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How to hire a credit supervisor

Credit supervisor hiring summary. Here are some key points about hiring credit supervisors in the United States:

  • There are a total of 17,648 credit supervisors in the US, and there are currently 22,698 job openings in this field.
  • The median cost to hire a credit supervisor is $1,633.
  • Small businesses spend $1,105 per credit supervisor on training each year, while large companies spend $658.
  • It takes between 36 and 42 days to fill the average role in the US.
  • It takes approximately 12 weeks for a new employee to reach full productivity levels.
  • HR departments typically allocate 15% of their budget towards recruitment efforts.
  • Philadelphia, PA, has the highest demand for credit supervisors, with 3 job openings.

How to hire a credit supervisor, step by step

To hire a credit supervisor, you should clearly understand the skills and experience you are looking for in a candidate, and allocate a budget for the position. You will also need to post and promote the job opening to reach potential candidates. Here's a step-by-step guide on how to hire a credit supervisor:

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

    Before you start hiring a credit 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?

    You should also consider the ideal background you'd like them a credit supervisor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a credit supervisor that fits the bill.

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

    Type of Credit SupervisorDescriptionHourly rate
    Credit Supervisor$19-51
    Team Leader/SupervisorA team leader or supervisor is a professional who leads and supervises a workgroup's functionality through instructions and guidance in an organization. Team leaders provide support to staff members by way of coaching and skills development... Show more$15-37
    Contact Center SupervisorA contact center supervisor is responsible for monitoring the performance of contact center representatives, ensuring that they provide the best customer service by handling the customers' inquiries and concerns and resolving complaints timely and efficiently. Contact center supervisors train new representatives and coaching the team regularly to improve their customer service skills, identify areas of improvement, and develop strategic procedures to address those difficulties... Show more$11-35
  2. Create an ideal candidate profile

    Common skills:
    • Financial Statements
    • Customer Service
    • Customer Accounts
    • Credit Limits
    • Credit Worthiness
    • Credit Card
    • Credit Analysts
    • Past Due Accounts
    • Credit Risk
    • Credit Approval
    • Credit Policies
    • Direct Reports
    • Disciplinary Actions
    • Credit Reports
    Check all skills
    Responsibilities:
    • Assist with annual budget preparation and manage operating and payroll expenses to remain within budgetary guidelines.
    • Reduce DSO from 40 to 23 days by implementing weekly aging reviews and negotiating payment plans with delinquent customers.
    • Implement successful credit and collection practices resulting in measurable declines in calculate DSO.
    • Supervise staff of collections representatives responsible for reducing bad debt while also upholding company policies, and following strict legal regulations.
    • Develop and implement credit and collection polices and controls for Sarbanes-Oxley compliance for the entire corporation and publish across all divisions.
  3. Make a budget

    Including a salary range in your credit supervisor job description is a great way to entice the best and brightest candidates. A credit supervisor salary can vary based on several factors:
    • Location. For example, credit supervisors' average salary in mississippi is 46% less than in washington.
    • Seniority. Entry-level credit supervisors earn 63% less than senior-level credit supervisors.
    • Certifications. A credit 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 credit supervisor's salary.

    Average credit supervisor salary

    $65,916yearly

    $31.69 hourly rate

    Entry-level credit supervisor salary
    $40,000 yearly salary
    Updated December 21, 2025
  4. Writing a credit supervisor job description

    A job description for a credit supervisor role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a credit supervisor job description:

    Credit supervisor job description example

    American Heritage Credit Union, a $4 billion credit union, has an immediate opening for a

    Commercial Lending Credit Supervisor. This position will assist lead and manage Credit Analysts to ensure they are providing ultimate service to the members, employees, vendors, and clients of the Credit Union while maintaining accuracy and consistency. Responsible for the credit granting process, including assessing the creditworthiness of members, minimizing debt losses, investigating credit applications, managing corporate financing programs, and maintaining corporate credit policy.

    RESPONSIBILITIES INCLUDE:

    • Assist the Commercial Credit Lending Manager with overseeing the daily operations and staff of the credit function in the commercial lending department and establishing service and operating processes and procedures for the credit analyst team.
    • Maintain a highly motivated, well-trained staff and evaluate job performance in a timely manner to ensure quality of work and service to members and staff; Review and assign work to staff; Provide training and coaching to new and existing team members; Meet with staff regularly to review goals and develop and implement effective methods for performing their job duties
    • Ensure that the Credit Analysts maintain accuracy and consistency while spreading personal and business financial statements and tax returns.
    • Analyze business and personal cash flow.
    • Evaluate and interpret accounts receivable and payable aging reports.
    • Prepare collateral analyses.
    • Monitor and track compliance with loan covenants.
    • Supervise the commercial appraisal review process.
    • Assist with managing the construction lending process including evaluating draw requests, monitoring the construction loan portfolio, and maintaining the construction loan report.
    • Assist in the preparation of the NCUA and third-party exams; Interact directly with both federal and third-party examiners and auditors.
    • Assist in the preparation of department reports.
    • Supervise the environmental review process.
    • Review loan closing documentation such as title work, corporate documentation, property/flood searches, and insurance certificates to ensure accuracy and completeness.
    • Effectively interact with commercial lending processors, treasury/cash management, third-party partners and vendors such as Member Business Financial Services, LLC and maintain excellent rapport and communication.

    QUALIFICATIONS:

    • At least 5 to 8 years of similar or related experience in a financial institution.
    • Equivalent to a college degree (BS or BA in a relevant field).
    • Prior credit management/supervisory experience preferred.
    • Experience in the following preferred: Commercial credit analysis, business and personal credit report analysis, appraisal review, environmental review, construction lending, collateral analysis.
    • Meridian Link Experience preferred.

    Our commitment to your success is enhanced by our competitive rate commensurate with experience and an extensive benefits package including paid time off, health benefits, 401(k) with a generous escalating company match, and future growth opportunities within the company. We work to maintain the best possible professional and environmentally friendly atmosphere for our employees.


    To be considered, correspondence should include a resume listing job history and salary expectations. Please be advised that credit, criminal, employment, drug/alcohol testing and education background checks are conducted on potential candidates. All new hires are required to show proof of vaccination status against COVID-19 prior to employment with the Credit Union and/or its subsidiaries. Exemptions to this requirement will be considered on a case-by-case basis in accordance with applicable law. All resumes will be reviewed, but only competitive candidates will be contacted for further conversation.


    ** Come experience why American Heritage Credit Union is a award winner in the Philadelphia Business Journal Best Places to Work contest!! ** WE OFFER YOU THE RIGHT FINANCIAL SOLUTIONS BECAUSE YOU ARE FAMILY.


    EOE M/F/D/V

  5. Post your job

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

    To successfully recruit credit supervisors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

    It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

    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 supervisor

    Once you've found the credit 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.

    You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

    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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How much does it cost to hire a credit supervisor?

Hiring a credit supervisor comes with both the one-time cost per hire and ongoing costs. The cost of recruiting credit supervisors involves promoting the job and spending time conducting interviews. Ongoing costs include employee salary, training, benefits, insurance, and equipment. It is essential to consider the cost of credit supervisor recruiting as well the ongoing costs of maintaining the new employee.

Credit supervisors earn a median yearly salary is $65,916 a year in the US. However, if you're looking to find credit supervisors for hire on a contract or per-project basis, hourly rates typically range between $19 and $51.

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