How to hire a benefits advisor

How to hire a benefits advisor, step by step

Here's a step-by-step benefits advisor hiring guide:

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

What does a benefits advisor do?

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1. Identify your hiring needs

   The benefits advisor hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Type of Benefits Advisor	Description	Hourly rate
   Benefits Advisor	Compensation, benefits, and job analysis specialists conduct an organization’s compensation and benefits programs. They also evaluate position descriptions to determine details such as a person’s classification and salary.	$22-52
   Workers Compensation Coordinator	Workers compensation coordinators work with supervisors to identify incident causes and the best corrective actions. They train coordinators and supervisors on reporting and managing workers' compensation claims... Show more	$19-43
   Compensation Analyst	Compensation analysts are responsible for managing company compensation programs by evaluating and analyzing employees' salaries, assist the planning and development of a new and modified sales compensation plan, as well as managing sales compensation short-term incentive programs. The compensation programs are used to improve hiring and boost employee retention... Show more	$23-43

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Insurance Benefits
   • Patients
   • Inbound Calls
   • Medicare Advantage
   • Insurance Products
   • Medicaid
   • Health Insurance
   • Life Insurance
   • HIPAA
   • Outbound Calls
   • CMS
   • Open Enrollment
   • Cobra
   • ACA

   Check all skills

   Responsibilities:

   • Manage broker and group accounts throughout the year administering qualify changes, terminations, and ACA compliance.
   • Create reports using SQL database and manage reports, perform from internet-base tools for research projects need for client insight.
   • Function as a liaison between the patient, hospital and governmental agencies to obtain documentation require for Medicaid eligibility determination.
   • Maintain employee benefit records in HRIS system, including qualifying event records, personal information updates, and employment status changes.
   • Evaluate patients for existing insurance coverage, federal and state assistance programs, or hospital charity application.
   • Use tactful and effective interview techniques to obtain pertinent information to assure accurate eligibility determination for Medicaid.

   More benefits advisor duties

3. Make a budget

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

   • Location. For example, benefits advisors' average salary in hawaii is 67% less than in washington.
   • Seniority. Entry-level benefits advisors 58% less than senior-level benefits advisors.
   • Certifications. A benefits advisor 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 a benefits advisor's salary.

   Average benefits advisor salary

   $71,377yearly

   $34.32 hourly rate

   ---

   Entry-level benefits advisor salary

   $46,000 yearly salary

   Updated December 14, 2025

   Average benefits advisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$97,148	$47
   2	California	$95,692	$46
   3	Massachusetts	$91,472	$44
   4	Oregon	$77,772	$37
   5	Nevada	$71,564	$34
   6	New York	$71,378	$34
   7	Alaska	$68,196	$33
   8	Illinois	$68,166	$33
   9	Michigan	$68,163	$33
   10	Maine	$66,809	$32
   11	Ohio	$64,833	$31
   12	Colorado	$63,588	$31
   13	Texas	$62,422	$30
   14	Arizona	$61,791	$30
   15	North Carolina	$60,502	$29
   16	Utah	$58,054	$28
   17	Indiana	$56,615	$27
   18	Missouri	$56,535	$27
   19	Tennessee	$55,478	$27
   20	Oklahoma	$51,920	$25

   Average benefits advisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Chevron	$97,506	$46.88	9
   2	CVS Health	$86,569	$41.62	4
   3	HP	$82,810	$39.81
   4	The Family Health Centers of Asheville	$82,133	$39.49	2
   5	Dell	$80,760	$38.83	4
   6	Torc Robotics	$78,028	$37.51
   7	Globe Life	$77,614	$37.31	26
   8	Morris & Garritano	$77,092	$37.06	1
   9	HCSC	$75,284	$36.19	2
   10	Apex Services	$71,866	$34.55	3
   11	HUB International	$70,496	$33.89	71
   12	Unum	$70,139	$33.72	52
   13	Granger Medical Clinic	$69,871	$33.59
   14	Hewlett Packard Enterprise	$69,642	$33.48	2
   15	UMiami Health System	$68,376	$32.87
   16	GEHA Health	$67,939	$32.66
   17	The Bridge	$66,865	$32.15
   18	Blue Cross & Blue Shield	$66,865	$32.15	1
   19	Saunders Realty LLC	$66,778	$32.10
   20	Baldwin Risk Partners	$66,593	$32.02	8

4. Writing a benefits advisor job description

   A job description for a benefits advisor 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 benefits advisor job description:

   Benefits advisor job description example

   Come and see why National General Insurance has been voted as a “Great Place to Work” for 3 Years in a Row!

