How to hire an arranger

How to hire an arranger, step by step

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

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

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1. Identify your hiring needs

   Before you post your arranger 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 arranger 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 arranger 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.

   This list presents arranger salaries for various positions.

   Type of Arranger	Description	Hourly rate
   Arranger	Music directors, also called conductors, lead orchestras and other musical groups during performances and recording sessions. Composers write and arrange original music in a variety of musical styles.	$11-49

2. Create an ideal candidate profile

   Common skills:

   • Assembly Line
   • Bacon
   • Travel Arrangements

   Responsibilities:

   • Utilize the HMIS systems to manage and maintain customer records.
   • Job tasks include: arranging bacon for packing and checking packaging for shipment.
   • Utilize the HMIS systems to manage and maintain customer records.

3. Make a budget

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

   • Location. For example, arrangers' average salary in montana is 47% less than in new jersey.
   • Seniority. Entry-level arrangers 77% less than senior-level arrangers.
   • Certifications. An arranger 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 arranger's salary.

   Average arranger salary

   $50,195yearly

   $24.13 hourly rate

   ---

   Entry-level arranger salary

   $24,000 yearly salary

   Updated December 19, 2025

4. Writing an arranger job description

   An arranger 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. To help get you started, here's an example of an arranger job description:

   Arranger job description example

   Our associates celebrate lives. We celebrate our associates.
   
   Consider the possibilities of joining a Great Place to Work!
   
   Insure that documentation to support the disposition of remains is present in the At-Need file, is accurate, and complies with state, federal, and Company rules and regulations. Provide outstanding Customer Service to internal and external customers. Adhere to high Quality Control standards.
   
   Must be able to perform the essential functions of the job with or without reasonable accommodations.
   
   * Comply with state and federal laws and with established Company rules and regulations by inspecting documentation that supports the disposition of remains to insure that it is complete, accurate, and filed correctly.
   * Act on calls from external customers, including other cemeteries and mortuaries, to provide cemetery products and service selections, to include disposition of remains, contracts, and payments.
   * Assist customers in person with arranging for disposition of remains, presenting cemetery products and service selections, finalizing contracts, and payment.
   * Create marker records, accept marker payments from outside monument companies and follow up on outstanding marker orders.
   * Think critically about work processes, troubleshoot situations, and take remedial action.
   * Prepare and distribute daily interment schedules, reports, and documents.
   * Manage the chain of custody of cremated human remains.
   * Adhere to Company policies, procedures, rules, and controls.
   * Adhere to safety rules and regulations, and report unsafe practices to management.
   * Act on customer complaints to provide satisfactory resolution.
   * Participate in training and skill development opportunities to improve competency and customer service.
   * Report to work on time and maintain standard attendance.
   * Additional tasks as management deem necessary.
   * Work overtime as needed, as daily work must be completed before leaving; must work rotating schedule including weekends and holidays
   
   Rose Hills is an Equal Opportunity Employer. The company's hiring procedures do not discriminate against any person on the basis of race, color, national origin, religion, ethnicity, age, sex, sexual-orientation, veteran's status or disability, or any other legally protected status.
   
   SCI Shared Resources, LLC is committed to an inclusive, barrier-free recruitment and selection process. On request, we will seek to provide appropriate accessibility options to all applicants with disabilities.
   
   Postal Code: 90601
   
   Category (Portal Searching): Operations
   
   Job Location: US-CA - Whittier

   Copy this example

   

5. Post your job

   There are a few common ways to find arrangers 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 arranger job on Zippia to find and recruit arranger candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with arranger candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 arranger

   Once you have selected a candidate for the arranger 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 arranger. 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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