How to hire an income auditor

How to hire an income auditor, step by step

Here's a step-by-step income auditor hiring guide:

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

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1. Identify your hiring needs

   Before you post your income auditor 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 an income auditor 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

   An income auditor's background is also an important factor in determining whether they'll be a good fit for the position. For example, income auditors 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 income auditors and their corresponding salaries.

   Type of Income Auditor	Description	Hourly rate
   Income Auditor	Accountants and auditors prepare and examine financial records. They ensure that financial records are accurate and that taxes are paid properly and on time... Show more	$14-36
   Audit Internship	An audit intern is responsible for assisting the finance department in processing financial reports, analyzing account statements, releasing invoices, and conducting tax audits. Audit interns shadow tenured staff on the operation procedures to familiarize themselves with work processes... Show more	$15-34
   Auditor Supervisor	An auditor supervisor is a financial professional who manages a staff of audit professionals and controls consulting engagements that evaluate the management and operating practices of a corporate. This supervisor is required to supervise audit planning and fieldwork as well as communicates findings and recommendations to senior management... Show more	$28-55

   Show more

2. Create an ideal candidate profile

   Common skills:

   • General Ledger
   • Front Desk
   • Financial Reports
   • Payroll
   • Cash Handling
   • Reconciliations
   • Financial Transactions
   • POS
   • Income Audit
   • Credit Card Transactions
   • Hotel Revenue
   • Balance Sheet Accounts
   • Ledgers
   • Micros

   Check all skills

   Responsibilities:

   • Contribute by seamlessly managing A/R process for a month due to employee illness.
   • Report and disclose any variance on the POS's.
   • Prepare the daily food & beverage journals from POS system reports.
   • Process payroll and issue exception reports to department managers.
   • Transmit payroll information in a timely and efficient manner.
   • Reduce transaction time and improve Sarbanes-Oxley compliance by developing and implementing new, improve processes for identifying and eliminating obsolete inventory.

3. Make a budget

   Including a salary range in your income auditor job description is one of the best ways to attract top talent. An income auditor can vary based on:

   • Location. For example, income auditors' average salary in hawaii is 51% less than in district of columbia.
   • Seniority. Entry-level income auditors 61% less than senior-level income auditors.
   • Certifications. An income auditor 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 an income auditor's salary.

   Average income auditor salary

   $47,903yearly

   $23.03 hourly rate

   ---

   Entry-level income auditor salary

   $30,000 yearly salary

   Updated December 15, 2025

4. Writing an income auditor job description

   An income auditor 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 an income auditor job description:

   Income auditor job description example

   Harrah's New Orleans Casino & Hotel, a Caesars Entertainment company, earned recognition by The Time-Picayune and The New Orleans Advocate as one of the Top Workplaces for 2022 in the Greater New Orleans. As a destination property in the heart of the city, Harrah's New Orleans is looking for fun, professional, and responsible Krewe Members who love delivering extraordinary services to our guests. If you enjoy working in a fun and fast-paced environment, we may have a career opportunity for you!
   BENEFITS:
   
   Harrah's New Orleans is proud to offer our Krewe a professional, fun, and welcoming atmosphere. Our employees also enjoy exclusive benefits, such as:
   
   FREE Employee Parking Discounted Bus Passes Free Employee Assistance Program Caesars Employee Discount Program on Hotel Rooms Fun and Free Employee Events Competitive Health Benefits
   
   JOB SUMMARY: The Auditing Clerk performs the function of ensuring gaming revenues are accurately accounted for which includes entering data into a PC, recording, calculating and summarizing numbers and reviewing documents for proper completion. Performs variety of accounting, record keeping and clerical functions in the accounting department and provides efficient, timely customer service to both external and internal customers.
   
   ESSENTIAL JOB FUNCTION:
   
   Enters statistical information into the computer system, generating various reports for gaming and non-gaming Reviews, reconciles and verifies documents for proper completion Responds to customer inquiries (regarding credit card charges, W-2G information, etc. Communicates with affiliated departments on variances, statistics and exceptions to policies and procedures.
   
   QUALIFICATIONS:
   
   Must be at least 21 years old or older. High school graduate or equivalent required. Experience in gaming audit functions or operational areas preferred. A basic knowledge of internal control procedures of gaming operations preferred. Computer program skills preferred: Infinium, CMS (or similar casino system), SDS (Ballys Slot Data System). Proficiency with Microsoft Excel and Access database software preferred. Must possess strong Microsoft Excel skills. Applicant should be customer service oriented with good communication skills and present a well-groomed appearance. Must be able to get along well with co-workers and work as a team.
   
   Physical, Mental, And Environmental Demands:
   
   Able to work at a computer terminal throughout the assigned shift and sit for a long period. Able to bend, reach, carry, stand, maneuvers up and down stairs, and lift 20 pounds. Able to receive telephone calls regarding departmental questions. Able to maneuver to and from various departments for paperwork. Keep well- organized workstation. Able to read, write, speak, and understand English.
   
   GAMING PERMIT : NON-KEY
   
   At Caesars Entertainment, Inc., our Team Members create the extraordinary. We are the largest casino-entertainment company in the U.S. and one of the world's most diversified casino-entertainment providers. Since beginning in Reno, Nevada, in 1937, Caesars Entertainment has grown through the development of new resorts, expansions and acquisitions. Our resorts operate primarily under the Caesars , Harrah's , Horseshoe and Eldorado brand names. We focus on building loyalty and value with our guests through a combination of impeccable service, operational excellence and technological leadership. The company is committed to its Team Members, suppliers, communities and the environment through its PEOPLE PLANET PLAY framework.
   
   Our Caesars family is driven by our Mission, Vision and Values. We take great pride in living these values - Together We Win, All In On Service and Blaze the Trail - every day. Our mission, "Create the Extraordinary". Our vision, "Create spectacular worlds. That immerse, inspire and connect you. We don't perform magic; we create it with excellence. #WeAreCaesars". If you are ready to create some magic, we invite you to explore our dynamic, yet unique, career opportunities.

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5. Post your job

   There are various strategies that you can use to find the right income auditor 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 income auditor job on Zippia to find and attract quality income auditor candidates.
   • Use niche websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Recruiting income auditors 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 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 income auditor

   Once you have selected a candidate for the income auditor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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.

   Once that's done, you can draft an onboarding schedule for the new income auditor. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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