How to hire an administrative liaison

How to hire an administrative liaison, step by step

Here's a step-by-step administrative liaison hiring guide:

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

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1. Identify your hiring needs

   Before you post your administrative liaison 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 administrative liaison 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

   An administrative liaison's background is also an important factor in determining whether they'll be a good fit for the position. For example, administrative liaisons 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 administrative liaison salaries for various roles:

   Type of Administrative Liaison	Description	Hourly rate
   Administrative Liaison	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$16-31
   Department Coordinator	A department coordinator is responsible for supporting business operations and management tasks to ensure that the company meets its daily operational goals and objectives. Department coordinators coordinate the project progress of each department and maintain the adequate allocation of funds and resources to perform operations timely and efficiently... Show more	$15-29
   Liaison	A liaison is a middle person responsible for collaborating different institutes, managing professional relationships to create benefiting results that would help a business' meet its goals and objectives. Duties of a liaison include facilitating communications, establishing partnership contract plans and procedures, managing conflicts, providing immediate resolution for concerns, and evaluating collaboration parameters... Show more	$14-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Word Processing
   • Financial Reports
   • Provides Administrative Support
   • Administrative Tasks
   • Mental Health
   • Medicaid
   • Event Planning
   • HR
   • Patient Care
   • Travel Arrangements
   • Meeting Minutes
   • Expense Reports
   • Veterans

   Check all skills

   Responsibilities:

   • Manage medicare and medicaid liability.
   • Support medical doctors, manage sensitive and confidential records pertaining to high risk patients with emphasis on accuracy.
   • Create and maintain spreadsheets and PowerPoint presentations.
   • Review provider services under the Medicaid program to determine compliance with state and federal rules and regulations.
   • Develop innovative PowerPoint presentation used to market programs to potential students.
   • Experience at maintaining company payroll and accounting systems, correspondence and general records.

3. Make a budget

   Including a salary range in your administrative liaison job description is one of the best ways to attract top talent. An administrative liaison can vary based on:

   • Location. For example, administrative liaisons' average salary in indiana is 37% less than in colorado.
   • Seniority. Entry-level administrative liaisons 46% less than senior-level administrative liaisons.
   • Certifications. An administrative liaison with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an administrative liaison's salary.

   Average administrative liaison salary

   $48,073yearly

   $23.11 hourly rate

   ---

   Entry-level administrative liaison salary

   $35,000 yearly salary

   Updated January 30, 2026

4. Writing an administrative liaison job description

   A job description for an administrative liaison role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an administrative liaison job description:

   Administrative liaison job description example

   Job Schedule: Part Time
   Standard Hours: 16
   Job Shift: Shift 1
   Shift Details: shift may vary based on coverage needs
   
   

   This position is located at Hartford Hospital

   The role of the APP Critical Care Liason includes:

   Responsible for the early identification and management of patients at risk for deterioration on the medicine/cardiology units: CB2, 3, 4, 5, Bliss7E, N12, C12, N10. Makes recommendations regarding escalation to the Critical Care and step down areas. Serves as resource to primary service and nursing floor staff and liaison to intensivists. Provides clinical expertise in critical care to floor level patients. Responsible for education of floor providers/nursing and quality oversight of service.

   • Responsible for utilizing NEWS/epic deterioration index to identify those pts on the floors that require early intervention; round on those patients, touch base with nursing and primary team as indicated.
   • Provides clinical care when certain thresholds are met on NEWS or epic index; or will be brought into case by ICU RN who needs orders or a 2nd opinion.
   • Serves as a resource in the discussion with primary team, intervention/management for those patients found to be at risk for deterioration.
   • Triages urgency of care escalation and works with the CLC to prioritize step down and ICU beds.
   • Serves as the Liaison with intensivist when need urgent input/intervention is indicated.
   • Manages patients on floor that need a higher level of care until bed becomes available.
   • Focuses on Quality structure by reviewing cases not transferred that have an adverse event; cases that transferred urgently that have deteriorated in ICU or SD. Makes recommendations such as earlier interventions, etc.

   Our benefits include:

   • Matching 401k; tiered medical, dental, and vision plans

   • Generous Paid-Time Off

   • Reimbursement for CME, professional society membership, licensure, and malpractice

   Qualifications

   • Graduate of an accredited Physician Assistant program
   • Completion of Approved Nurse Practitioner Program as appropriate for specialty.
   • Minimum 10 years' advanced practice experience in acute care or in specialty area. Minimum 5 years of supervising Advanced Practitioners.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting administrative liaisons requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 administrative liaison

   Once you've decided on a perfect administrative liaison 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new administrative liaison. 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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