How to hire a career agent

How to hire a career agent, step by step

Here's a step-by-step career agent hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a career agent, 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 a career agent 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 a career agent that fits the bill.

   Here's a comparison of career agent salaries for various roles:

   Type of Career Agent	Description	Hourly rate
   Career Agent	Insurance sales agents help insurance companies generate new business by contacting potential customers and selling one or more types of insurance. Insurance sales agents explain various insurance policies and help clients choose plans that suit them.	$15-35
   Licensed Insurance Producer	An Insurance producer, also called an insurance agent that promotes and sells insurance benefits and packages to clients. This includes life insurance, property, and health insurance that is offered by not only one company... Show more	$21-46
   Insurance Producer	An insurance producer is responsible for selling and buying financial services and products for an insurance company. They negotiate issues regarding health, life insurance, and other properties... Show more	$21-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Life Insurance Products
   • Financial Services
   • Health Insurance
   • Long-Term Care
   • Medicare Advantage
   • Annuities
   • Disability Insurance
   • Payroll
   • Insurance Policies
   • Background Checks
   • TANF
   • Drug Screens
   • Career Exploration
   • Cold Calls

   Check all skills

   Responsibilities:

   • Secure an array of individual investment strategies, including fix annuities, benefit cost analysis and risk assessments.
   • Generate sales and service of mutual funds and annuities, review underwriting procedures and recommend necessary requirements.
   • Operate remote telecommunications using applications and secure computer communications to troubleshoot and resolve issues on customer Samsung devices.
   • Help maintain Primerica as the number one source for insurance needs by directly switching accounts over to the company.

3. Make a budget

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

   • Location. For example, career agents' average salary in louisiana is 47% less than in wisconsin.
   • Seniority. Entry-level career agents 56% less than senior-level career agents.
   • Certifications. A career agent 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 career agent's salary.

   Average career agent salary

   $48,921yearly

   $23.52 hourly rate

   ---

   Entry-level career agent salary

   $32,000 yearly salary

   Updated December 28, 2025

4. Writing a career agent job description

   A good career agent 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 a career agent job description:

   Career agent job description example

   While delivering innovative solutions, exceptional service and trusted results, the Career Agent will provide case management services to assigned TANF customers with sensitivity to individual needs, ensuring clients receive sufficient guidance and the support necessary to reach their employment goals, including life skills, educational and vocational training, barrier removal, job preparation/readiness and employment. Additionally, the Career Agent will produce outcomes as stated in the client contract.
   ESSENTIAL DUTIES AND RESPONSIBILITIES:
   •Provide career counseling and intensive case management services that support and facilitate customers’ progression and compliance with TANF/VIEW programs;
   •Complete intake and eligibility determination, assess jobseekers’ employment and training needs and abilities through interviewing, testing and other methods;
   •Coordinate all services and ensure that customers are making meaningful progress towards preparing for, finding and retaining employment;
   •Perform program’s intake assessment by thoroughly completing all intake forms to include but not limited to reviewing assessments and initial individual responsibility plan’s (IRP) with the customer, conduct in-depth discussion with customer about assessment results and develop and/or amends customer’s IRP;
   •Counsel customers on the local labor market, available job opportunities, training programs and other services, referring individuals to appropriate services and follow-up on those activities;
   •Maintain accurate individual case files for each registered customer assuring that each file contains all required eligibility documents and meets compliance requirements with all policies and procedures;
   •Participate in regular staff meeting, staff training, supervisory sessions, and accept the responsibility of aiding the development of positive team relationships;
   •Conduct orientation sessions, workshops, job clubs and other group presentations;
   •Meet and/or exceed program benchmarks, completing all required reports as required
   
   QUALIFICATIONS : To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. 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 function.
   
   EDUCATION and/or EXPERIENCE:
   •Any combination of education and/or experience equivalent to graduation from an accredited college or university with Bachelor’s degree in business, education, public administration, behavioral science, human service, social work, counseling, psychology, or criminal justice or related field.
   •Candidates with substantial case management and/or eligibility experience; a strong background in the delivery of services, the ability to read and interpret policy and procedures
   •Experience working with disadvantage populations
   •Demonstrated proficiency with the Internet, E-Mail, Microsoft Office (Outlook, Word, PowerPoint, and Excel
   •Two years’ experience working in an outcome-driven environment.
   •Excellent interpersonal, project and time management, customer service, organizational, and communication skills, both oral and written required.
   •Familiarity with, or the ability to, learn Federal, State, and Local Temporary Assistance to Needy Families (TANF) rules and regulations required.
   •Ability to manage unforeseen situations with tact and diplomacy, demonstrating a high level of professionalism and integrity at all times.
   •An ability to work cooperatively with all levels of the organization staff.
   
   PHYSICAL DEMANDS: While performing the duties of this job, the employee is regularly required to walk, sit, talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential function.
   
   WORK ENVIRONMENT: The location has high traffic with the noise level in the work environment usually moderate.

   Copy this example

   

5. Post your job

   To find career agents 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 career agents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level career agents 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.

   To find career agent candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit career agents, 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 career agent

   Once you've decided on a perfect career agent 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been 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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