How to hire a caller

How to hire a caller, step by step

Here's a step-by-step caller hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a caller, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A caller's background is also an important factor in determining whether they'll be a good fit for the position. For example, callers 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.

   This list shows salaries for various types of callers.

   Type of Caller	Description	Hourly rate
   Caller		$9-54
   Laboratory Courier	A laboratory courier is responsible for transporting laboratory specimens, equipment, supplies, and pertinent documents in a clinic or a hospital. They need to ensure that packages will be delivered on schedule... Show more	$14-30
   Messenger	A messenger takes messages, packages, and other items to requested addresses. The mode of transport used to perform deliveries varies for each messenger... Show more	$9-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Outbound Calls
   • Customer Service
   • Cold Calls
   • Fundraise
   • Financial Support
   • Computer System
   • Fine Arts
   • Computer Software
   • Inbound Calls
   • Student Scholarships
   • Financial Aid
   • Alumni Relations
   • Telephone Calls
   • Non-Profit Organization

   Check all skills

   Responsibilities:

   • Maintain hours of on duty engineers and conductors and their hours of rest on excel spreadsheet per FRA requirements.
   • Act as SME (subject matter expert).
   • Maintain train schedules for engineer and conductors.
   • Prepare FRA paper for crews going on duty.
   • Collect on-boarding and HIPAA policy paperwork for all employees.
   • Attend ongoing classes to keep certification current for the EMT field.

3. Make a budget

   Including a salary range in your caller job description is a great way to entice the best and brightest candidates. A caller salary can vary based on several factors:

   • Location. For example, callers' average salary in idaho is 54% less than in alaska.
   • Seniority. Entry-level callers earn 83% less than senior-level callers.
   • Certifications. A caller with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a caller's salary.

   Average caller salary

   $47,798yearly

   $22.98 hourly rate

   ---

   Entry-level caller salary

   $19,000 yearly salary

   Updated December 14, 2025

4. Writing a caller job description

   A caller 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 caller job description:

   Caller job description example

   We're seeking experienced talent across multiple functions (Client Service, Client Onboarding & Implementation, Middle Office, Trading Services, Consulting and Product Management) for BNY Mellon | Pershing! Submit your information and our Experienced Talent Recruitment Team will review your resume. If your experience aligns with our opportunities, we'll contact you to discuss the next step in your career journey.
   Bring your ideas. Make history.
   
   BNY Mellon | Pershing offers an exciting array of future-forward careers at the intersection of business, finance and technology. We are one of the world's top asset management and banking firms that manages trillions of dollars in assets, custody and/or administration. Known as the "bank of banks" - 97% of the world's top banks work with us as we lead and serve our customers into the new era of digital.
   
   With over 238 years of rich history and industry firsts, BNY Mellon has been built upon our proven ability to evolve, lead and drive new ideas at every turn. Today, we're more than 50k+ employees across 35 countries with a culture that empowers you to grow, take risks, experiment and be yourself. This is what #LifeAtBNYMellon is all about.
   
   At BNY Mellon | Pershing, our inclusive culture speaks for itself. Here's a few of our awards:
   
   * Fortune World's Most Admired Companies & Top 20 for Diversity and Inclusion
   * Bloomberg's Gender Equality Index (GEI)
   * Human Rights Campaign Foundation, 100% score Corporate Equality Index
   * 100 Best Workplaces for Innovators, Fast Company
   * Best Places to Work for Disability Inclusion, Disability: IN - 100% score
   * CDP's Climate Change 'A List'
   
   Our Benefits:
   
   BNY Mellon | Pershing offers a highly competitive benefit program rooted in its pay-for-performance philosophy. We periodically review and modify direction to align with the market, and recently increased our minimum hourly salary rate for employees based in the U.S. Additionally, the firm has debuted a new paid leave program for caregivers and has increased its 401(k) contributions.
   
   DIVERSITY/EEO STATEMENT - COUNTRY SPECIFIC
   
   BNY Mellon | Pershing is an Equal Employment Opportunity/Affirmative Action Employer. Underrepresented racial and ethnic groups/Females/Individuals with Disabilities/Protected Veterans. Our ambition is to build the best global team - one that is representative and inclusive of the diverse talent, clients and communities we work with and serve - and to empower our team to do their best work. We support wellbeing and a balanced life, and offer a range of family-friendly, inclusive employment policies and employee forums. BNY Mellon boasts world-class benefits including, Medical, Dental, Vision, 401K match (7%!), Employee Stock purchase plan, Health Savings Accounts, Life Insurance, Vacation, and so much more!
   
   BNY Mellon is an Equal Employment Opportunity/Affirmative Action Employer. Minorities/Females/Individuals With Disabilities/Protected Veterans.
   
   Our ambition is to build the best global team - one that is representative and inclusive of the diverse talent, clients and communities we work with and serve - and to empower our team to do their best work. We support wellbeing and a balanced life, and offer a range of family-friendly, inclusive employment policies and employee forums.

   Copy this example

   

5. Post your job

   To find callers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any callers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level callers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your caller job on Zippia to find and recruit caller candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with caller 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 caller

   Once you've found the caller candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   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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