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How to hire an admissions officer

Admissions officer hiring summary. Here are some key points about hiring admissions officers in the United States:

  • In the United States, the median cost per hire an admissions officer is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new admissions officer to become settled and show total productivity levels at work.

How to hire an admissions officer, step by step

To hire an admissions officer, you should clearly understand the skills and experience you are looking for in a candidate, and allocate a budget for the position. You will also need to post and promote the job opening to reach potential candidates. Here's a step-by-step guide on how to hire an admissions officer:

Here's a step-by-step admissions officer hiring guide:

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

What does an admissions officer do?

An admissions officer is responsible for recruiting new students from various venues and channels. You will connect with students and answer their questions about the college or university, and conduct interviews to better understand the students' objectives and background. As an admissions officer, it is your duty to evaluate potential applicants, and advise and guide students about the admission procedure, programs offered, costs, and eligibility. Other duties include reviewing and evaluating student applications, arranging orientation programs for new students, and developing innovative recruitment and communication strategies.

Learn more about the specifics of what an admissions officer does
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  1. Identify your hiring needs

    Before you start hiring an admissions officer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

    Determine employee vs contractor status
    Is the person you're thinking of hiring a US citizen or green card holder?

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

    The following list breaks down different types of admissions officers and their corresponding salaries.

    Type of Admissions OfficerDescriptionHourly rate
    Admissions OfficerPostsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.$9-26
    DeanA dean is responsible for overseeing the educational operations of the assigned department, enforcing school policies, and monitoring the students' progress by coordinating with the teachers and setting up procedures to improve teaching methods. Deans administer educational training and programs for the students, as well as extra-curricular activities to develop the students' social behavior, maximize their potentials, and increase their self-confidence... Show more$23-72
    Co-ChairA co-chair is responsible for supporting the duties and responsibilities under the supervision of a chair. Co-chairs help with the implementation of effective plans and programs that would benefit the organization... Show more$10-167
  2. Create an ideal candidate profile

    Common skills:
    • Admissions Process
    • Recruitment Efforts
    • Student Recruitment
    • PowerPoint
    • Career Fairs
    • Educational Background
    • Academic Programs
    • Financial Aid
    • Student Services
    • Educational Programs
    • Conduct Interviews
    • Outreach Events
    • Recruitment Strategies
    • Community Colleges
    Check all skills
    Responsibilities:
    • Manage all admissions and discharge paperwork, Medicare and Medicaid eligibility research, and resident and family meetings.
    • Interview prospective student candidates for selection into culinary programs, utilizing highly effective consultative sales and recruitment techniques.
    • Establish, develop and maintain client relationships for professional representation and unique and positive DeVry experience.
    More admissions officer duties
  3. Make a budget

    Including a salary range in your admissions officer job description helps attract top candidates to the position. An admissions officer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

    For example, the average salary for an admissions officer in Indiana may be lower than in New Jersey, and an entry-level admissions officer usually earns less than a senior-level admissions officer. Additionally, an admissions officer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

    Average admissions officer salary

    $16.27hourly

    $33,833 yearly

    Entry-level admissions officer salary
    $20,000 yearly salary
    Updated December 16, 2025

    Average admissions officer salary by state

    RankStateAvg. salaryHourly rate
    1New Jersey$56,838$27
    2District of Columbia$53,575$26
    3Maryland$52,357$25
    4California$52,240$25
    5Connecticut$50,972$25
    6New York$50,478$24
    7Massachusetts$50,366$24
    8Michigan$45,619$22
    9Georgia$38,652$19
    10Florida$35,897$17
    11Texas$35,163$17
    12Tennessee$32,620$16
    13North Carolina$32,577$16
    14Minnesota$32,353$16
    15Colorado$32,135$15
    16New Mexico$32,132$15
    17Utah$31,862$15
    18Mississippi$31,645$15
    19South Carolina$30,527$15

