Finance role
Bank Teller (including float and part-time) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: When the lobby fills up, you need a teller who knows what they can approve and when to ask for help.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Teller I/II
- Float Teller
- Head Teller
- Lead Teller
- Vault Teller
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
A teller can balance a drawer and still be the wrong hire for your branch. Ask what happens when a customer wants a hold removed, the line is growing and the branch manager is busy. You need someone who keeps the transaction moving without skipping a control. We check which decisions they were allowed to make, when they escalated a problem and whether their experience fits your branch’s actual foot traffic.
We ask about a time the cash did not match the transaction record. Did they recount the drawer and check reversals before following the branch’s escalation rule, or wait for someone else to fix it? Then we ask how they explain a funds-availability hold to a customer. The point is not whether they can recite Regulation CC. It is whether they know what they can decide and what needs a supervisor.
An experienced teller may consider a move because their branch keeps changing the schedule or expects sales activity they did not sign up for. Someone coming from retail needs a different conversation. We ask about their cash-handling responsibility and the checks they followed when a customer challenged a transaction. Then we discuss the branch hours and how the new desk differs from their current job. A move has to make sense to them before it can work for you.
02
What do we check before you see anyone?
We confirm every candidate has experience managing daily cash and follows specific regulatory requirements before sending you their profile.
- 01We ask how they resolved a specific instance where their cash drawer did not balance at the end of a shift.
- 02We verify they have processed transactions using Jack Henry, Fiserv, or FIS platforms.
- 03We ask how they respond if a customer asks for ways to avoid a Currency Transaction Report.
- 04We check their knowledge of specific Regulation CC hold requirements. Ask them to identify the correct hold period for a check deposit over five thousand dollars that is not locally drawn.
- 05We observe how they balance speed with following required security protocols.
- 06We look for consistent, long-term employment records at their previous workplaces.
03
Where do we find them?
We contact tellers at rival banks in your city. These people already know the local regulatory environment and the standard workflow of a teller window. They are often looking to leave because their current branch location is closing or their shift schedule is being reduced.
We also recruit from retail stores where cash handling is the primary task. These workers are ready for a banking role because they want a defined, predictable schedule. They leave retail when they find that their attention to detail and ability to follow strict rules are not recognized in their current workplace.
Tellers at competitor banks with unstable shift schedules. Retail cashiers looking for a transition to banking hours. Staff in retail roles seeking a shift to a more structured environment. Candidates with documented records of daily cash balancing. Workers in environments with strict audit requirements. Retail employees who want to work in a branch setting.
04
Which hiring mistakes should you watch for?
- 01Hiring based on conversation without testing for math skills. Hiring choices often fail when they do not test for the technical ability to balance cash.
- 02Ignoring small cash discrepancies in a candidate's past work history. Managers often focus on personality and ignore the applicant's record of drawer imbalances.
- 03Assuming retail experience covers all bank audit and security requirements. Relying on retail experience without testing for knowledge of banking regulations creates errors.
05
The search in three steps
- 01Analyze branch transaction volume and system requirements. We screen candidates based on your specific branch volume and transaction type needs.
- 02Target nearby candidates with retail or banking experience. We target professionals who have a track record of maintaining accurate cash logs under pressure.
- 03Vet candidates via questions on regulations and security. We ask candidates to describe their process for handling banking regulations and security logs.
06
Which resource answers your next question?
How your Bank Teller (including float and part-time) search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
What is the average wait time before I see a list of tellers?
We provide a list once we have verified the candidate has cash-handling experience in your trade area. We prioritize finding individuals who can start without extensive retraining.
Are you able to find staff who can work across multiple branch locations?
We search for candidates who have successfully rotated between locations in their past roles. We confirm their willingness to cover multiple branches during the interview process.
How do you verify candidates do not require weeks of training to start? We verify their prior use of the exact systems and workflows you operate daily.
We verify that candidates have already worked on core banking platforms like Jack Henry or Fiserv. This verifies they already understand the mechanics of banking transactions.
Do I pay anything if we decide not to hire anyone?
You only pay a fee if you decide to hire a candidate that we present to you. There is no cost to review the profiles of candidates we find.
What happens if the teller leaves within a few months?
Our agreement includes specific replacement terms if a hired candidate leaves early. The length of this guarantee is defined in the signed contract.
What is the fee for a Bank Teller (including float and part-time) search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Bank Teller (including float and part-time) shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Bank Teller (including float and part-time) hire?
We ask every Bank Teller (including float and part-time) candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do?
We do not post your Bank Teller (including float and part-time) job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
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No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
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What does the published pay data show?
$43,030 national annual median. SOC 43-3071: Tellers.
BLS reports Bank Teller (including float and part-time) within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide