How to hire a credit union manager

How to hire a credit union manager, step by step

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

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1. Identify your hiring needs

   Before you start hiring a credit union manager, 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?

   Yes

   No

   Hiring the perfect credit union manager 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 shows salaries for various types of credit union managers.

   Type of Credit Union Manager	Description	Hourly rate
   Credit Union Manager	Financial managers are responsible for the financial health of an organization. They produce financial reports, direct investment activities, and develop strategies and plans for the long-term financial goals of their organization.	$49-111
   Finance Center Manager	The duties of a finance center manager depend on one's place or industry of employment. Typically, they are responsible for overseeing the operations of a financial center, ensuring everything is running smoothly... Show more	$15-50
   Finance Manager	A finance manager is responsible for monitoring the financial system of a company. Their tasks include handling their organization's financial status, generating cost estimates and budget goals, identifying business opportunities to increase revenues and profitability, improving financial strategies, reducing costs, analyzing account statements, processing invoice as needed, analyzing market trends, searching potential partnerships, and presenting reports... Show more	$34-69

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Member Service
   • Loan Applications
   • Financial Institutions
   • Cash Management
   • Credit Unions
   • Payroll
   • Financial Reports
   • Credit Card
   • ACH
   • Collection Policies
   • Balance Sheet
   • ATM
   • Fixed Assets
   • Bank Statements

   Check all skills

   Responsibilities:

   • Supervise staff of 20-30 credit professionals managing an $80 - $100 million A/R portfolio consistently exceeding aging goals.
   • Balance and keypunch payroll deductions.
   • Work with secure transactions, including UCC financing statements and security agreements.

3. Make a budget

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

   • Location. For example, credit union managers' average salary in hawaii is 35% less than in alaska.
   • Seniority. Entry-level credit union managers earn 56% less than senior-level credit union managers.
   • Certifications. A credit union manager 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 union manager's salary.

   Average credit union manager salary

   $154,238yearly

   $74.15 hourly rate

   ---

   Entry-level credit union manager salary

   $102,000 yearly salary

   Updated January 2, 2026

4. Writing a credit union manager job description

   A good credit union manager 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 union manager job description:

   Credit union manager job description example

   **Hilton San Francisco Union Square is hiring\! A Stewarding Manager** is a vital role in a hotel and directs utility stewards and dishwashers to transport and clean cooking utensils and service ware in order to provide cooks, buspersons and food servers with appropriate equipment\. This is the heart of the house in the hotel and one of the most important roles in regards ensuring the hotel runs smoothly\.
   **What will I be doing?**
   
   + Cleans physical surroundings and supervises and directs staff, including temporary personnel with the proper use of chemicals and trains staff on preventive maintenance programs on equipment and cleaning schedules on all back of the house areas in the kitchen\.
   + Ensures proper set up for all banquet functions on his/her shift and that all food and equipment on menus are delivered on time to all functions\.
   + Ensures compliance with health, safety, sanitation standards\. Involved with all health inspections and follow up regarding any shortcomings in back of the house areas\.
   + Interviews, trains, supervises, counsels, schedules, and evaluates staff \.
   + Attends BEO meetings, organizes team for execution of functions, ensures all inventories are done on a timely manner and all food and beverage outlets have their equipment to run their operations\.
   
   **What are we looking for?**
   
   Since being founded in 1919, Hilton has been a leader in the hospitality industry\. Today, Hilton remains a beacon of innovation, quality, and success\. This continued leadership is the result of our Team Members staying true to our Vision, Mission, and Values\. Specifically, we look for demonstration of these Values:
   
   + Hospitality \- We're passionate about delivering exceptional guest experiences\.
   + Integrity \- We do the right thing, all the time\.
   + Leadership \- We're leaders in our industry and in our communities\.
   + Teamwork \- We're team players in everything we do\.
   + Ownership \- We're the owners of our actions and decisions\.
   + Now \- We operate with a sense of urgency and discipline
   
   In addition, we look for the demonstration of the following key attributes:
   
   + Quality
   + Productivity
   + Dependability
   + Customer Focus
   + Adaptability
   
   **What will it be like to work for Hilton?**
   
   Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full\-service hotels and resorts to extended\-stay suites and mid\-priced hotels\. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value\. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands \(http://jobs\.hiltonworldwide\.com/our\-brands/index\.php\) \. Our vision "to fill the earth with the light and warmth of hospitality" unites us as a team to create remarkable hospitality experiences around the world every day\. And, our amazing Team Members are at the heart of it all\!
   
   **Job:** _Stewarding_
   
   **Title:** _Stewarding Manager \- Hilton San Francisco Union Square_
   
   **Location:** _null_
   
   
   **EOE/AA/Disabled/Veterans**

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting credit union managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 union manager

   Once you've selected the best credit union manager candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   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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