How to hire an agricultural economist

How to hire an agricultural economist, step by step

Here's a step-by-step agricultural economist hiring guide:

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

What does an agricultural economist do?

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1. Identify your hiring needs

   Before you start hiring an agricultural economist, 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?

   Yes

   No

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

   This list presents agricultural economist salaries for various positions.

   Type of Agricultural Economist	Description	Hourly rate
   Agricultural Economist	Economists study the production and distribution of resources, goods, and services by collecting and analyzing data, researching trends, and evaluating economic issues.	$15-74
   Economic Development Internship	An economic development intern is responsible for supporting an organization's market performance, analyzing trends in the industry, and strategizing techniques to improve business services. Economic development interns perform administrative duties under the supervision of tenured staff and managers... Show more	$12-25
   Economic Developer	While a development specialist works on creating plans for community development, the economic developer helps implement the development strategies set forth by specialists. They help in the distribution of survey questionnaires and the collection of data, as well as the interpretation of results... Show more	$17-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Economic Analysis
   • USDA
   • Economic Data
   • SQL
   • Market Analysis
   • SAS
   • Commodities
   • International Trade
   • Policy Analysis
   • Financial Analysis
   • Food Assistance
   • Policy Positions
   • AMS
   • Staff Analysis

   Responsibilities:

   • Manage, utilize, and archive database for commodities in assign areas.
   • Analyze banking/economic data and advise senior FDIC officials on potential risk to financial institutions.
   • Develop, specify, and test econometric models using time-series econometrics, panel-data econometrics, and limit dependent variable techniques.
   • Support the competition peer review, in which OECD analyzes the competition policy in Colombia and formulates some policy recommendations.

3. Make a budget

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

   • Location. For example, agricultural economists' average salary in wyoming is 67% less than in district of columbia.
   • Seniority. Entry-level agricultural economists earn 79% less than senior-level agricultural economists.
   • Certifications. An agricultural economist 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 agricultural economist's salary.

   Average agricultural economist salary

   $71,697yearly

   $34.47 hourly rate

   ---

   Entry-level agricultural economist salary

   $33,000 yearly salary

   Updated December 16, 2025

   Average agricultural economist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$119,993	$58
   2	New York	$100,715	$48
   3	California	$88,655	$43
   4	Illinois	$79,462	$38
   5	New Hampshire	$75,599	$36
   6	Texas	$69,470	$33
   7	Georgia	$68,704	$33
   8	Missouri	$65,238	$31
   9	North Carolina	$63,119	$30
   10	Florida	$45,911	$22

   Average agricultural economist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	U.S. Department of Education	$92,934	$44.68
   2	H2a Inc	$68,343	$32.86
   3	AgriLogic	$68,343	$32.86
   4	RTI International Metals	$62,343	$29.97
   5	University of Kentucky	$61,202	$29.42	2
   6	Americorps	$58,896	$28.32
   7	Steiner	$56,520	$27.17
   8	My Florida Regional Mls	$52,261	$25.13
   9	Florida Department of Transportation	$37,870	$18.21
   10	Kansas State University	$26,898	$12.93	2

4. Writing an agricultural economist job description

   A job description for an agricultural economist 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 agricultural economist job description:

   Agricultural economist job description example

   American Farmland Trust is the only national organization that takes a holistic approach to agriculture, focusing on the land itself, the agricultural practices used on that land, and the farmers and ranchers who do the work. Since our founding in 1980, AFT has helped permanently protect over 6.5 million acres of agricultural lands, advanced environmentally-sound farming practices on millions of additional acres, and helped thousands of farm families make a go of it (primarily through programs that increase farm viability and/or enhance farmland access). Long a pioneering leader, AFT is now riding a new wave of growth, driven by agriculture's most pressing needs and opportunities.
   
   We believe diversity drives innovation. We are inclusive. We embrace differences. We recognize and respect the fundamental value and dignity of all our employees. We celebrate the unique traditions, heritages, and experiences our employees bring to the workplace. We are committed to creating and sustaining an inclusive culture that promotes and values diversity, and where everyone feels empowered to bring their authentic selves to work every day.
   
   We provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, expression or identity, national origin, age, disability, or genetics. In addition to federal law requirements, American Farmland Trust complies with applicable state and local laws governing nondiscrimination in employment in every location in which we have facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
   
   Evidence demonstrating the economic benefits of soil health management systems is currently limited and yet critically needed to drive scaled-up adoption. AFT is working to fill the gap with user-friendly soil health economic calculators for a diversity of production systems and practices.
   
   Reporting to the Economic Tools Development Manager/Senior Agricultural Economist, the Economic Tools Development Agricultural Economist will (1) conduct research and further develop AFT's three existing economic tools: Retrospective Soil Health Economic Calculator (R-SHEC) Tool, Predictive or P-SHEC Tool, and Online-SHEC Tool and (2) serve as a reviewing economist for AFT's soil health economic case studies.
   
