How to hire a credit/collection supervisor

How to hire a credit/collection supervisor, step by step

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

What does a credit/collection supervisor do?

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1. Identify your hiring needs

   Before you post your credit/collection 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 credit/collection 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

   A credit/collection supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, credit/collection 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 shows salaries for various types of credit/collection supervisors.

   Type of Credit/Collection Supervisor	Description	Hourly rate
   Credit/Collection Supervisor		$21-44
   Account Supervisor	The primary job of accounting supervisors is to manage the daily operations of a company's accounting department. They are responsible for leading a team of accountants and overseeing the company's marketing strategies and campaigns... Show more	$30-53
   Office Supervisor	An office supervisor is responsible for overseeing the progress of the workflow and workforce in an office or similar setting, ensuring everything is running smoothly. Aside from this, they must also carry out other tasks such as processing paperwork, preparing reports and presentations, managing schedules, responding to inquiries, and handling correspondence... Show more	$14-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Collections
   • Customer Accounts
   • Customer Service
   • Financial Statements
   • Delinquent Accounts
   • Collection Agencies
   • Collection Efforts
   • Past Due Accounts
   • Strong Analytical
   • Credit Analysis
   • Process Improvement
   • DSO
   • Collection Process
   • Credit Risk

   Check all skills

   Responsibilities:

   • Assist with annual budget preparation and manage operating and payroll expenses to remain within budgetary guidelines.
   • Report to upper management on high risk / problem accounts, cash collection forecast, and DSO calculation.
   • Managed/Supervise a team of 10 commercial collectors to ensure a reduction of monthly goals to maintain a DSO below 30 days.
   • Supervise staff of collections representatives responsible for reducing bad debt while also upholding company policies, and following strict legal regulations.
   • Work with secure transactions, including UCC financing statements and security agreements.

   More credit/collection supervisor duties

3. Make a budget

   Including a salary range in the credit/collection supervisor job description is a good way to get more applicants. A credit/collection supervisor salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a credit/collection supervisor in Alaska may be lower than in Massachusetts, and an entry-level engineer typically earns less than a senior-level credit/collection supervisor. Additionally, a credit/collection supervisor with lots of experience in the field may command a higher salary as a result.

   Average credit/collection supervisor salary

   $64,497yearly

   $31.01 hourly rate

   ---

   Entry-level credit/collection supervisor salary

   $45,000 yearly salary

   Updated December 23, 2025

   Average credit/collection supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Maryland	$75,258	$36
   2	Minnesota	$73,525	$35
   3	New York	$73,145	$35
   4	Hawaii	$73,076	$35
   5	Illinois	$70,567	$34
   6	California	$68,724	$33
   7	Pennsylvania	$66,603	$32
   8	Nevada	$65,309	$31
   9	Texas	$65,040	$31
   10	Ohio	$64,749	$31
   11	North Carolina	$63,238	$30
   12	Florida	$58,430	$28

   Average credit/collection supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Republic Services	$71,233	$34.25	3
   2	HD Supply	$69,782	$33.55
   3	Transcat	$67,301	$32.36
   4	Robert Half	$63,772	$30.66	61
   5	Carolina Handling	$63,615	$30.58
   6	Carnes	$58,936	$28.33
   7	School Specialty	$57,203	$27.50
   8	Sunrun	$56,142	$26.99	1
   9	Music & Arts	$45,141	$21.70

4. Writing a credit/collection supervisor job description

   A good credit/collection 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 credit/collection supervisor job description:

   Credit/collection supervisor job description example

   Check out this video and find out why our team loves to work here!
   Supervise the successful day-to-day operations of a team of credit and collections representatives. Engage in effective two-way feedback to build a high performance, action-oriented, low-income program and non-hardship collections-focused culture. Lead by example and manage change effectively, quickly, and collaboratively. Plan, coordinate and supervise the work within the Credit and Collections area for assigned teams. Participate in development of departmental goals/metrics and on cross functional teams. Adhere to, assist, and help develop, recommend, and implement credit and collections policies and procedures.
   
