How to hire a coding clerks supervisor

How to hire a coding clerks supervisor, step by step

Here's a step-by-step coding clerks supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a coding clerks supervisor, 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 coding clerks supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, coding clerks supervisors 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 presents coding clerks supervisor salaries for various positions.

   Type of Coding Clerks Supervisor	Description	Hourly rate
   Coding Clerks Supervisor		$21-40
   Supervisor, Patient Access	A patient access supervisor is a professional who is responsible for supervising a health facility's patient registration, inpatient and outpatient, the financial counseling division, central scheduling, and the PBX department. Patient access supervisors must ensure that high-quality service for patients is achieved as well as the accuracy of information... Show more	$14-32
   Staff Supervisor	A staff supervisor is responsible for supervising staff and organizing work procedures. Their main duty is to monitor staff... Show more	$16-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Coders
   • ICD-10
   • Epic
   • Revenue Cycle
   • HIPAA
   • Clinical Documentation
   • CPT-4
   • DRG
   • Data Entry
   • Performance Evaluations
   • APC
   • Surgery
   • ICD-9-CM
   • EMR

   Check all skills

   Responsibilities:

   • Manage departmental production expectations, including DNFB reporting, denials management, and A/R revenue days.
   • Code all medical records using ICD-9-CM and CPT-4 coding systems.
   • Validate accuracy in the assignment of ICD-9-CM and CPT-4 coding.
   • Code inpatient, outpatient, same day surgery, interventional radiology, and rehabilitation charts.
   • Demonstrate EMR to visiting hospital HIM/IS managers.
   • Investigate aging accounts on the DNFB report.

3. Make a budget

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

   • Location. For example, coding clerks supervisors' average salary in mississippi is 44% less than in new york.
   • Seniority. Entry-level coding clerks supervisors earn 48% less than senior-level coding clerks supervisors.
   • Certifications. A coding clerks supervisor 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 coding clerks supervisor's salary.

   Average coding clerks supervisor salary

   $61,033yearly

   $29.34 hourly rate

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   Entry-level coding clerks supervisor salary

   $44,000 yearly salary

   Updated January 22, 2026

4. Writing a coding clerks supervisor job description

   A good coding clerks supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a coding clerks supervisor job description:

   Coding clerks supervisor job description example

   Employment Type: Full Time
   Benefits: M/D/V, Life Ins., 401(k)
   
   Norfolk, Virginia
   
   JOB SCOPE: Supervises the day-to-day revenue cycle operations in order to maximize the collection of medical services payments and reimbursements from patients, insurance carriers, financial aid, and guarantors. Supports and adheres to the US Oncology Compliance Program, to include Code of Ethics and Business Standards, and US Oncology's Shared Values.
   
   The US Oncology Network is a thriving organization that fosters forward-thinking, advancement opportunities, and an inspired work environment. We continuously look for top talent who will continue to propel our organization in the right direction and celebrate new successes! Come join our team in the fight against cancer!
   
   About US Oncology
   The US Oncology Network is one of the nation's largest networks of community-based oncology physicians dedicated to advancing cancer care in America. The US Oncology Network is supported by McKesson Corporation focused on empowering a vibrant and sustainable community patient care delivery system to advance the science, technology, and quality of care. For more information, visit www.usoncology.com. We extend an extremely competitive offering of benefits to employees, including Medical Health Care, Dental Care, Vision Plan, 401-K with a matching component, Life Insurance, Short-term and Long-term disability, and Wellness & Perks Programs.
   
   Responsibilities
   
   ESSENTIAL DUTIES AND RESPONSIBILITIES:
   Supervises the daily business functions of the patient visit from point of entry to accurate adjudication of the patients' accounts. Scope of responsibilities includes appointment scheduling, insurance eligibility processes; charge processing; claim submission and processing; payment processing; collections and accounts receivable management; denial management; reporting of results and analysis; concurrent and retrospective auditing; proper coding; credentialing; customer services relative to revenue cycle; training and development relative to revenue cycle; analytics, and all other revenue cycle management activities. Resolves escalated and unique revenue cycle issues. Responsible for quality work, meeting deadlines, and adherence to the Practices Standard Operating Procedures (SOPs); regularly audits staffs work to ensure compliance. Monthly, prepares revenue cycle financial analysis, including aged accounts. Monitors and assesses business metrics to refine processes and improve efficiencies. Guide's individuals and teams toward priorities; clarifies roles and responsibilities of others; coordinates resources to meet objectives. Cascades goals down to staff's annual objectives. Champions new initiatives: acts as a catalyst of change and stimulates others to change; paves the way for needed changes; manages implementation effectively. Steps forward to address difficult issues; puts self on the line to deal with important problems; takes ownership and accountability. Develops, implements, and maintains the Practice's revenue cycle training materials. Conducts training of SOPs, systems, metrics, government regulations, etc. Responsible for the overall coordination of front office duties to include scheduling, check-in, and co-pay/co-insurance collection. Attracts high caliber people, accurately assesses strengths and development needs of employees; provides timely, specific feedback and helpful coaching; provides challenging assignments and opportunities for development. Responsible for interviewing, recommending hires, assessing performance, recommending salary changes, and progressive discipline. Enforces adherence to the Practice's and US Oncology policies. Other duties as requested or assigned.
   Qualifications
   
   MINIMUM QUALIFICATIONS:
   Associates degree in Finance, Business or equivalent OR four years revenue cycle experience required. At least four (4) years of medical revenue cycle work experience required with a consistent track record of achieving metrics. Two years' experience managing, delegating, and following up on work priorities of others is strongly desired. CPC- Required Individual must have strong knowledge of medical insurance billing and collections with CPT, ICD10, and HCPC coding and medical terminology, as well as an overall understanding of managed care products (HMO, PPO, etc.). Proficiency in Microsoft Office (Outlook, Excel, Word, and PowerPoint).

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right coding clerks supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with coding clerks supervisor 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 coding clerks supervisor

   Once you've decided on a perfect coding clerks supervisor 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.

   Once that's done, you can draft an onboarding schedule for the new coding clerks supervisor. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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