How to hire a center specialist

How to hire a center specialist, step by step

Here's a step-by-step center specialist hiring guide:

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

What does a center specialist do?

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1. Identify your hiring needs

   The center specialist 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

   Hiring the perfect center specialist 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.

   Here's a comparison of center specialist salaries for various roles:

   Type of Center Specialist	Description	Hourly rate
   Center Specialist	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$11-22

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Customer Service
   • Necessary Paperwork
   • Ladders
   • Safety Procedures
   • Excellent Interpersonal
   • Troubleshoot
   • Safety Issues
   • Outbound Calls
   • Customer Satisfaction
   • Inbound Calls
   • PowerPoint
   • Data Entry
   • Phone Calls

   Check all skills

   Responsibilities:

   • Manage and troubleshoot applications and printers across exchange servers.
   • Retain knowledge for xerox printers as well as microsoft office.
   • Maintain supplies in the CPC and canvass weekly to keep sales high.
   • Sort checks in order of bank of first deposit and encode ACH debits.
   • Provide new POS (point of sale) system training for stores within the district.
   • Adhere to the Weill Cornell procedures, NYPH policies and procedures, OSHA regulations and HIPAA guidelines

   More center specialist duties

3. Make a budget

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

   • Location. For example, center specialists' average salary in utah is 35% less than in new hampshire.
   • Seniority. Entry-level center specialists earn 48% less than senior-level center specialists.
   • Certifications. A center specialist 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 center specialist's salary.

   Average center specialist salary

   $16.18hourly

   $33,648 yearly

   ---

   Entry-level center specialist salary

   $24,000 yearly salary

   Updated December 13, 2025

   Average center specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$44,088	$21
   2	Wisconsin	$43,249	$21
   3	District of Columbia	$42,380	$20
   4	New York	$41,988	$20
   5	Washington	$41,064	$20
   6	California	$40,993	$20
   7	New Jersey	$40,324	$19
   8	Oregon	$39,491	$19
   9	Iowa	$38,962	$19
   10	Illinois	$38,428	$18
   11	Nebraska	$36,697	$18
   12	Ohio	$36,422	$18
   13	Colorado	$36,278	$17
   14	Michigan	$36,231	$17
   15	Pennsylvania	$35,106	$17
   16	Arizona	$34,614	$17
   17	Texas	$33,669	$16
   18	Indiana	$33,548	$16
   19	Missouri	$33,523	$16
   20	Virginia	$32,632	$16

   Average center specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	BP America Inc	$96,200	$46.25	3
   2	JPMorgan Chase & Co.	$65,939	$31.70	189
   3	McKinsey & Company Inc	$58,002	$27.89	33
   4	Activision Blizzard	$57,840	$27.81
   5	Seattle University	$55,577	$26.72
   6	Northwestern Mutual	$55,023	$26.45	17
   7	General Dynamics Mission Systems	$53,272	$25.61
   8	PTC	$52,043	$25.02
   9	Brigham and Women's Hospital	$51,803	$24.91	19
   10	Deloitte	$51,738	$24.87	474
   11	New York State Restaurant Association	$50,644	$24.35
   12	Granite State College	$50,208	$24.14
   13	Pwc	$48,915	$23.52	77
   14	Markel	$47,984	$23.07	5
   15	USAA	$47,013	$22.60	13
   16	City of Jacksonville	$46,678	$22.44
   17	Stanford University	$46,433	$22.32	6
   18	UC Santa Barbara	$46,047	$22.14
   19	Alston & Bird	$46,026	$22.13
   20	Dartmouth	$45,564	$21.91	1

4. Writing a center specialist job description

   A good center specialist 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 center specialist job description:

   Center specialist job description example

   Purpose
   This position is responsible for the creative workflow process for and under general supervision, perform a wide variety of custodial and maintenance duties in order to provide a clean, orderly and safe environment. Full-Time and Part-Time Positions Available.
   
   Minimum Eligibility Requirements
   Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.One year of custodial experience and/or building maintenance preferred.Knowledge of methods of maintaining, cleaning and preserving a variety of surfaces.Proper use of a wide range of chemicals according to state and federal regulations.Handling and disposing of hazardous materials and blood borne pathogens with care.Possess essential physical and mental capabilities in the following:Interpersonal skills Attention to detail MemoryFollowing directions Comprehension,Reading, writing and speaking English preferred Organizing and innovation
   
   Essential Functions
   Customer Service
   Follow instructions regarding the use of chemicals and supplies. Use only as directed.Safely operate all job-related equipment.Empty and clean waste baskets and trash containers.Remove trash in accordance with established procedures.Sweep and mop floors.Clean and sanitize restrooms using established practices and procedures.Refill restroom dispensers.Clean glass windows and doors.Dust surfaces as required.Respond to emergency calls for custodial assistance.Maintain cleaning supplies inventory and submit requests for supplies.
   
   Working Conditions (travel, hours, environment)
   While performing the duties of this job, the employee is frequently exposed to a warehouse environment and moving vehicles. The noise level in the work environment is typically quiet to moderate.
   
   Physical/Sensory Requirements
   Physical Work - Ability exert 30 - 60 pounds of force occasionally, and or 20-30 pounds of force frequently, and/or greater than negligible up to 20 pounds of force constantly to lift, carry push, pull, or otherwise move objects. The employee is often required to use their hands and fingers, to handle or feel. The employee is frequently required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl.
   
   Benefits & Rewards
   Bonus opportunities at every level Career advancement opportunities Relocation opportunities across the country 401k with discretionary company match Employee Stock Purchase PlanReferral Bonus ProgramCorporate Discount ProgramsMedical, Dental, Vision, Life and other Insurance Plans (subject to eligibility criteria)
   
   Equal Employment Opportunity
   
   Floor & Decor is an equal opportunity employer and is committed to equal opportunity for all associates and applicants. F&D recruits, hires, trains, promotes, compensates and administers all personnel actions without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information or any other status protected by applicable law.
   
   This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits and all other privileges, terms and conditions of employment. This policy and the law prohibit employment discrimination against any associate or applicant on the basis of any legally protected status outlined above.

   Copy this example

   

5. Post your job

   To find the right center specialist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with center specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit center specialists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your center specialist job on Zippia to find and recruit center specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with center specialist 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 center specialist

   Once you've found the center specialist 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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How much does it cost to hire a center specialist?