   Essential Functions:
   In addition to supervising the day-to-day operations of a team, will perform a variety of customer service-related activities including, but not limited to, inbound calls, billing and accounting, credit and collection, dispatching, etc.Works collaboratively with peers in the dept, provides supervisory coverage of other teams as required, and assists in the development of department goals.Communicates goals and results to staff and recommends action as required to improve performance.Observes, evaluates, and coaches employee performance and provides formal oral and written feedback.Provides guidance to staff on strategic direction and their role in the organization. Mentors, develops and provides career counseling to assigned staff.Responsible for preparing schedules, coordinating, assigning, and reviewing work of employees during normal and emergency conditions.Participates in special projects and benchmarking studies; resolves escalated calls and written complaints from customers;Prepares and analyzes reports on department performance and recommends changes in methods and procedures to enhance operations.Engages in activities that drive Eversource towards our strategic vision and motivates others to perform at the equivalent level.Will be the vehicle for two-way communication for delivering the Company and department strategies and goals and to also be an effective listener for employee's feedback and concerns.Responsible for the continuous improvement of business practices and policies to enhance collections and customer satisfaction while maintaining compliance with regulations and Company policies.Interprets and ensures compliance with union contract language, as needed.Handles escalated calls from customers, often involving complex and challenging situations, and resolves them to the customer's satisfaction, while adhering to all Company and regulatory policies and procedures.Works collaboratively with team to analyze escalation trends, perform root cause analyses, and evaluate customer feedback to improve Credit and Collections system and processes.Monitors Legal Collection Agencies, Community Action Agencies and Collection vendor performance, inquiries, and correspondence, as necessary and as applicable.Responds to subpoenas, social media/executive inquiries, testifies in Court and Regulatory Authority as required.Provides subject matter expertise for low-income programs and protections Supports regulatory inquiries and proceedings Presents operational and/or analytical data to large groups and senior management.
   
   Requirements:
   Bachelor's degree in Business Administration, accounting, economics, liberal arts or social sciences or comparable field of study, or the equivalent in combined experience and education. Minimum of Five (5) years of direct customer service activity with demonstrated knowledge of utility regulations, statutes and practices; customer service systems - policies and practices; and credit and collection systems - policies and practices.Previous supervisory or lead experience with demonstrated ability to effectively lead large groups of employees, train and coach personnel in customer service, and communicate policies and procedures. Ability to learn and maneuver effectively and efficiently through additional systems as trained (e.g. workforce management system, customer system) Engages in organizational challenges and perseveres until results are achieved Creates a high level of team motivation and urgency that is sustainable for employee retention Establishes instant rapport and instills trust and credibility Demonstrated ability to engage and connect with employees and engage in collaborative work Proactive, can do approach, strives for success and keeps people informed of progress. Leads collaboratively, within and across teams, with information sharing, facilitation skills, joint decision making, and skilled conversations about accountability. Works with and keeps a positive, supportive attitude towards the Company, job, customers and co-workers Identifies and analyzes problems quickly, develops options and solutions independently and as part of a team. Makes decisions effectively and appropriately while empowering employees to make decisions appropriately. Provides leadership in determining and monitoring key metrics for use in measuring the efficiencies, effectiveness, profitability and improvement in assigned business unit operations. Demonstrates flexibility with work schedule; can respond quickly and efficiently to meet deadlines Excellent verbal and written communication skills Must be available to work emergency storm assignment as required.
   
   Worker Type:
   Regular
   Number of Openings:
   1
   EEO Statement
   
   Eversource Energy is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.
   
   VEVRRA Federal Contractor
   Vaccination Information:
   
   Eversource requires all new employees to be fully vaccinated for COVID-19 by their first day of employment. If you have any concerns regarding compliance with this requirement, you will need to discuss your concerns with Eversource's HR department after you have been made a conditional offer of employment. Eversource does not require applicants to discuss vaccination status prior to receipt of a conditional offer of employment and complies with all applicable laws.
   Emergency Response:
   
   Responding to emergency situations to meet customers' needs is part of every employee's role. If employed, you will be given an Emergency Restoration assignment. This means you may be called to assist during an emergency outside of your normal responsibilities, work hours and location.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right credit/collection 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 credit/collection supervisor job on Zippia to find and recruit credit/collection supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit credit/collection 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 credit/collection supervisor

   Once you've found the credit/collection 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new credit/collection 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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