   · Paid Curriculum Based Training Program! We will cover your licensing fees and get you licensed in Life & Health!

   · Financial Stability! First 6 Months Earning Potential: $30k; 1st Year Earning Potential: $45-55k; 2nd Year Earning Potential: $65-80k; 3rd Year and Following Years: $85-150k; Rockstar Benefit Advisors Earn: $150k+ annually

   · Paid Renewal Bonuses, Conversion Bonuses, & Quality Assurance Bonuses Monthly! Vacation Getaways & Raffle Bonuses! Work Hard/ Play Hard Culture!

   · Work from the Comfort of Your Own Home!

   · Rapid Career Growth within our Growing Company!

   · Warm Leads Provided! No need to build your own pipeline or pay for your leads!

   · Full Benefits! Medical, Dental, Vision, Company Matched 401k, Tuition Reimbursement, 20 Days of PTO; 10 Paid Company Holidays; Employee Discount Programs, Employee Referral Program, Family Oriented Company Culture!

   Primary Purpose:

   The Benefit Advisor will primarily drive Medicare Sales through professional and consultative selling on plan options in prospect areas while in an inside sales environment. Additionally, Benefit Advisors may have some opportunity with some IFP (Individual & Family plans) and Ancillary Product Sales through consultative selling on plan options.

   
   Essential Duties and Responsibilities:

   Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time.
   

   · Receive inbound calls from customers who have questions on health insurance options in 13-50 states

   · Make outbound sales calls on a variety of sales campaigns

   · Benefit Advisor will recommend plans and enroll prospects based on the customer's needs

   · Quote, present, and close sales while overcoming objections

   · Follow up on “book of business” on a consistent basis by making outbound follow up calls to prospects

   · Provide a positive customer experience with excellent customer satisfaction

   · Meet sales and productivity goals on a daily, weekly, monthly and annual basis

   · Update customer file in CRM with summary of interaction

   · On-site regular attendance and punctuality are essential functions of the job

   
   Minimum Skills and Competencies:

   The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   

   · High school diploma or general education degree (GED)

   · Complete New Hire Technical Training Program

   · Active and valid Life and Health license or ability to acquire as part of our training program within 60 days of hire

   · Ability to be qualified by Department of Insurance to be appointed as a licensed sales agent by multiple insurance carriers – which may include additional criminal background and credit checks as required by the Department of Insurance and/or Center for Medicare Services

   · Demonstrates adequate/accurate typing speed while talking to the customer

   · Demonstrate thorough knowledge of billing guidelines

   · Demonstrate professional phone etiquette

   · Demonstrate proficiency with Sales systems

   · Excellent listening skills

   · Must possess effective verbal and written communication skills

   · Excellent computer and navigational skills

   · Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint)

   · Excellent work ethic and adherence to work schedule

   · Excellent Problem-Solving skills

   · Must perform well in high-energy, dynamic and team-oriented environments

   · High degree of initiative, mature judgment, and discretion

   · Self-starter who is highly motivated

   
   Desired Skills:

   · Bachelor Degree or in-lieu of degree equivalent education, training and work-related experience

   · 2+ years sales experience with a proven track record of exceeding sales quotas

   · 2+ years of Accident and Health insurance industry experience

   · 2+ years of experience working in a blended call center environment

   · Bilingual/Spanish

   Company DescriptionNational General Insurance offers exciting opportunities to smart, motivated individuals who are looking to build a successful future working for a best-in-class insurance provider. We'll help you discover new beginnings in a dynamic learning environment and set you on the right path to achieving your professional goals.
   
   At National General Insurance, we are looking for dedicated individuals with strong core values and solid experience. With locations throughout the United States, you can find the right position for you that can help expand your knowledge and talents. You'll be respected for your contributions and given the resources necessary to succeed.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting benefits advisors 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 benefits advisor

   Once you've decided on a perfect benefits advisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new benefits advisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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