How to hire a bsa officer

How to hire a bsa officer, step by step

Here's a step-by-step bsa officer hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the bsa officer you need to hire. Certain bsa officer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A bsa officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, bsa officers 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 bsa officer salaries for various roles:

   Type of BSA Officer	Description	Hourly rate
   BSA Officer		$30-68
   Manager, Quality Management, Corporate Compliance	Depending on the industry, there are a lot of functions you need to comply with if you want to become a manager of quality management and corporate compliance. Commonly seen in banks, manufacturing, processing, automotive, and textile companies, this job position is responsible for monitoring, implementing, and oversees the quality of a product... Show more	$35-71
   Compliance Analyst	A compliance analyst is in charge of ensuring that every operation and aspect in a company or facility adheres to the laws and regulations. They are also responsible for conducting regular inspections and assessments, producing reports and presentations, disseminating necessary information and reminders, researching existing policies and laws related to the industry, and remaining updated with new regulations... Show more	$18-41

   Show more

2. Create an ideal candidate profile

   Common skills:

   • BSA
   • Aml
   • OFAC
   • Secrecy
   • Risk Assessments
   • Anti-Money Laundering
   • Compliance Program
   • SAR
   • CTRS
   • CIP
   • External Audits
   • Transaction Reports
   • Bank Policies
   • FinCEN

   Check all skills

   Responsibilities:

   • Lead weekly SAR and escalation meetings, which are designed to bring potential risk issues to the attention of Sr. Management.
   • Participate in OCC exam preparation and review including research and presentation of documentation to achieve compliance with federal examiner requests.
   • Assist in revision of bank's AML compliance program.
   • Review verified CTRs prior to batch filing to FinCEN.
   • Provide best practices regarding CRA disclosures.
   • Revise daily currency logs reports and submit CTRs.

3. Make a budget

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

   • Location. For example, bsa officers' average salary in hawaii is 52% less than in new jersey.
   • Seniority. Entry-level bsa officers 56% less than senior-level bsa officers.
   • Certifications. A bsa officer 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 bsa officer's salary.

   Average bsa officer salary

   $95,310yearly

   $45.82 hourly rate

   ---

   Entry-level bsa officer salary

   $63,000 yearly salary

   Updated December 15, 2025

4. Writing a bsa officer job description

   A bsa officer 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. Below, you can find an example of a bsa officer job description:

   Bsa officer job description example

   National Bank of Coxsackie has an exciting opportunity for an experienced BSA (Bank Secrecy Act) Officer to manage all aspects of the Bank's BSA Compliance Program. The BSA Officer would ensure that National Bank of Coxsackie is in compliance with all applicable regulatory requirements and that employees are in adherence with internal policies and procedures. This position requires extreme attention to detail plus the ability to interpret and understand banking laws and regulations.
   Job Expectations:
   
   Responsible for administering, maintaining, coordinating and monitoring the Bank's day-to-day compliance with BSA/AML/OFAC/FinCEN/USA Patriot Act, and related laws, regulations, policies, programs, initiatives, rules and reporting requirements.
   Responsible for managing, administering, and enhancing all aspects of the BSA/AML/OFAC monitoring systems, including making sure that appropriate parameters are in place to identify suspicious activity. Monitoring systems include both system reporting and automated account monitoring software.
   Ensure that all required regulatory reporting is conducted in a timely, accurate, complete and compliant manner, including but not limited to the timely and properly completed submissions of Suspicious Activity Reports (SARs) and Currency Transaction Reports (CTRs) to FinCEN as well as FinCEN 314(a) and 314(b) procedures and reporting.
   Responsible for responding to exam and audit findings, and overseeing the corrective action of any related compliance deficiencies or violations.
   Responsible for maintaining and updating the BSA/AML/OFAC policies and procedures as needed.
   Conduct BSA/AML/OFAC risk assessments annually or as needed with consideration to products, services, customers, and geographies that may present BSA/AML/OFAC related risk; and collect and report annually.
   Supervise the duties and development/coaching of the BSA Analyst.
   Develop proficiency in duties expected of BSA Analyst including daily review of BSA related reports, and CIP program.
   Be available to review and assist in the preparation of CTRs when needed.
   Performs various other duties as assigned.
   
   Necessary Skill Sets:
   
   Bachelor's Degree in Business or Finance
   CAMS (Certified Anti-Money Laundering Specialist) Certification
   Experience working in a fast-paced and dynamic environment
   Self-motivated with strong leadership abilities
   Strong investigative and communication skills
   Ability to identify emerging risks and develop strategies to address
   Ability to read and understand technical and legal language
   Ability to multi-task
   Strong organization skills
   Confidentiality and sound business judgement

   Copy this example

   

5. Post your job

   To find the right bsa officer 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 bsa officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit bsa officers 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 bsa officer job on Zippia to find and recruit bsa officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting bsa officers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 bsa officer

   Once you've decided on a perfect bsa officer candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new bsa officer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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