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Job outlook for collections/account managers in the United States
Collections/account manager job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected collections/account manager job growth rate is 17% from 2018-2028.
About 123,100 new jobs for collections/account managers are projected over the next decade.
Collections/account manager salaries have increased 10% for collections/account managers in the last 5 years.
There are over 17,468 collections/account managers currently employed in the United States.
There are 114,936 active collections/account manager job openings in the US.
The average collections/account manager salary is $48,753.
Are collections/account manager jobs in demand?
Collections/account manager job and salary trends over time
Collections/account manager jobs over time
Collections/account manager job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 17,468 | 0.01% |
| 2020 | 16,808 | 0.01% |
| 2019 | 16,894 | 0.01% |
| 2018 | 15,794 | 0.00% |
| 2017 | 14,905 | 0.00% |
Average collections/account manager salary over time
Collections/account manager salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $48,753 | $23.44 | +3.3% |
| 2025 | $47,194 | $22.69 | +1.5% |
| 2024 | $46,504 | $22.36 | +2.3% |
| 2023 | $45,446 | $21.85 | +2.7% |
| 2022 | $44,236 | $21.27 | +3.2% |
Collections/account manager jobs by state
Most common states for collections/account managers
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 421 | 61% |
| 2 | Minnesota | 5,576,606 | 1,488 | 27% |
| 3 | Delaware | 961,939 | 248 | 26% |
| 4 | Washington | 7,405,743 | 1,741 | 24% |
| 5 | Utah | 3,101,833 | 755 | 24% |
| 6 | Montana | 1,050,493 | 238 | 23% |
| 7 | Vermont | 623,657 | 143 | 23% |
| 8 | Maryland | 6,052,177 | 1,322 | 22% |
| 9 | Georgia | 10,429,379 | 2,225 | 21% |
| 10 | Virginia | 8,470,020 | 1,816 | 21% |
| 11 | Missouri | 6,113,532 | 1,282 | 21% |
| 12 | Connecticut | 3,588,184 | 749 | 21% |
| 13 | New Hampshire | 1,342,795 | 285 | 21% |
| 14 | Arizona | 7,016,270 | 1,423 | 20% |
| 15 | North Carolina | 10,273,419 | 1,901 | 19% |
| 16 | Massachusetts | 6,859,819 | 1,315 | 19% |
| 17 | Kansas | 2,913,123 | 565 | 19% |
| 18 | Rhode Island | 1,059,639 | 206 | 19% |
| 19 | North Dakota | 755,393 | 145 | 19% |
| 20 | Arkansas | 3,004,279 | 538 | 18% |
Most common cities for collections/account managers
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Hayward | 1 | 1% | $51,578 |
| 2 | Saint Cloud | 1 | 1% | $43,894 |
| 3 | Sioux City | 1 | 1% | $40,266 |
| 4 | Topeka | 1 | 1% | $47,655 |
| 5 | Aurora | 1 | 0% | $43,298 |
| 6 | Des Moines | 1 | 0% | $40,702 |
Collections/Account Manager job outlook: Expert opinions
Our panel of collections/account manager experts
DePaul University
Christopher Newport University
Red Rocks Community College
Will there be an enduring impact of the coronavirus pandemic on Collections/Account Managers?
Delvin Grant: Yes. I strongly believe coronavirus will have a lasting impact on new graduates. A increasing paradigm shift is taking place as we speak, as some IT-related jobs can be done remotely. I expect the shift to continue until a steady state condition is achieved, when companies feel they have the right mix of remote and face-to-face employment. Some companies may resist the trend, valuing face-to-face over remote working. Face-to-face satisfies a human need to socialize and, in some cultures, much business is done by face-to-face. There is evidence of a paradigm shift as many IT employees work remotely, due to the pandemic. Some companies have realized the shift is here to stay and others take a wait and see attitude. It is hard not to recognize the shift as there are cost saving from office rent, office space, heating, cooling, computing cost, travel costs, etc. The impact will vary by profession. IT and other professions are a natural fit for remote working while others are not. For example, a chemist working in a lab environment cannot work from home as his lab is the only place to mix and experiment with chemicals and chemistry.
Todd Lee Goen
Instructor & Internship DirectorChristopher Newport University
Department of Communication
What technical skills for a Collections/Account Manager stand out to employers?
Todd Lee Goen: Technical skills are often industry and/or position specific. Applicants should highlight any technical skills related to the position advertisement and those that add value to the position/organization. Most importantly, requirements for technical skills change with time and technological advances. This means employers value workers capable of adapting to change and continually improving and acquiring new technical skills. Thus, it's usually more important to demonstrate you are capable of learning and developing technical skills than it is to have a specific skill set upon hire (although this is not true for some positions/industries).
That said, technical skills related to online presentations, virtual meetings, virtual networking, remote working and the like are hot commodities right now. While most organizations were in the process of adopting many of these technologies and ways of doing business pre-pandemic, the pandemic accelerated the process. Organizations are making it work, but they often don't know best practices or the most efficient means of working in the largely virtual, pandemic environment. Post-pandemic, many of the remote/virtual changes the pandemic brought will stay in some form. Technical skills that support this type of workplace will make applicants stand out to many employers because they need/want to do virtual/remote business better.
What's a good job out of college for Collections/Account Managers?
Todd Lee Goen: Pandemic or no pandemic, the best job out of college is one that sets you on the path to achieve your ultimate career goal(s). Reflect on where you want to be in five or ten years or even twenty-five years. Then consider positions that will set you on the path to achieve that goal. Very few people land their dream job upon graduation - dream jobs are typically those we're not qualified to do without some additional work experience and training. A good job is one that will help you achieve your goal(s) - just don't frame it that way in the interview.
Good jobs pay a livable salary for the location, offer benefits (health insurance and retirement at minimum), and provide professional development opportunities (these can take a variety of forms). Too often, college grads overlook professional development. If an employer isn't willing to invest in you, there's no guarantee you will succeed in the job. Good employers understand they need qualified employees who continually develop their skills and abilities, and good employers will make sure employees have the resources they need to succeed.
Janet Tarase
Lead Accounting Faculty / Accounting Department ChairRed Rocks Community College
Accounting Department
What are the biggest trends we'll see in the Collections/Account Manager job market given the pandemic?
Janet Tarase: Even though over 7 million people are currently unemployed, employers still need individuals to maintain their operations. Human Resource departments are recruiting individuals through social media platforms. My daughter works in HR recruiting and they only use LinkedIn. Companies are using video or phone interviews to select candidates. Which means that potential candidates have to communicate effectively and make a good first impression quickly.
Employers will be looking for individuals that have proven communication, organizational and time management skills that are able to work independently since telecommuting will be continuing in the future. Applicants will also need to have technological and critical thinking skills to manage the challenges presented while working from home. Because of the pandemic and so many of us having to work from home, companies may broaden their recruiting geography to find the best candidates out of state or in different time zones. Finally, employees need to be flexible and resilient - you never know what the next job requirement will demand.