Finance role
Payment Poster Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Your bank reconciliation cycle is stalled by payment posting errors that cause collection delays.
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.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- 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?
Who investigates when a payment fails to match the expected invoice amount? They will spend their day in your bank portal and accounting system verifying every dollar lands in the correct bucket. Accuracy here prevents manual journal entries and collection headaches later.
Expect them to manage the reconciliation process. This means identifying short pays and denials while investigating why a payment fails to match the expected amount. They check the electronic remittance advice flow to verify that data pulls correctly without error.
Ask candidates: How do you handle a payment that arrives without clear remittance data? Describe a time you found a discrepancy between a bank deposit and a medical claim. What specific tools or filters in your system do you use to batch large volumes of payments?
Define the exact scope of the daily cash application routine during your interview to avoid hiring mismatches. Start by asking candidates to detail their volume capacity. Expect an answer that specifies the number of batches or individual line items they can process per shift while maintaining balance. If they cannot describe their average daily output, they lack the experience for this role. Ask them to explain the steps they take when an electronic remittance advice file fails to import or shows an imbalance. You are looking for a logical troubleshooting sequence that involves reviewing bank deposits, verifying source file formats, and isolating missing data in the ledger. Press them for details on how they verify batch totals against bank records before closing a session. If a candidate suggests they simply override imbalances or wait for a supervisor, stop. They must demonstrate a systematic approach to identifying root causes like missing patient identifiers or duplicate entries. Ask them to describe their process for handling partial payments where the remittance does not cover the full balance. A strong candidate explains their standard procedure for identifying the remaining liability, documenting the adjustment in the billing system, and verifying the patient record update. If they struggle to explain the movement of cash from the bank portal to the sub-ledger, they will not handle your reconciliation needs. Use this session to confirm they know how to interact with your bank files and understand the mechanics of unapplied cash. Their answers must highlight precision and audit trails rather than just speed.
02
What do we check before you see anyone?
We verify specific experience with high-volume electronic remittance advice or EOB processing. We check that they understand how to interpret 835 files. We confirm they have worked with a specific medical or ERP billing system. We look for a history of keeping low unapplied cash balances. We check their process for logging and resolving misdirected payments. We confirm their familiarity with patient or client ledgers to verify they track how cash impacts the balance sheet.
Before you review a candidate, we conduct a scope conversation to determine whether your workflow relies on manual entry or automated clearinghouse files. We ask specific evidence questions about how they reconcile a bank statement where the deposit total deviates from the sub-ledger summary. We press them on their method for isolating a single transaction in a batch of thousands when an import error occurs. A primary hiring tradeoff you must weigh is whether to hire for system knowledge or for general accounting logic. Choosing a person who knows your exact software reduces immediate training time but may limit your ability to update processes. Choosing a person with deep logic skills requires a longer initial learning curve but provides better results when your team implements new automated posting tools.
03
Where do we find them?
We look for candidates currently in hospital central business offices or large medical practice revenue cycle units. Others come from high-volume third-party billing services. We target people who are currently doing the work manually and want to move to an automated shop or vice versa. We seek individuals whose current department is moving toward a new ERP or billing system, as they are often looking for stability elsewhere. We also look for people handling high-volume lockbox operations in non-medical sectors who are transitioning to healthcare billing.
04
Which hiring mistakes should you watch for?
- 01Hiring someone who expects to spend their time on collections rather than the repetitive task of posting.
- 02Ignoring the need for a specific ERP or billing system proficiency when volume is too high for training.
- 03Hiring for speed at the cost of reconciliation accuracy which creates weeks of cleanup work later.
05
The search in three steps
- 01We identify candidates with direct payment posting experience in your specific billing environment.
- 02We vet their technical aptitude with remittance files and their capacity for repetitive ledger work.
- 03We submit candidates for your review; we charge a fee only if you hire one of them.
How your Payment Poster 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
Are there upfront fees to find someone to match our incoming payments to invoices?
No upfront fee. You pay only if you hire.
Does this role require a specific certification?
No, experience with your specific billing system and remittance workflows matters more than certificates.
What is the difference between a payment poster and an AR specialist?
A payment poster focuses on the transactional entry of cash. An AR specialist focuses on the broader account lifecycle, including follow-up and disputes.
Can I hire for a contract period?
We offer contract, temp-to-perm, and seasonal arrangements with terms agreed per engagement.
How soon will I see a Payment Poster 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 Payment Poster hire?
We ask every Payment Poster 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 Payment Poster job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
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.
Not ready to start a search?
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What does the published pay data show?
$48,500 national annual median. SOC 43-3021: Billing and Posting Clerks.
BLS reports Payment Poster 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