    Average admissions officer salary by company

    RankCompanyAverage salaryHourly rateJob openings
    1Strategic Education$58,215$27.991
    2New York University$54,574$26.241
    3Columbia University in the City of New York$52,664$25.3224
    4Lincoln University$51,326$24.685
    5University of California-Berkeley$50,048$24.06
    6Harvard University$49,535$23.81
    7Stanford University$49,094$23.607
    8Princeton University$48,458$23.304
    9Yale University$47,478$22.837
    10Dartmouth$45,454$21.853
    11Rutgers University$44,475$21.385
    12University of Michigan$43,103$20.724
    13Stratford School$42,001$20.19
    14Aaniiih Nakoda College$41,362$19.89
    15University of Central Florida$41,361$19.892
    16Stockton University$40,905$19.671
    17Prestige Brands$40,519$19.48
    18University of Georgia Small Business Development Center$39,085$18.799
    19CovenantHealth$38,593$18.55
    20Johns Hopkins University$37,531$18.0420
  4. Writing an admissions officer job description

    An admissions officer 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 admissions officer job description:

    Admissions officer job description example

    For over 20 years, the staff at Paul Mitchell Schools has built strong working relationships with salons around the world. The Paul Mitchell network is over 150,000 salons strong, located in 87 countries worldwide, with schools in over 40 countries. Paul Mitchell trained hair designers to work in virtually every corner of the world, and every professional hairdresser knows the Paul Mitchell name.


    At Paul Mitchell Schools, we believe that the learning process should be fun and everyone's education should be special. That's why we base our courses and teaching methods on Multiple Intelligence, the learning research pioneered by Howard Gardner at Harvard University.


    If you work in a Paul Mitchell School, you join our culture and community and follow our systems.

    Requirements:

    Objective:

    To assist and support the admissions team with administrative functions.


    Job Description:

    In order to be a fit for this exciting opportunity you must be a positive, forward-focused, self-directed learner, with leader attributes. Various job duties may include but are not limited to:

    Communications Coordinator i.e. Day-to-day communications of admissions office in regards to follow-up letters, tour times, and compliance with brochures.

    Office Administrator i.e. Maintains the supplies and schedules of the admissions office which may involve placing office supply orders, monthly task calendars, and facilitating Sweep Team.

    Admissions Coach i.e. Helps run the enrollment and orientation process for new Future Professionals. It can involve coordinating paper with financial aid office, arranging admissions testing, or assisting Admissions Leader with class preparation materials.

    Career Placement Coordinator i.e. Assist with the graduate placement process for Future Professionals.

    Community Member i.e. Happy and professional community member who performs the mission and vision of Paul Mitchell Schools by attending meetings, Pow Wow, and graduations to sustain the school culture.


    Job Requirements:

    High School Diploma/G.E.D.

    Previous admissions job experience.

    Proficient in business computer basics. i.e. Microsoft Word, Excel, and Admissions Systems.

    Knowledge:

    Enrollment/Admissions Systems

    Design Team Systems

    Product and Service Knowledge

    Salon and Business Industry

    Professional Communication

    Culture Systems i.e. Mission and Vision

    Skills:

    Possess excellent verbal and nonverbal communication skills.

    Detail and service orientated.

    Positive team player who will follow our mission and vision.

    Remain organized and on schedule in regards to messages, email, and brochures within 24 hours.



    PI194588236

  5. Post your job

    There are various strategies that you can use to find the right admissions officer 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 admissions officer job on Zippia to find and attract quality admissions officer candidates.
    • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
    • Post a job on free websites.
  6. Interview candidates

    To successfully recruit admissions officers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

    You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 admissions officer

    Once you have selected a candidate for the admissions officer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

    It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

    Once that's done, you can draft an onboarding schedule for the new admissions officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

  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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How much does it cost to hire an admissions officer?

There are different types of costs for hiring admissions officers. One-time cost per hire for the recruitment process. Ongoing costs include employee salary, training, onboarding, benefits, insurance, and equipment. It is essential to consider all of these costs when evaluating hiring a new admissions officer employee.

You can expect to pay around $33,833 per year for an admissions officer, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for admissions officers in the US typically range between $9 and $26 an hour.

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