How to hire an adjudicator

How to hire an adjudicator, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the adjudicator you need to hire. Certain adjudicator roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   An adjudicator's background is also an important factor in determining whether they'll be a good fit for the position. For example, adjudicators 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.

   Here's a comparison of adjudicator salaries for various roles:

   Type of Adjudicator	Description	Hourly rate
   Adjudicator	Judges and hearing officers apply the law by overseeing the legal process in courts. They also conduct pretrial hearings, resolve administrative disputes, facilitate negotiations between opposing parties, and issue legal decisions.	$13-26
   Hearing Officer	A hearing officer is sometimes also known as an administrative law judge. They are an officer of the law in charge of legal processes in courts... Show more	$20-44

2. Create an ideal candidate profile

   Common skills:

   • Disability Claims
   • State Laws
   • Personnel Security
   • Social Security Administration
   • Background Investigations
   • Disability Benefits
   • Security Clearance
   • Disability Determinations
   • Federal Regulations
   • OPM
   • Medical Professionals
   • National Security
   • Medical History
   • Medicaid

   Check all skills

   Responsibilities:

   • Manage appeals and authorizations by examining information and performing necessary adjustments.
   • Report (Medicaid rejects).
   • Identify and resolve deny claims prior to medication delivery, working with nursing facilities, insurance companies and Medicaid.
   • Schedule additional investigation to resolve issues and obtain document evidence to support OPM's decision.
   • Perform monthly and quarterly QCP and ACA audits.
   • Administer oaths, enter evidence into record and make decisions regarding those arrest for DUI.

3. Make a budget

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

   • Location. For example, adjudicators' average salary in mississippi is 51% less than in montana.
   • Seniority. Entry-level adjudicators earn 48% less than senior-level adjudicators.
   • Certifications. An adjudicator 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 an adjudicator's salary.

   Average adjudicator salary

   $40,918yearly

   $19.67 hourly rate

   ---

   Entry-level adjudicator salary

   $29,000 yearly salary

   Updated December 16, 2025

4. Writing an adjudicator job description

   An adjudicator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an adjudicator job description:

   Adjudicator job description example

   Summary: This project provides personnel security, security administration, and adjudication support to the Security and Emergency Preparedness Unit. Tasks include personnel identity verifications background investigations, suitability validations and adjudication recommendations.
   Essential Duties & Responsibilities:
   
   Monitor, track, review, analyze, adjudicate, and compile results of completed BI’s of FDIC applicants, employees and contract staff conducted by OPM, FBI, and other Federal investigative agencies and provide a recommendation for approval, disapproval, or referral for further investigation. Evaluate favorable and derogatory information, issue Letters of Interrogatory to resolve outstanding issues, prepare a written report of findings and recommend the appropriate suitability/security determination.
   Perform electronic BI checks, using FDIC databases (e.g., Lexis/Nexis, TransUnion, Equifax, Experian and Dun & Bradstreet Business Information Reports), on companies and individuals to determine whether they meet OPM Suitability Standards and FDIC Fitness and Integrity Standards.
   
   Assists with updating FDIC personnel security procedures as requested.
   
   Assists SEPS with any personnel security matters identified in this SOW as needed.
   
   Requirement:
   
   Five (5) years of adjudicative experience
   
   Knowledge of OPM Risk Level Designation process
   
   Minimum of Five (5) years’ experience in the field of personnel security
   
   Knowledge of OPM Suitability/Security standards as outlined in 5CFR 731, 732, 736 and 752
   
   Knowledge and understanding of security regulations and policies affecting employment of individuals in federal government (e.g., EO 12968; 10450; and OMB Circular A-130, Appendix III)
   
   Keeps informed of OPM security regulations and developments to ensure compliance in policy affecting federal government employees Your compliance with the vaccination requirements of the Safer Federal Workforce Task Force COVID-19 Workplace Safety, Executive Order 14042, as applicable for your direct or indirect work on or in support of a covered federal contract.
   Security Requirements:
   Public Trust - High Risk
   
   Skills:
   
   Expert in MS Office
   
   Ability to write and maintain high quality documentation.
   
   Excellent writing and communications skills
   
   Ability to work under pressure and meet deadlines efficiently
   
   Physical Requirements: This position requires employees to be willing and able to: sit, bend, reach, stoop, squat, stand, and walk.
   
   Communication: Excellent customer service via phone and face to face conversation, excellent written and oral command of English.
   
   An exciting and rewarding career awaits you with Global Resource Solutions, Inc. (GRS). GRS is a management consulting company to government and business that offers great career opportunities and a comprehensive slate of employee benefits to our employees including medical, dental, vision, short/long term disability, life insurance and a retirement plan. GRS is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

   Copy this example

   

5. Post your job

   To find adjudicators 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 adjudicators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level adjudicators 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 adjudicator job on Zippia to find and recruit adjudicator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit adjudicators, 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 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 adjudicator

   Once you've decided on a perfect adjudicator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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