How to hire a recovery agent

How to hire a recovery agent, step by step

Here's a step-by-step recovery agent hiring guide:

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

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1. Identify your hiring needs

   The recovery agent hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Type of Recovery Agent	Description	Hourly rate
   Recovery Agent	Bill and account collectors, sometimes called collectors, try to recover payment on overdue bills. They negotiate repayment plans with debtors and help them find solutions to make paying their overdue bills easier.	$9-34
   Collections/Accounts Receivable	An officer for collections/accounts receivable is in charge of a company's financial activities, ensuring that they receive payment from clients. They primarily focus on overseeing all billing and invoices, processing and verifying all receipts and rendered services, maintaining an accurate record of all transactions, producing reports and presentations, reviewing account and payment histories, and ensuring the accuracy of all processes involving the matter... Show more	$14-23
   Debt Collector	Debt collectors are also known as collection agencies and are responsible for recovering past due debts. Most of them are hired by companies to collect debt either for a fee or a percentage of the total amount recovered... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Debt Collection
   • Inbound Calls
   • Outbound Calls
   • Tow Truck
   • Financial Institutions
   • Payment Arrangements
   • Credit Card
   • Delinquent Accounts
   • Local Law Enforcement
   • FDCPA
   • Court Dates
   • Payment Options
   • Customer Accounts
   • Past Due Accounts

   Check all skills

   Responsibilities:

   • Manage patient focuse reports, collection modules, provider/facility A/R, collections, patient discharge letters.
   • Assist in ensuring that all the FDCPA and FCRA guidelines and regulations are being exercise.
   • Partner with the client to rapidly and economically sell REO properties in a timely manner.
   • Develop and maintain relationships with FNMA in house counsel to ensure appropriate oversight and compliance of litigate issues.
   • Process opening procedures for foreclosure by civil code regulations.
   • Monitor redemption periods and confirmation and ratification time frames of foreclosure sales according to state regulate time frames.

   More recovery agent duties

3. Make a budget

   Including a salary range in the recovery agent job description is a good way to get more applicants. A recovery agent salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a recovery agent in Wyoming may be lower than in Connecticut, and an entry-level engineer typically earns less than a senior-level recovery agent. Additionally, a recovery agent with lots of experience in the field may command a higher salary as a result.

   Average recovery agent salary

   $38,772yearly

   $18.64 hourly rate

   ---

   Entry-level recovery agent salary

   $20,000 yearly salary

   Updated December 5, 2025

   Average recovery agent salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Missouri	$56,703	$27
   2	Massachusetts	$56,628	$27
   3	Virginia	$55,952	$27
   4	Kentucky	$52,312	$25
   5	Ohio	$47,763	$23
   6	Texas	$42,508	$20
   7	Alabama	$42,129	$20
   8	Florida	$41,509	$20
   9	Nebraska	$40,300	$19
   10	Colorado	$39,822	$19
   11	Mississippi	$39,513	$19
   12	Oklahoma	$37,198	$18
   13	Utah	$37,153	$18

   Average recovery agent salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	United Auto Recovery	$50,790	$24.42
   2	1 800 Postcards, Inc.	$45,539	$21.89
   3	Acima	$42,634	$20.50
   4	Americorps	$41,801	$20.10	2
   5	The Hertz Corporation	$35,625	$17.13	7
   6	FedEx	$32,565	$15.66	58
   7	Macy's	$29,472	$14.17	11
   8	Community Bank, N.A.	$28,758	$13.83
   9	Liberty University	$25,183	$12.11	4

4. Writing a recovery agent job description

   A good recovery agent 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 recovery agent job description:

   Recovery agent job description example

   Centerstone is among the nation's leading nonprofit behavioral health systems with thousands of employees dedicated to delivering care that changes people's lives. A dynamic, well-established organization, we offer rewarding opportunities to serve all ages in a variety of settings. Come talk to us about joining the Centerstone team!
   Job Description:
   The Peer Recovery Specialist assists consumers with articulating personal goals for recovery as well as teaching consumers problem solving skills, how to identify and combat negative self talk, and how to identify and overcome fears.
   
   Essential Duties and Responsibilities:
   Supervisory Responsibilities for: This title does not supervise others.
   Assist consumers in determining reasonable and holistic steps moving into recovery and identifying barriers to recovery goals.
   Assist consumers with identifying personal strengths in daily living and recovery skills.
   Assist non-consumer staff in identifying program elements that are supportive or destructive to recovery.
   Facilitate evidence based protocol work.
   Engage patients in exercise/physical activity.
   Regular and Reliable attendance is required.
   
   Key Performance Indicators:
   Accurate and timely processing of documentation.
   Meet or exceed individual billing goals.
   Timely and professional responses to consumers and non-consumers.
   
   Other Duties and Responsibilities:
   All other duties as assigned.
   
   Job Qualifications: High School Diploma or GED required. Self identify as a current or former consumer. Must be maintaining healthy recovery.
   
   Time Type:
   Part time
   Delivering care that changes people's lives starts with our employees. Below are just some of the great benefits Centerstone employees enjoy:
   
   Medical, dental, and vision health coverage Flexible Spending and Health Savings Accounts403b retirement plan with company match Paid time off and ten paid holidays AD&D Insurance, Life Insurance, and Long Term Disability (company paid) Diversity, Equity, and Inclusion employee resource groups Continuing education opportunities Employee Assistance Program
   
   Centerstone is an equal opportunity employer. Employment at Centerstone is based solely on a person's merit and qualifications directly related to professional competence. Centerstone does not discriminate against any employee or applicant because of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition (including breastfeeding), or any other basis protected by law.
   
   At Centerstone, we use our values as a guide for what we do. Respect, Expertise, Integrity and Empowerment are at the heart of every interaction at Centerstone, and particularly rooted in our beliefs toward diversity and inclusion.
   
   Our approach to diversity is simple-it's about embracing everyone. Together, we continue to develop an inclusive culture that encourages, supports and celebrates the diverse voices and experiences of our employees. It powers our innovation and connects us closer to each other, to our clients and the communities we serve. We strive to create a workplace that reflects the growing world around us, and where everyone feels empowered, safe and welcomed.

   Copy this example

   

5. Post your job

   To find recovery agents 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 recovery agents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level recovery agents 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 recovery agent job on Zippia to find and recruit recovery agent 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

   During your first interview to recruit recovery agents, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 recovery agent

   Once you've found the recovery agent candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new recovery agent. 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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