How to hire a credit processor

How to hire a credit processor, step by step

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

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1. Identify your hiring needs

   Before you post your credit processor 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 processor 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 processor's background is also an important factor in determining whether they'll be a good fit for the position. For example, credit processors 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.

   The following list breaks down different types of credit processors and their corresponding salaries.

   Type of Credit Processor	Description	Hourly rate
   Credit Processor	Financial clerks do administrative work for many types of organizations. They keep records, help customers, and carry out financial transactions.	$12-18
   Credit Investigator	A credit investigator investigates credit or loan applications to determine if applicants can uphold financial obligations, thus helping companies decide which applications to approve. They gather and evaluate documents, conduct research and analyses, study financial histories and credit reports, and calculate loan-to-income ratios... Show more	$12-20
   Processor	Processors are employees who deal with clients and ensure that the clients' requests are provided. Processors usually handle loans or any other related claims... Show more	$11-19

2. Create an ideal candidate profile

   Common skills:

   • Data Entry
   • Customer Service
   • Financial Statements
   • Credit Card Processing
   • Credit Card Payments
   • Credit Bureaus
   • Tax Returns
   • Customer Accounts
   • Federal Regulations
   • Experian
   • Inbound Calls
   • Customer Inquiries
   • Bureau Reports
   • Outbound Calls

   Check all skills

   Responsibilities:

   • Manage accounting operations, accounting close, account reporting and reconciliations.
   • Obtain credit reports, run background checks
   • Review specific lender guidelines for conventional, FHA and VA refinance/purchase transactions.
   • Analyze personal credit reports and Dunn & Bradstreet business credit reports.
   • Review closing agents' packages after closing, wire funds and review HUD-1 documents.
   • Verify all documentation meets FHA guidelines and regulations.

3. Make a budget

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

   • Location. For example, credit processors' average salary in florida is 30% less than in california.
   • Seniority. Entry-level credit processors earn 32% less than senior-level credit processors.
   • Certifications. A credit processor 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 credit processor's salary.

   Average credit processor salary

   $15.33hourly

   $31,890 yearly

   ---

   Entry-level credit processor salary

   $26,000 yearly salary

   Updated December 20, 2025

4. Writing a credit processor job description

   A credit processor 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 credit processor job description:

   Credit processor job description example

   Here, we believe there's not one path to success, we believe in careers that grow with you. Whoever you are or wherever you come from in the world, there's a place for you at Sherwin-Williams. We provide you with the opportunity to explore your curiosity and drive us forward. We'll give you the space to share your strengths and we want you to show us what you can do. You can innovate, grow and discover in a place where you can thrive and Let Your Colors Show!
   
   Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics. All qualified individuals are encouraged to apply, including individuals with disabilities and Protected Veterans.
   SUMMARY OF POSITION:
   
   This position is responsible for maintaining and participating in the Accounts Receivable functions of the District Credit Office of Sherwin-Williams paint store customers. It will also obtain credit reporting agency information, maintenance of customer credit documentation filing and report distribution to store locations. This role will also respond to all incoming telephone calls and properly direct messages, handle telephone balance inquiry from stores and other related accounts receivable phone inquiries as needed.
   
   BASIC QUALIFICATIONS:
   Must be legally authorized to work in country of employment without sponsorship for employment visa status. Must be able to operate a computer and communicate via the telephone. Must be at least 18 years of age.
   MINIMUM REQUIREMENTS:
   High School diploma or comparable certification (e.g. GED).
   PREFERRED QUALIFICATIONS:
   Prefer experience in Credit, Accounting or Customer Service experience. Prefer some college courses in Business or Accounting. Personal computer experience desirable as this position will enter customer account credit information into the computerized accounts receivable database. Excellent customer service skills. Ability to effectively interact with management staff as well as Credit reporting agencies, banks, and various other financial institutions.
   
   Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. All qualified candidates will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information, creed, marital status or any other consideration prohibited by law or by contract.
   
   As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.

   Copy this example

   

5. Post your job

   To find credit processors 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 credit processors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level credit processors 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 credit processor job on Zippia to find and recruit credit processor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with credit processor 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 credit processor

   Once you've decided on a perfect credit processor 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 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.

   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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