing firm.

When brainstorming job titles for your boutique, think of other expert boutique owners who are currently available for contact and are authority figures in their respective fields. You can find these names on the boutique owner’s job boards, or in the New York Times – all of these sources will show you the names of prominent boutique owners (and their job titles).

Example 3: Real Estate Office

Apply the job title template in Example 3 for a real estate office:

Position name: _______________________________

Job title and name: _______________________________

Job title definition: _______________________________

Job title specifications: _______________________________

Job title location: _______________________________

Job title image or layout: _______________________________

Job title owner: _______________________________

Job title contact: _______________________________

Job title publication: _______________________________

Job title links: _______________________________

Job title reference files: _______________________________

Top 5 Tips for Selecting Job Titles

Job titles tell others who you are and what you do. It’s a simple concept, but many people fall short when coming up with appropriate job titles. First, it is helpful to know what customers really do for a living and to gather some job description data. Second, it is helpful to decide what you want to achieve with your job title. Finally, it is helpful to consider the implications of this job title on others. This site provides helpful tips for the last two steps is required to come up with a job title that is suitable for you.

To increase the likelihood that your job title is a great fit for you, consider the following:

Make sure your job title accurately describes your skills.

Ask yourself if your job title will sound better, prove more effective or more interesting to others if it includes the name of your organization.

Do not make the job title more complicated than it needs to be.

Consider the significance of your job title.

If your job title is a song title, avoid, or at least be aware, of the phrase “She sells seashells by the seashore”.

Tell your team if this is your first foray into job titles

It may be wise to go the route of simplicity. Choose a title that is easy to remember and to the point. For something that is so important, a name that is easily achievable can go a long way to help establish your authority and leave a good impression on those working under you.

One of the key aspects of being in charge is the power, the authority. This is where the term ’boss’ comes in, and this is the title that will open the window to huge possibilities in the world of employment.

The boss is someone who gives orders and tells others what to do. Now it’s not just to work but to do the tasks that are unlawful or illegal. That’s a given. However at the same time, it’s important to remember that your authority comes with the right to issue orders.

One thing to keep in mind is that your authority isn’t an all-encompassing power. It is ultimately up to you as to how you exercise it. As a boss, your orders may get ignored or your wishes may not be carried out. But that doesn’t mean you’ve lost your authority. The authority is there but the execution of that authority is up to you.

Don’t overthink it/keep it simple

Be sensitive to seniority and experience

Levels in a job description!

Everyone involved in these conversations is too polite and try to get their points across in the most efficient manner possible. And often we are just focused on the job description before us and forget that this job description is a marketing tool to attract the best candidate. People will judge me based on this job title and that is far more important than the time I put in as a babysitter.

This is why you should always title a job description in a way that is sensitive to the experience levels and seniority of other people in the company.

Here are some job titles and their effective use:

  • Chief Financial Officer
  • Account Executive
  • Project Manager
  • Community Manager
  • Sub Account Manager
  • Programmer
  • Engineer
  • Prospective
  • Principal
  • Apprentice
  • Casting Director
  • Production Assistant
  • Technical Director
  • Senior Executive
  • Instructor
  • Field Staff
  • Project Manager II
  • Seconding Assistant
  • Research Assistant
  • Assistant Manager
  • Field Engineer
  • Field Director
  • Field Assistant

Document the titles with an org chart

The title given to you, whether it is in a formal or informal capacity, is one of the most integral parts of a details person’s job description. Title speak volumes about your current standing among your colleagues. Titles carry a sense of power, prestige or privilege. Though formal titles are often used to identify authority, informality can be a bad thing.

For example, when a supervisor calls the office dogs, he or she is asserting his or her authority. However, if a co-worker called the office dogs, it’s not just a casual pet name. It sends a message to the office dogs that there’s a problem brewing.

To avoid such confusion, a details person needs to follow a systematic method of documenting job duties, roles, responsibilities and job title with an org chart. If the details person’s job tasks typically include the ability to make and implement decisions, he or she is a Decider-in-Chief. If the details person is mainly responsible for communication, he or she is the Communicator. If the details person is responsible for administration, he or she is the Admin. This type of classification provides stability when it comes to developing an org chart and describing job tasks, roles, responsibilities and job title.

Be open to feedback…within reason

  • A key piece of feedback isn’t always the best form of feedback.…
  • A lot of times, it’s how much the person who is giving feedback is reacting to their own dissonance within what they are being asked to run with than what you are actually asking them to do (this goes for yourself as well, as you’re giving feedback, are you reacting to your own dissonance or can you tap into what you’re asking them to do and how it’s processed instead of judging the reason they’re reacting to it?…
  • The most powerful, exciting, exciting kind of feedback is the kind that actually calls you out and questions your assumptions and moves you forward.…
  • Flexibility.…
  • This looks like being on the lookout for your next opportunity to put something else out there. It’s funny how t