How to hire a paymaster

How to hire a paymaster, step by step

Here's a step-by-step paymaster hiring guide:

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

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1. Identify your hiring needs

   Before you post your paymaster 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 paymaster 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

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

   Type of Paymaster	Description	Hourly rate
   Paymaster	Financial clerks do administrative work for many types of organizations. They keep records, help customers, and carry out financial transactions.	$19-55
   Payroll Technician	A payroll technician may work in the finance or human resource department of an organization or with a payroll service. They are responsible for the collation and recording of employee payment data... Show more	$14-31
   Timekeeper	A Timekeeper works in various industries and organizations and is typically hired as the acting liaison between payroll coordinators and employees. This is to make sure the pay distribution process runs smoothly... Show more	$14-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • ADP
   • Payroll Processing
   • Payroll System
   • Accruals
   • Reconciliations
   • W-2
   • Journal Entries
   • Manual Checks
   • Payroll Reports
   • Labor Reports
   • Payroll Procedures
   • Timekeeping
   • Payroll Data
   • Payroll Accounts

   Check all skills

   Responsibilities:

   • Manage annual professional liability in PeopleSoft for faculty and fellows.
   • Assist in month end process including accruals and payroll journals.
   • Create and maintain record of expenses and payments, assisting in the preparation of various reports and reconciliations.
   • Perform monthly balance sheet account reconciliations including bank and payroll reconciliations.
   • Maintain detailed records of employment, and provide spreadsheets/data of all payroll functions-for audit purposes in accordance with statutory requirements.
   • Create new inventory/non-inventory items in QuickBooks accounting system and tracks supplies accurately.

3. Make a budget

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

   • Location. For example, paymasters' average salary in hawaii is 55% less than in new jersey.
   • Seniority. Entry-level paymasters earn 64% less than senior-level paymasters.
   • Certifications. A paymaster 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 paymaster's salary.

   Average paymaster salary

   $69,234yearly

   $33.29 hourly rate

   ---

   Entry-level paymaster salary

   $41,000 yearly salary

   Updated January 23, 2026

4. Writing a paymaster job description

   A job description for a paymaster 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 paymaster job description:

   Paymaster job description example

   Must be 18 years of age with a High School Diploma, GED or equivalent experience. Previous money handling experience required. Prefer knowledge of bingo operations and good computer skills.

   
   

   SUMMARY

   This position is responsible for verifying and collecting game cards, paying prizes to sales associates, reconciling banks, and balancing all money and paperwork.

   
   

   ESSENTIAL JOB FUNCTIONS

   • Collect, separate, issue, and receive all bingo banks in a timely and accurate manner.
   • Issue and receive all papers to and from sale associates.
   • Pay all prize money won during the session, and keep track of all winning cards and numbers of winners.
   • Balance all money and paperwork.
   • Work with supervisor after session to ensure that all money and papers are accounted for, typically being the first to arrive and last to leave bingo hall.
   • Willingness to cross-train and provide support in related areas of operations.
   • Other job related duties as assigned by supervisor.

   
   

   OTHER NECESSARY SKILLS AND ABILITIES

   Must have excellent customer service and communication skills both verbal and written. Must be a team player with a positive attitude. Must be highly organized and able to handle multiple tasks at one time. Must possess the ability to work with various personalities while maintaining impartiality. Must respond to supervisory guidance and assignments and accept constructive criticisms in order to learn new, updated information. The needs for quickness and ease of adjustment to the work environment and flexibility to change are essential in this position.

   
   

   EQUIPMENT TO BE USED

   Computer, phone, calculator, "Perconta" cash machines, Jetsort coin counters, currency counters, coin wrappers.

   
   

   TYPICAL PHYSICAL DEMANDS

   Must be able to move fast for long periods without tiring easily. Will be required to carry up to 40 lbs. and be able to stand and/or walk for extended periods of time. May also be required to climb a ladder, reach, bend, stretch, kneel, crawl, and lift on occasion.

   
   

   TYPICAL MENTAL DEMANDS

   Must be able to effectively handle stressful and compromising situations while remaining focused and professional. Must be able to deal with difficult people without losing perspective. Must be able to work productively under strict time restraints with variable deadlines.

   
   

   WORKING CONDITIONS

   Must be able and willing to work in a crowded, loud and smoking environment. Must be able to handle being under constant surveillance. May be required to work in small, enclosed spaces. Must practice all safety policies, procedures and standards as set by OSHA.

   
   

   COMMENTS

   Native American and Tribal Preference will apply. Must be able to pass a background investigation and a drug and alcohol urinalysis as a condition of employment. Must be able to work flexible hours and to take on additional responsibilities when asked. Must adhere to company policies regarding strict confidentiality

   The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Management retains the right to add or to change the duties of the position at any time. Any qualifications to be considered as equivalents in lieu of stated minimums require prior approval of the Director of Human Resources.

   Copy this example

   

5. Post your job

   To find the right paymaster 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 paymasters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit paymasters 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 paymaster job on Zippia to find and recruit paymaster 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

   Your first interview with paymaster 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.

   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 paymaster

   Once you've selected the best paymaster 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 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.

   After that, you can create an onboarding schedule for a new paymaster. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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