   AFT seeks to expand the functionality of the three economic tools so they can be used for more production systems, in more states, and more soil health practices. AFT needs additional reviewing economists to ensure that the economic case studies produced by our case study authors are economically sound and credible. Download the R-SHEC Tool Kit to learn about the methods and case studies here:
   
   As an integral part of the AFT Program team, the Agricultural Economist will be key in completing deliverables focused on AFT's Soil Health Economic Tools as well as shaping the future of how the tools work.
   
   This person will also work on an interdisciplinary team to research and accelerate the development of the P-SHEC Tool's Long-Term Benefits sheet in the Excel-based tool to improve the soil organic matter (SOM)-crop yield relationship calculations and explore other important causal relationships between soil health and economic indicators as the basis for the predictive functions of the P-SHEC Tool. In addition, the person will further refine, with the team, the R-SHEC and O-SHEC tools.
   What You'll Be Working On Conduct internal review and editing of several soil health economic case studies written by AFT authors. Manage external review and editing by government and university agricultural economists and soil scientists before the case studies go to publication. Collaborate with the Soil Health Economics Accelerator Team to continue the development of all three tools (R-SHEC, P-SHEC, and O-SHEC Tools), pending data availability, and team priorities to (1) expand to priority states, (2) expand beyond existing row crops, (3) expand nut crops beyond almonds and possibly to fruit orchards, (4) expand to perennial crops, (5) expand soil health practices (e.g., agroforestry), and (6) develop a grazing version of the tools. Continue development of all three tools to (1) solve challenges in calculating costs of simultaneous changes in conservation crop rotation and soil health practices and (2) adjust the tools to allow proper quantification of double-cropping short-term effects. Collaborate on the creation of a P-SHEC Tool Kit and associated materials, including a user manual, and then facilitate an external review by a selection of interdisciplinary experts. Once complete, oversee pilot-use and evaluation of the updated P-SHEC tool by AFT Authors to conduct interviews with pilot soil health curious farmers to test the updated tool and produce predictive assessments. Incorporate feedback from users of the updated tools on options for adjusting them to better serve internal and external partner needs. Produce and use associated education and outreach materials, such as PowerPoints and webinars, for a wide array of audiences. Provide training to the internal and external partners on how to use updated and expanded tools to develop their own case studies and predictive assessments.
   
   The ideal candidate is self-motivated, able to work on their own initiative as well as collaboratively, and possesses: Knowledge about U.S. commodity crop production systems (e.g., corn, soybeans, wheat, hay, corn silage, and almonds); ability to learn additional production systems, such as agroforestry and grazing, vegetables, and fruit orchards, is a plus. Knowledge about soil health practices (e.g., no-till, strip-till, cover crops, nutrient management, conservation crop rotation, mulching, and compost and/or other soil carbon amendment application. Knowledge in farm production economics and be experienced performing on-farm economic analyses including partial budget analysis. Knowledge about soil health science and the relationships between soil health practices and crop yield, nutrient and chemical input use, etc. Ability to communicate highly technical economic and scientific data and analyses in an effective and meaningful way to various audiences including farmers, conservation professional, and fellow economists both verbally and in writing. Ability to juggle multiple research and tool development fronts at various stages of completion and various stages of internal and external review. Ability to work effectively in a multi-disciplinary, non-siloed, highly collaborative environment and across the organization in a remote-work environment. Flexibility and eager to learn new methods and analytical approaches as they may change over time. Experience in using Outlook, Microsoft Office 365 Suite including Word, Excel, PowerPoint, and Teams. Ability to support a strong team culture of shared learning, innovation, and problem solving among AFT staff. The following qualifications are a plus: Experience developing Excel-based economic-environmental tools is a plus. Knowledge in econometrics and using a relevant statistical software (R, Stata, etc.) is a plus. Experience using COMET-Planner, COMET-Farm, Nutrient Tracking Tool or any other national environmental outcome quantification tools is a plus. Experience collaborating with members of the academic and practitioner conservation community is a plus (i.e., ERS, ARS, NRCS, University Agricultural Economists, Extension, farm trade associations, corporations with sustainability goals, NGOs, ag retailers, etc.) Education & Experience Master's degree in agricultural economics; or if education is in a different economics discipline, 3+ years' work experience in some aspect of agriculture and or sustainability/environmental conservation is required. >3 years' experience as a practicing agricultural economist is required. Why you should apply Be a part of a purpose-driven, committed, knowledgeable, high-performing, experienced and fun team A diverse and inclusive work environment A cause and mission you can be proud of Competitive compensation & benefits Remote work opportunities Flexible scheduling Ready to apply? If this job sounds like a fit for you, then click on the 'apply' button below. Please answer the screener questions and include a resume and cover letter to be considered.
   
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5. Post your job

   There are a few common ways to find agricultural economists for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your agricultural economist job on Zippia to find and recruit agricultural economist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting agricultural economists 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. 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 agricultural economist

   Once you've found the agricultural economist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   To prepare for the new agricultural economist first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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