How to hire an auditor/consultant

How to hire an auditor/consultant, step by step

Here's a step-by-step auditor/consultant hiring guide:

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

What does an auditor/consultant do?

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1. Identify your hiring needs

   Before you start hiring an auditor/consultant, 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

   You should also consider the ideal background you'd like them an auditor/consultant to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an auditor/consultant that fits the bill.

   This list shows salaries for various types of auditor/consultants.

   Type of Auditor/Consultant	Description	Hourly rate
   Auditor/Consultant	Accountants and auditors prepare and examine financial records. They ensure that financial records are accurate and that taxes are paid properly and on time... Show more	$28-49
   Compliance Officer	A compliance officer is responsible for monitoring company operations, ensuring that all the processes and members are adhering to the regulatory and procedural policies set by the company. Compliance officers' duties also include proposing compliance programs, reviewing and updating existing company policies with management approval, taking immediate actions for policy violations, and mitigating risks... Show more	$20-46
   Compliance Analyst	A compliance analyst is in charge of ensuring that every operation and aspect in a company or facility adheres to the laws and regulations. They are also responsible for conducting regular inspections and assessments, producing reports and presentations, disseminating necessary information and reminders, researching existing policies and laws related to the industry, and remaining updated with new regulations... Show more	$18-41

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Internal Audit
   • CPA
   • Sarbanes-Oxley
   • Healthcare
   • Project Management
   • Process Improvement
   • SOX
   • Data Analysis
   • Risk Management
   • Risk Assessments
   • Compliance Audits
   • Business Processes
   • Regulatory Compliance
   • Financial Statements

   Check all skills

   Responsibilities:

   • Manage team of external audit consultants who are assign to the team to perform SOX and other regulatory relate test work.
   • Demonstrate work assessment and supervise the Midwest ISO in implementing a process driven model to achieve compliance against current energy tariff.
   • Gain experience working with Japanese SOX (JSOX) clients by interviewing senior management and identifying key controls and control gaps.
   • Conduct Sarbanes-Oxley reviews in the entertainment industry.
   • Optimize and replicate models on Hyperion platform; incorporate metrics enabling clients to make strategic decisions.
   • Identify risks and assess controls in conjunction with Sarbanes-Oxley requirements and maintain ongoing oversight of relate business unit activity.

   More auditor/consultant duties

3. Make a budget

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

   • Location. For example, auditor/consultants' average salary in hawaii is 47% less than in new york.
   • Seniority. Entry-level auditor/consultants 42% less than senior-level auditor/consultants.
   • Certifications. An auditor/consultant 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 auditor/consultant's salary.

   Average auditor/consultant salary

   $78,335yearly

   $37.66 hourly rate

   ---

   Entry-level auditor/consultant salary

   $59,000 yearly salary

   Updated December 5, 2025

   Average auditor/consultant salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$98,403	$47
   2	District of Columbia	$93,322	$45
   3	Virginia	$86,781	$42
   4	Texas	$85,312	$41
   5	California	$85,307	$41
   6	North Carolina	$81,882	$39
   7	Massachusetts	$80,073	$39
   8	Minnesota	$76,360	$37
   9	Maryland	$75,755	$36
   10	Illinois	$75,291	$36
   11	Georgia	$74,163	$36
   12	Pennsylvania	$73,996	$36
   13	Missouri	$73,471	$35
   14	Arizona	$71,060	$34
   15	Florida	$70,347	$34
   16	Colorado	$70,306	$34
   17	Indiana	$68,978	$33
   18	Wisconsin	$68,451	$33
   19	Ohio	$67,621	$33
   20	Tennessee	$61,413	$30

   Average auditor/consultant salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	AstraZeneca	$103,585	$49.80
   2	Dell	$103,465	$49.74
   3	Oculus	$96,747	$46.51
   4	Monster Products	$91,752	$44.11
   5	IDB Invest	$87,872	$42.25
   6	Sherpa	$86,233	$41.46	1
   7	Supermicro	$86,203	$41.44
   8	Inter-American Development Bank	$85,832	$41.27
   9	BlueCross BlueShield of South Carolina	$84,665	$40.70	4
   10	Blue Cross Blue Shield of Michigan	$84,451	$40.60	7
   11	Randstad North America, Inc.	$84,188	$40.48	1
   12	Florida Blue	$83,479	$40.13
   13	Defiance State Bank	$83,274	$40.04
   14	Paro	$83,178	$39.99
   15	RGP	$83,018	$39.91	10
   16	Intrepid Solutions and Services	$82,818	$39.82
   17	Control Solutions, Inc.	$82,802	$39.81
   18	Trane	$82,631	$39.73	1
   19	Talcott Resolution	$82,536	$39.68
   20	Komatsu America Corp.	$81,956	$39.40

4. Writing an auditor/consultant job description

   A good auditor/consultant job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an auditor/consultant job description:

   Auditor/consultant job description example

   Join our team and begin tackling critical issues at all levels of government in a team-focused environment with an emphasis on personal and professional growth. Now more than ever, organizations need support to address pressing needs in accounting, budgeting/forecasting, financial reporting, assurance, and internal controls. Accounting & Internal Controls (A&IC) is well-positioned to help our clients address their most urgent finance transformation needs. If you are interested in helping organizations effectively managefinancial risks, then our team would be a great fit for you!
   Work you'll do
   
   The team
   
   Deloitte's Government and Public Services (GPS) practice - our people, ideas, technology and outcomes-is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of over 15,000+ professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise.
   
   Our Internal Audit team advisesclients on process efficiency, fraud detection, operational quality, internal control and regulatory compliance. We help to reveal greater insights for improved operations and decision-making.
   
   Qualifications
   
   Required:
   
   + Bachelor's degree required
   
   + Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future
   
   + Active TS/SCI with Polygraph security clearance required
   
   Preferred:
   
   + Federal audit readiness experience
   
   + Experience with A-123 or FIAR
   
   How you'll grow
   
   At Deloitte, our professional development plan focuses on helping people at every level of their career to identify and use their strengths to do their best work every day. From entry-level employees to senior leaders, we believe there's always room to learn. We offer opportunities to help sharpen skills in addition to hands-on experience in the global, fast-changing business world. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career.
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

   Copy this example

   

5. Post your job

   To find auditor/consultants 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 auditor/consultants they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level auditor/consultants 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 auditor/consultant job on Zippia to find and recruit auditor/consultant candidates who meet your exact specifications.
   • Use field-specific websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit auditor/consultants, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 auditor/consultant

   Once you've found the auditor/consultant 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new auditor/consultant. 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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