How to hire a behavioral scientist

How to hire a behavioral scientist, step by step

Here's a step-by-step behavioral scientist hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a behavioral scientist, 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

   A behavioral scientist's background is also an important factor in determining whether they'll be a good fit for the position. For example, behavioral scientists 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 behavioral scientist salaries for various roles:

   Type of Behavioral Scientist	Description	Hourly rate
   Behavioral Scientist		$24-65
   Research Fellow	A research fellow is an academic researcher who conducts research and analysis of comprehensive literature, data, and results and provides literature reviews. He/She supervises research assistants and recruits study participants to interview them for a particular study... Show more	$18-34
   Psychometrician	A Psychometrician specializes in performing various psychological tests under the supervision of a psychologist. They work together to develop tests that will measure multiple aspects such as emotional and intelligence quotient, verify test reliability, and analyze test results from clients... Show more	$29-66

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Research Projects
   • Statistical Analysis
   • Data Analysis
   • Quantitative Data
   • Community Organizations
   • CDC
   • Family Practice

   Responsibilities:

   • Develop and manage third party claim investigations and contractor remedial oversight for various insurance companies.
   • Enter patient information into HMS accounting system.
   • Back by solid credentials (MSW) and equal strengths in program, personnel and case management.
   • Analyze effectiveness of counter-y influence initiatives for enhance detainee exploitation and dissemination among DOD detainee populations.
   • Develop extraction processes for naturally-occurring cholesterol-lowering compounds.
   • Function as hospital AOC and adeptly uphold all reporting requirements.

3. Make a budget

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

   • Location. For example, behavioral scientists' average salary in wyoming is 54% less than in maine.
   • Seniority. Entry-level behavioral scientists earn 63% less than senior-level behavioral scientists.
   • Certifications. A behavioral scientist 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 a behavioral scientist's salary.

   Average behavioral scientist salary

   $84,521yearly

   $40.64 hourly rate

   ---

   Entry-level behavioral scientist salary

   $51,000 yearly salary

   Updated December 18, 2025

4. Writing a behavioral scientist job description

   A job description for a behavioral scientist 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 a behavioral scientist job description:

   Behavioral scientist job description example

   WW is looking for candidates to help change people's lives. We are a global wellness technology company inspiring millions of people to adopt healthy habits for real life. We do this through engaging digital experiences, face-to-face workshops and sustainable programs that encourage people to move more, shift their mindset and eat healthier while enjoying the foods they love. By drawing on over five decades of experience and expertise in behavioral science, we build communities in order to deliver wellness for all.
   Who we are
   
   Our strong basis in science forms the foundation for why WW is the world's trusted leader in weight loss, health, and wellness. As thought leaders, the WW Science team plays an integral role in co-creating member experiences, program innovations, engaging content, Coach training, and clinical research to help people build healthy habits. You will be joining a dynamic, global team of experts who define the WW points of view on nutrition, activity, and behavior change. You'll partner with cross-functional teams and the scientific community, have hands-on ownership of meaningful projects, and collaborate closely with your Science team colleagues.
   
   What you will do
   Serve as a behavior change expert in partnerships with Product, Design, and Insights teams to develop efficacious digital experiences that support the weight loss journey.Recognize opportunities for and support research-related activities that deepen our understanding of the human experience and identify opportunities and create actionable strategies to bring behavior change experiences to life across WW digital experiences. Consolidate the academic literature and consult with internal and external experts to develop science briefs and points of view that expand the WW Science resource library and help establish frameworks that can be easily translated by the Product team.Co-create, review, and contribute to digital program content to ensure scientific fidelity and drive behavior change.
   
   Who you are
   
   You are a subject matter expert in behavioral weight management and have strong foundational knowledge in other behavioral science fields (e.g., social psychology; behavioral design, positive psychology) with an interest in behavioral design. You have clinical experience conducting evidence based behavioral weight management interventions and leveraging digital communities for behavior change, and have worked closely with digital product and design teams. You understand the lived experience of people who are seeking guidance and support on the health behavior change and weight management journey.
   
   You can readily translate scientific concepts to a lay audience in authoritative, succinct, clear, and engaging ways. You understand the power of language and recognize how nuances can support or detract from the behavior change journey. You notice weight-biased or stigmatizing language and take steps to correct it. You are a reliable communicator, thrive working on teams, and aren't afraid to speak up.
   
   At WW, it is our priority to cultivate a diverse and inclusive workplace. We are committed as individuals, as an organization, and as fellow humans, to advocate for and support our employees, our members, and our communities. We are proud to be an equal opportunity employer and we do not discriminate on the basis of sex, race, color, creed, national origin, marital status, age, religion, sexual orientation, gender identity, gender expression, veteran status, or disability.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with behavioral scientist 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 behavioral scientist

   Once you've found the behavioral scientist 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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