How to hire a mail list processor

How to hire a mail list processor, step by step

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

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1. Identify your hiring needs

   Before you post your mail list 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 mail list 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

   You should also consider the ideal background you'd like them a mail list processor 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 mail list processor that fits the bill.

   Here's a comparison of mail list processor salaries for various roles:

   Type of Mail List Processor	Description	Hourly rate
   Mail List Processor		$13-23
   Typist	A typist is responsible for typing all of a company's documents and materials, including reports, policies, and correspondence. A typist may also be known as a word processor or copy clerk... Show more	$10-23
   Document Processor	Document processors are professionals who are responsible for managing the documenting processes and systems of an organization. These processors are required to organize documents after they have received and processed incoming documents such as texts and audio-visual formats... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Entry
   • Customer Service
   • USPS
   • Internal Standards

   Responsibilities:

   • Coach fellow team members to help attain higher QA and assist with CANDE questions to ensure efficiency.
   • Perform QA on all jobs to make sure quality delivery.
   • Input new listings in the MLS and all of the new listing systems
   • Include verifying the order, the events being market, spelling and grammar of the copy.
   • Work directly with mortgage lenders and foreclosure attorneys to negotiate timely and cost effective repayment plans or modifications for delinquent loans.
   • Process one version of international payroll utilize J.D.

3. Make a budget

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

   • Location. For example, mail list processors' average salary in mississippi is 48% less than in massachusetts.
   • Seniority. Entry-level mail list processors earn 40% less than senior-level mail list processors.
   • Certifications. A mail list 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 mail list processor's salary.

   Average mail list processor salary

   $38,109yearly

   $18.32 hourly rate

   ---

   Entry-level mail list processor salary

   $29,000 yearly salary

   Updated December 14, 2025

4. Writing a mail list processor job description

   A mail list 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. To help get you started, here's an example of a mail list processor job description:

   Mail list processor job description example

   ***$1,000 sign on bonus***

   Cutlist Job Processor

   Closets by Design is a nationally recognized leader in home organizing systems. We design, manufacture, and install a complete line of custom closets, home office furniture, media systems, wall-beds, garage cabinetry and more.

   We are currently seeking an enthusiastic and motivated individual to immediately fill the position of Cutlist Job Processor .

   Job Responsibilities:

   • Review sales designs to ensure that the design is compliant with the company’s product offerings and installation requirements and limitations.
   • Define and work efficiently to resolve design questions.
   • Assemble an accurate cutlist that identifies all parts and machining requirements for the components required by the design.
   • Complete the cutlist package and submit it in a time frame that is consistent with company standards and efficiency requirements.
   • Provide support to the Pricing, Production, and Installation Departments, as required.
   • Comply with all company policies and standards of behavior and performance.

   Essential Job Functions:

   • Quality – Develop and implement, with every job or project, a personal quality process that will ensure that all items required by the sales package design have been included in the cutlist. Specifically, all components purchased by the customer are included and all required machining, special orders, etc. are accurately specified.
   • Productivity – The Cutlist Job Processor is expected to produce a minimum of $40,000 in jobs per day after three-months of training. Thereafter, the Cutlist Job Processor is expected to continually seek methods for improving his/her daily output.
   • Continuous Improvement – The Cutlist Job Processor is expected to have a positive and proactive attitude towards meeting and surpassing the customers’ expectations. The Cutlist Department’s customers are: The Manufacturing Department, the Installation Department, and the End-User Customer. Each Cutlist Job Processor is to continuously seek out improved methods for reducing the time to complete jobs, ensuring the highest quality with each job, and that all customer expectations have been met or surpassed.
   • Attendance – The Cutlist Job Processor is expected to arrive to work on-time and to minimize time away from his/her work station. All employees are required to take the prescribed Breaks and Lunch periods, as defined by Departmental schedules. All employees are expected minimize absence days, insofar as possible.

   Minimum Preferred Requirements:

   • High School Diploma or equivalent required. College training preferred.
   • Must be familiar with computer usage and technology.
   • Drafting or design experience preferred.
   • Manufacturing experience preferred.
   • Typing of 30 WPM preferred.

   Abilities Required:

   · Intermediate or above experience with Microsoft Excel.

   Closets by Design is an Equal Opportunity Employer

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with mail list 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.

   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 mail list processor

   Once you've selected the best mail list processor 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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