How to hire an adjustment supervisor

How to hire an adjustment supervisor, step by step

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

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

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1. Identify your hiring needs

   Before you post your adjustment supervisor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an adjustment supervisor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect adjustment supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of adjustment supervisors and their corresponding salaries.

   Type of Adjustment Supervisor	Description	Hourly rate
   Adjustment Supervisor		$32-57
   Supervisor, Patient Access	A patient access supervisor is a professional who is responsible for supervising a health facility's patient registration, inpatient and outpatient, the financial counseling division, central scheduling, and the PBX department. Patient access supervisors must ensure that high-quality service for patients is achieved as well as the accuracy of information... Show more	$14-32
   Team Leader/Supervisor	A team leader or supervisor is a professional who leads and supervises a workgroup's functionality through instructions and guidance in an organization. Team leaders provide support to staff members by way of coaching and skills development... Show more	$15-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Production Lines
   • Machine Operators
   • CMS
   • HCC
   • Production Reports
   • Bag Machines
   • PIP
   • Performance Reviews
   • Property Damage
   • Performance Evaluations
   • Product Quality
   • Status Reports

   Responsibilities:

   • Manage all customer fraud claims for debit cards, checks and ACH transactions.
   • Develop relationships with various insurance carriers, including Medicaid and Medicare, to productively manage nationwide caseloads.
   • Work the CMS retroactive audit for Lovelace and research claims submit for HCC codes.
   • Work with collection manager on EDI accounts and employee issues.
   • Assign suspect claims to SIU division and complete subrogation claims against contractors.
   • Monitor the EDI process to ensure the electronic payments are translate and post accurately to the accounts receivable.

3. Make a budget

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

   • Location. For example, adjustment supervisors' average salary in utah is 39% less than in district of columbia.
   • Seniority. Entry-level adjustment supervisors earn 44% less than senior-level adjustment supervisors.
   • Certifications. An adjustment 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 an adjustment supervisor's salary.

   Average adjustment supervisor salary

   $89,456yearly

   $43.01 hourly rate

   ---

   Entry-level adjustment supervisor salary

   $67,000 yearly salary

   Updated January 22, 2026

4. Writing an adjustment supervisor job description

   An adjustment supervisor 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 adjustment supervisor job description:

   Adjustment supervisor job description example

   Providence is seeking a Supervisor: Risk Adjustment to:
   
   * Directly supervise the coding staff who review, interpret, code, and abstract medical record information according to coding policies and practices
   * Serve as the first-level supervisory position
   * Be responsible for assigning, directing, monitoring, and evaluating the work of the staff on a regular basis, as well as performing coding and abstracting duties in the division
   
   We welcome 100% remote work for residents of SW Washington and Oregon.
   
   In this position you will:
   
   * Supervise and perform a wide range of activities pertaining to the review and coding of inpatient and outpatient medical record information
   * Be Responsible to execute the business case model and subsequent annual work plans for the coding compliance and risk adjustment work
   * Work closely with Director of Risk Adjustment for the reporting of correct CMS and HHS data
   * Direct internal and external certified coders in the work of medical chart review and coding applications, including managing work distribution and flows
   * Oversee project timelines and assign work appropriately to achieve project timelines
   * Manage team workloads and coding capacity and ensure productivity standards are met and upheld
   * Initiate reviews and performance management for direct reports
   * Develop and update policies and procedures for coding compliance risk adjustment related work
   * Seek out efficiencies and facilitate the implementation of those efficiencies
   * Identify areas of non-compliance for diagnoses coding and establish appropriate education and interventions with coding team
   * Perform coding and abstraction duties
   * Participate in prospective and retrospective coding reviews
   * Oversee and participate in RADV and other regulatory audits
   * Adhere to and manage strict project timelines for retrospective reviews and RADV audits
   * Maintain the foundation of compliance for all work performed within department
   * Work with team members to understand and support professional growth goals and aspirations
   * Create professional development opportunities within the team to support Caregiver growth
   
   Required qualifications for this position include:
   
   * Bachelor's Degree -OR- a combination of equivalent education and 4 years of related work experience
   * Certified in one of the following areas: CPC, CCS, RHIT, or RHIA
   * Work experience in a health care provider or health insurance environment
   * Demonstrated leadership experience in Risk Adjustment (I.E. Lead, Supervisor)
   * Experience in risk adjustment coding
   
   Our best-in-class benefits are uniquely designed to support you and your family in staying well, growing professionally and achieving financial security. We take care of you, so you can focus on delivering our Mission of caring for everyone, especially the most vulnerable in our communities.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right adjustment supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your adjustment supervisor job on Zippia to find and recruit adjustment supervisor 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 adjustment supervisors, 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 adjustment supervisor

   Once you've selected the best adjustment supervisor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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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