How to hire a teller supervisor

How to hire a teller supervisor, step by step

Here's a step-by-step teller supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a teller supervisor, 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

   You should also consider the ideal background you'd like them a teller supervisor 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 teller supervisor that fits the bill.

   This list shows salaries for various types of teller supervisors.

   Type of Teller Supervisor	Description	Hourly rate
   Teller Supervisor	Tellers are responsible for accurately processing routine transactions at a bank. These transactions include cashing checks, depositing money, and collecting loan payments.	$11-32
   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
   Vault Teller	A vault teller is responsible for processing bank and vault transactions, ensuring accuracy and timeliness. Their duties primarily revolve around customer service and staff support, preparation of shipment and deliveries, money transfer transactions, and handling deposits... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Security Procedures
   • Quality Customer Service
   • ATM
   • Bank Policies
   • Cash Handling
   • Customer Transactions
   • Bank Products
   • Foreign Currency
   • Financial Transactions
   • Loan Payments
   • Secrecy
   • Bank Secrecy Act
   • Customer Relationships
   • Customer Service

   Check all skills

   Responsibilities:

   • Assist the teller's with end of day procedures including imaging daily work, balancing teller drawers and balancing the ATM.
   • Select for key responsibility as a vault teller and ATM teller, handling the delivery and shipping of large cash shipments.
   • Analyze customer's needs, determine appropriate products and services and uncover additional cross-selling opportunities with existing and prospective clients.
   • Mentore emerging school leaders in leadership programs to develop leadership pipeline.

3. Make a budget

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

   • Location. For example, teller supervisors' average salary in oklahoma is 29% less than in florida.
   • Seniority. Entry-level teller supervisors earn 66% less than senior-level teller supervisors.
   • Certifications. A teller supervisor 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 teller supervisor's salary.

   Average teller supervisor salary

   $39,971yearly

   $19.22 hourly rate

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   Entry-level teller supervisor salary

   $23,000 yearly salary

   Updated December 16, 2025

4. Writing a teller supervisor job description

   A good teller supervisor 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 teller supervisor job description:

   Teller supervisor job description example

   **If you are a current FIB employee, please apply through the Career Worklet in the Employee Portal.
   This position is located at our Bozeman Main branch.
   
   SUMMARY
   Responsible for daily teller transactions in both the lobby and drive-up locations of the branch. Responsible for the delivery of outstanding customer service and for developing and maintaining client relationships by recognizing referral opportunities for additional Retail products and other lines of business. This is an advanced position and employee has prior teller or cash handling experience of 3 years or more.
   
   ESSENTIAL DUTIES & RESPONSIBILITIES include the following: other duties may be assigned.
   Process expected number of teller transactions or more daily using our current teller platform.Transactions include processing deposits, loan payments, mortgage payments, credit card payments, escrow payment, cash advances, check cashing, official check purchases, gift card sales, travel card sales, proof transactions, and the buying or selling of foreign currency.Responsible for the selection, placement, performance, development, promotion, and termination of branch employees in collaboration with Teller Hub Manager or appropriate senior level manager.Responsible for the effective use of 360View including Activities, Incidents and Referrals to business partners. Referrals to other lines of business include Retail, Commercial, Payment services, Treasury, Wealth management and Home Loan departments.Follows all proper check and cash handling standards. Meets or exceeds bank cash balancing standards.Demonstrates compliance with all bank regulations for assigned job functions and applies that to designated job responsibilities.Keeps up to date on regulation changes; follows all bank policies, procedures, and completes all required annual or job-specific training.Coach and mentor branch employees in learning the skills required for their level of role.Responsible for positive community relations in the branch market area to foster One First Interstate in the community.Embraces First Interstate Bank vision, mission and values.
   
   SUPERVISORY RESPONSIBILITIES
   This position will have supervisory responsibilities in retail branches.
   
   QUALIFICATIONS
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
   
   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   EDUCATION &/or EXPERIENCE
   High School diploma or general education degree (GED) and three plus (3+) years related experience and/or training required; experience in a retail environment and/or cash handling experience preferred.
   
   OTHER SKILLS & ABILITIES
   Attention to detail including verbal and written instructions; maintain confidentiality; effective use of tact and diplomacy as it relates to clients and co-workers; working knowledge and use of a personal computer, Word/Excel software programs and strong 10-key skills preferred.
   
   LANGUAGE SKILLS
   Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organizations.
   
   MATHEMATICAL SKILLS
   Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, and percent and to draw and interpret bar graphs.
   
   REASONING ABILITY
   Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
   
   PHYSICAL DEMANDS
   While performing the duties of this job, the employee is regularly required to talk, hear, stand, walk & use hands to finger, handle, or feel. The employee frequently is required to sit. The employee is occasionally required to reach with hands and arms and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds.
   
   WORK ENVIRONMENT
   The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   The noise level in the work environment is usually moderate.
   **If you are a current FIB employee, please apply through the Career Worklet in the Employee Portal.

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5. Post your job

   To find the right teller supervisor 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 teller supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit teller supervisors 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 teller supervisor job on Zippia to find and attract quality teller supervisor candidates.
   • Use niche websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with teller supervisor 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 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 teller supervisor

   Once you've found the teller supervisor 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 teller supervisor. 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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