How to hire a balance clerk

How to hire a balance clerk, step by step

Here's a step-by-step balance clerk hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a balance clerk job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new balance clerk
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The balance clerk hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A balance clerk's background is also an important factor in determining whether they'll be a good fit for the position. For example, balance clerks from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of balance clerk salaries for various roles:

   Type of Balance Clerk	Description	Hourly rate
   Balance Clerk	Bookkeeping, accounting, and auditing clerks produce financial records for organizations. They record financial transactions, update statements, and check financial records for accuracy.	$13-22
   Accounting Technician	An accounting technician is responsible for evaluating financial information procedures to support accounting and taxation tasks, verifying the accuracy of account statements for the reference of accountants. Accounting technicians manage the payroll processes, generate invoices, perform account reconciliations, analyze account receivables, prepare budget reports, and monitor the company's financial transactions... Show more	$14-25
   Accounting Coordinator	An accounting coordinator is responsible for assisting the operations of the organization's accounting department, processing financial reports, and serving as a liaison between the accounting staff and other department personnel or external parties. Accounting coordinators maintain a record of accounts payable and receivables, issuing invoices, updating account statements, resolving account discrepancies, and managing bank reconciliations... Show more	$16-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Entry
   • Bank Deposits
   • Check Images
   • Credit Balances
   • Customer Accounts
   • Financial Institutions
   • ATM
   • Journal Entries
   • Computer System
   • Encode
   • EOB
   • Account Numbers
   • Lockbox
   • PowerPoint

   Check all skills

   Responsibilities:

   • Manage multiple deadlines for numerous payroll divisions and complex division budget reports with accurately and efficiently.
   • Maintain and provide timely and accurate reconciliations of various general ledger accounts and perform special projects as assigned.
   • Reconcile and balance multi-million dollar business & individual accounts, using QuickBooks.

3. Make a budget

   Including a salary range in your balance clerk job description is one of the best ways to attract top talent. A balance clerk can vary based on:

   • Location. For example, balance clerks' average salary in west virginia is 47% less than in new jersey.
   • Seniority. Entry-level balance clerks 37% less than senior-level balance clerks.
   • Certifications. A balance clerk with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a balance clerk's salary.

   Average balance clerk salary

   $37,281yearly

   $17.92 hourly rate

   ---

   Entry-level balance clerk salary

   $29,000 yearly salary

   Updated January 16, 2026

4. Writing a balance clerk job description

   A balance clerk job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a balance clerk job description:

   Balance clerk job description example

   Successful candidate will examine contractor contribution forms on a daily basis. Check contractor sections (where applicable), coding, etc., in preparation for data entry processing. Ensure employer and employee totals balance in the batches after entry. Prepare balanced batches for processing by the Accounting Department. Some work will involve processing of over and underpayment notices and writing up contractor and employee corrections and calculation of late payment assessments. Process incoming reciprocity checks. Process of dues check-off to the District Councils on a monthly basis. Prepare spreadsheets for all Funds. Will also be responsible for backing up the other Funds and taking vacation department phone calls when necessary.
   Candidate qualifications: 1. High school graduate with business courses to include business math, typing, business machines, and general office procedures 2. Minimum of 10,000 keystrokes per hour 3. Above average arithmetic proficiency 4. Ability to compose complex letters 4. Must be conscientious, efficient and dependable 5. Working knowledge of computer print-outs: cumulative, audit registers and eligibility reports 6. Previous Data Entry experience 7. Inter-office experience of at least one year 8. Good attendance record 9. Previous bookkeeping experience 10. Willingness and ability to meet deadlines on a monthly basis 11. Must be able to work with others in a cooperative effort to get the work done Competitive Pay. Bonus available. Employer contributes to 401(k) with no employee match required. Life, AD&D and LTD provided at no cost to employee. Equal Opportunity Employer Company DescriptionTIC International Corporation (TIC) specializes in consulting and third party administration for multiemployer health care, defined benefit pension, and defined contribution/401(k) plans.
   
   TIC provides consulting and administration of plan design, funding, eligibility testing, claim adjudication, benefit payment, FASB ASC 965 (formerly SOP 92-6), COBRA, HIPAA, SPD's, QMCSO's or QDRO's will welcome the comprehensive service solutions available at TIC International Corporation.
   
   TIC is an independent full service company that specializes in the administration and communication of employee benefit plans. Through our sister corporation, United Actuarial Services, Inc. (UAS), we provide actuarial services related to all types of employee benefit programs.
   
   TIC has been in business since 1951. We have clients throughout the Midwest that are served from four TIC office locations. From the beginning, we have offered services to the multiemployer benefit plan industry. Many of the multiemployer plans operating today were designed and established by us. We are familiar with the special challenges of Taft-Hartley plans and the collective bargaining process.
   
   We are proud of the long-term relationship we have with our clients. Many have been with us over 30 years, some for over 40 years. We are also proud of our staff which averages over 10 years of service with the company, and half average over 18 years. Our professional staff includes administrators, consultants, computer specialists, and accountants - many with advanced degrees and certifications.
   
   TIC is a long-time member of the International Foundation of Employee Benefit Plans and the Society of Professional Benefit Administrators. Our employees have, over the years, been directors and committee members of these organizations and have been speakers and authors for them on a wide range of employee benefit topics at educational seminars and programs they conduct around the country.
   
   Please visit our website at www.tici.com

   Copy this example

   

5. Post your job

   To find the right balance clerk for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with balance clerks they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit balance clerks who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your balance clerk job on Zippia to find and attract quality balance clerk candidates.
   • Use niche websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with balance clerk candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new balance clerk

   Once you've selected the best balance clerk candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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