How to hire a drive-in teller

How to hire a drive-in teller, step by step

Here's a step-by-step drive-in teller hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a drive-in teller job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new drive-in teller
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a drive-in teller, 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

   A drive-in teller's background is also an important factor in determining whether they'll be a good fit for the position. For example, drives-in teller 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 presents drive-in teller salaries for various positions.

   Type of Drive-In Teller	Description	Hourly rate
   Drive-In Teller	Tellers are responsible for accurately processing routine transactions at a bank. These transactions include cashing checks, depositing money, and collecting loan payments.	$11-31
   Bank Representative	A bank representative works to assist clients, aiming to provide optimal banking services and build positive client relationships. Their duties include greeting and identifying the clients' needs, answering inquiries, giving clear instructions, and discussing banking terms... Show more	$13-19
   Teller Supervisor	A teller supervisor oversees tellers' performance in banks, ensuring that they provide quality service to clients. They are also responsible for assessing workforce performances, handling issues and concerns, delegating tasks, and even managing teller schedules... Show more	$11-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Cashier Checks
   • Cash Handling
   • Financial Transactions
   • Bank Products
   • Customer Transactions
   • Bonds
   • Foreign Currency
   • Customer Accounts
   • Credit Card Payments
   • Cash Drawers
   • BSA
   • Savings Bonds
   • Balance ATM

   Check all skills

   Responsibilities:

   • Calculate gross revenue by location and managing the data in AS400.
   • Provide additional products to customers, including money orders, cashier's checks, traveler's checks, and savings bonds.
   • Analyze customer's needs, determine appropriate products and services and uncover additional cross-selling opportunities with existing and prospective clients.
   • Perform banking transactions and clerical functions (signature cards, safe deposit boxes, savings bond applications).
   • Interpret and accurately process customer requests and transactions according to TCF guidelines.

3. Make a budget

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

   • Location. For example, drives-in teller' average salary in oklahoma is 51% less than in florida.
   • Seniority. Entry-level drives-in teller 64% less than senior-level drives-in teller.
   • Certifications. A drive-in teller 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 drive-in teller's salary.

   Average drive-in teller salary

   $40,018yearly

   $19.24 hourly rate

   ---

   Entry-level drive-in teller salary

   $24,000 yearly salary

   Updated January 24, 2026

4. Writing a drive-in teller job description

   A good drive-in teller 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 drive-in teller job description:

   Drive-in teller job description example

   About this role:
   
   Wells Fargo is seeking a Teller in Consumer and Small Business Banking, as part of Branch Banking. Learn more about our career areas and lines of business at wellsfargojobs.com.
   
   In this role you will:
   
   * Support customer engagement by processing teller transactions, sharing digital solutions, and making appropriate introductions to bankers
   
   * Complete operational activities while minimizing risks under established policies
   
   * Perform routine transactional, operational, and customer support tasks efficiently through knowledge of bank procedures and products, as well as partners across the organization
   
   * Receive direction from managers and exercises judgment within defined policies and procedures
   
   * Escalate questions and issues to more experienced roles
   
   * Interact with customers and individuals to demonstrate care, build relationships, and complete requested transactions
   
   * Identify information and services to meet customers financial needs
   
   Required Qualifications:
   
   * 1+ year of experience interacting with customers, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
   
   * Bilingual speaking and listening proficiency in Spanish/English
   
   Desired Qualifications:
   
   * Customer service focus with experience handling complex transactions across multiple systems
   
   * Ability to educate and connect customers to technology and share the value of mobile banking options
   
   * Ability to interact with integrity and professionalism with customers and team members
   
   * Experience working with others on a team to meet customer needs
   
   * Cash handling experience
   
   * Ability to follow policies, procedures, and regulations
   
   * Ability to identify potential fraud/risky accounts and take appropriate action to prevent loss
   
   * Well-organized, independent and able to prioritize in a fast-paced environment
   
   * Ability to exercise judgment, raise questions to management, and adhere to policy guidelines
   
   * Relevant military experience including working in personnel benefits management, processing military personnel orders or transitions, wartime readiness operations, human resources or military recruiting
   
   * Proficient with proactively sourcing, acquiring, building, and maintaining relationships with customers and colleague
   
   Job Expectations:
   
   * Ability to stand for extended periods of time
   
   * Ability to work weekends and holidays as needed or scheduled
   
   * This position is not eligible for Visa sponsorship
   
   * Must take and pass required language assessment
   
   Posting Location:
   
   * 2055 South Cobb Drive SE, Marietta, GA 30060
   
   We Value Diversity
   
   At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
   
   Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit's risk appetite and all risk and compliance program requirements.
   
   Candidates applying to job openings posted in US: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
   
   Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

   Copy this example

   

5. Post your job

   To find the right drive-in teller for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with drives-in teller they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit drives-in teller who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your drive-in teller job on Zippia to find and recruit drive-in teller candidates who meet your exact specifications.
   • Use field-specific websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Recruiting drives-in teller 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.

   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 drive-in teller

   Once you've decided on a perfect drive-in teller 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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