How to hire a counter supervisor

How to hire a counter supervisor, step by step

Here's a step-by-step counter 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 counter supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new counter supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your counter supervisor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a counter supervisor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect counter supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents counter supervisor salaries for various positions.

   Type of Counter Supervisor	Description	Hourly rate
   Counter Supervisor		$13-31
   Part-Time Key Manager	A part-time key manager is a senior manager employed to work part-time. Key managers are hired for their expertise and experience for business development and growth to increase revenues, production, and profits... Show more	$22-54
   Night Shift Manager	A night shift manager is an executive professional who is responsible for supervising night shift production to ensure that optimal customer services and cost objectives are met. Night shift managers must ensure that federal safety standards and environmental disposal protocols are followed by their employees... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Cycle Counts
   • Internal Controls
   • Sales Floor
   • Inventory Control
   • Customer Complaints
   • Customer Orders
   • Table Games
   • Payroll
   • Retail Sales
   • Customer Inquiries
   • Soft Count
   • Slot Machines
   • Casino Floor

   Check all skills

   Responsibilities:

   • Carry out administrative functions including tracking ordering and managing inventory, and support the manager in monitoring store security and cleanliness.
   • Cash handling and POS knowledge.
   • Operate POS system and cash handling.
   • Aggregate, analyze and organize information from QC reports into a department-wide WIKI to facilitate information sharing and best practice utilization.
   • Involve in writing SQL programming for implementing store procedures.
   • Maintain current and complete service records and reports on schedule and in accordance with Medicaid guidelines.

3. Make a budget

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

   • Location. For example, counter supervisors' average salary in indiana is 41% less than in connecticut.
   • Seniority. Entry-level counter supervisors 57% less than senior-level counter supervisors.
   • Certifications. A counter supervisor 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 counter supervisor's salary.

   Average counter supervisor salary

   $43,005yearly

   $20.68 hourly rate

   ---

   Entry-level counter supervisor salary

   $28,000 yearly salary

   Updated December 21, 2025

4. Writing a counter supervisor job description

   A counter supervisor 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 counter supervisor job description:

   Counter supervisor job description example

   Reporting to the GSC Manager, the Count Room Supervisor manages the day-to-day operation and personnel of the Count Room.
   DIRECTLY SUPERVISES:
   
   Count Room Lead
   
   Count Room Representative
   
   KEY JOB FUNCTIONS :
   
   Assures customer service standards are exceeded at all times and all count room personnel are committed to excellence in the performance of their assigned duties. Delegates daily job assignments to Count Room employees. Supervises the preparation of the Slot Cash Storage Box Report and the Master Game Report and supporting documentation. Orders and maintains inventory of operating supplies. Recommends training as necessary for Count Room representatives in both customer service and technical areas. Ensures key control procedures are adhered to at all times. Maintains compliance with the casino control commission regulations and company policies and procedures. Assures each count team and drop pick-up team is appropriately staffed and the drop is collected and counted in the most efficient manner or the cash box and drop box pick-up and count is conducted in the most efficient manner. Conduct Performance Reviews in accordance with policies and procedures; provide feedback; coaching and development guidance as needed. Review, analyze and make recommendations with respect to wage increases; promotions; or demotions as needed. Respond to and handle employee complaints (grievances) in a timely and efficient manner. Responsible for planning, supervising and monitoring the work of the team members in assigned area(s). Weighs, counts, wraps and records slot drop according to procedure. Sorts, counts and records contents of table game drop boxes according to procedure. Verifies quantity against records. Transfers coin from count room to coin storage. Prepares bank deposits of coin. Wraps bank purchases of coin. Responsible for general upkeep of count room. Repairs and maintains count room equipment. Always presents oneself as a credit to Harrah's and encourages others to do the same. Meets the attendance guidelines of the job and adheres to regulatory, departmental and company policies.
   
   EDUCATION and/or EXPERIENCE:
   
   High school diploma or equivalent required. A minimum of three to five years Count Room experience preferred. A minimum of two years supervisory/management experience required.
   
   QUALIFICATIONS:
   
   Proficiency in Microsoft Office products. Must be able to perform basic math calculations. Must possess excellent interpersonal skills, verbal and written communication skills and be a team player. Adding machine, computer terminal operation and currency counting machine skills required. Prior money handling and coin room experience preferred (bank, casino, sales, etc.). Must be able to read, write, speak and understand English. Basic mechanical repair ability preferred
   
   WORK ENVIRONMENT :
   
   Must be able to work independently. Must be able to sit, stand or walk for long periods of time. Able to correspond via telephone and electronic mail. Must be fluent and literate in English. Must be able to respond calmly and make rational decisions, when handling guest and employee conflicts. Must be able to maneuver throughout all areas of the property, and floor to floor via stairways (minimum of 20 steps) or by escalator. Must be able to lift, carry and push between 40 and 60 pounds; and push/pull 2,000 pounds with assistance. Responds to visual and aural cues. Must have the manual dexterity to operate a computer and other necessary office equipment. Must be able to operate various tools and equipment. Must be able to tolerate areas containing second hand smoke, dust, loud noises and bright lights. Must be able to work varied shifts, weekends and holidays as needed.
   
   At Caesars Entertainment, Inc., our Team Members create the extraordinary. We are the largest casino-entertainment company in the U.S. and one of the world's most diversified casino-entertainment providers. Since beginning in Reno, Nevada, in 1937, Caesars Entertainment has grown through the development of new resorts, expansions and acquisitions. Our resorts operate primarily under the Caesars , Harrah's , Horseshoe and Eldorado brand names. We focus on building loyalty and value with our guests through a combination of impeccable service, operational excellence and technological leadership. The company is committed to its Team Members, suppliers, communities and the environment through its PEOPLE PLANET PLAY framework.
   
   Our Caesars family is driven by our Mission, Vision and Values. We take great pride in living these values - Together We Win, All In On Service and Blaze the Trail - every day. Our mission, "Create the Extraordinary". Our vision, "Create spectacular worlds. That immerse, inspire and connect you. We don't perform magic; we create it with excellence. #WeAreCaesars". If you are ready to create some magic, we invite you to explore our dynamic, yet unique, career opportunities.
   
   Reporting to the GSC Manager, the Count Room Supervisor manages the day-to-day operation and personnel of the Count Room.

   Copy this example

   

5. Post your job

   There are a few common ways to find counter supervisors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your counter supervisor job on Zippia to find and recruit counter supervisor candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit counter supervisors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 counter supervisor

   Once you've found the counter supervisor 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.

   After that, you can create an onboarding schedule for a new counter supervisor. 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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