How to hire a certifier

How to hire a certifier, step by step

Here's a step-by-step certifier hiring guide:

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

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1. Identify your hiring needs

   The certifier 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 certifier's background is also an important factor in determining whether they'll be a good fit for the position. For example, certifiers 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.

   This list presents certifier salaries for various positions.

   Type of Certifier	Description	Hourly rate
   Certifier	Nursing assistants, sometimes called nursing aides, help provide basic care for patients in hospitals and residents of long-term care facilities, such as nursing homes. Orderlies transport patients and clean treatment areas... Show more	$12-41
   PRN	A PRN or a "pro re nata" employee is responsible for covering a shift or a specific situation, especially during short-staffing or the need to complete a particular task. The PRNs often work for a medical industry without a regular or full-time commitment, having the freedom to manage their time and take multiple assignments from different organizations... Show more	$8-42
   Patients Transporter	A patients transporter is responsible for transporting patients from one place to assigned healthcare facilities to receive medical care and treatment. Patients transporters assist with moving the patients, such as on wheelchairs and beds, depending on their conditions... Show more	$11-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Pallets
   • Loaders
   • Process Improvement
   • Enhance Skill
   • Building Practices
   • Community Resources
   • DSD
   • Community Agencies
   • Voice Pick
   • NIST
   • FISMA
   • Federal Guidelines
   • Child Nutrition
   • Warehouse Inventory

   Check all skills

   Responsibilities:

   • Manage facility organization and cleanliness, maximizing the utilization of the facility and the efficiency of athlete's training routines.
   • Report instances of abuse to DHS.
   • Experience in FISMA compliance reporting and relate activities.
   • Supervise freight forwarders to optimize DSD delivery of products.
   • Certify pallets of product to ensure orders are accurate prior to loading and shipment.
   • Coach warehouse loaders (pickers) on pallet build accuracy and coordinate loading team.5.

   More certifier duties

3. Make a budget

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

   • Location. For example, certifiers' average salary in colorado is 54% less than in alaska.
   • Seniority. Entry-level certifiers 71% less than senior-level certifiers.
   • Certifications. A certifier 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 certifier's salary.

   Average certifier salary

   $46,932yearly

   $22.56 hourly rate

   ---

   Entry-level certifier salary

   $25,000 yearly salary

   Updated January 23, 2026

   Average certifier salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Alaska	$66,536	$32
   2	California	$59,957	$29
   3	Ohio	$56,924	$27
   4	Maryland	$54,074	$26
   5	Texas	$50,071	$24
   6	Illinois	$42,028	$20
   7	North Carolina	$41,213	$20
   8	Minnesota	$40,649	$20
   9	Oregon	$39,514	$19
   10	Washington	$37,997	$18
   11	Missouri	$35,420	$17
   12	Oklahoma	$35,074	$17
   13	Kansas	$33,167	$16
   14	Colorado	$30,072	$14

   Average certifier salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Novant Health	$103,790	$49.90
   2	Southwest General	$77,092	$37.06	8
   3	Quest Global	$76,542	$36.80
   4	Hca Hospital Services Of San Diego	$74,227	$35.69
   5	Appalachian Regional Healthcare	$73,071	$35.13	1
   6	ApTask	$68,646	$33.00
   7	Soliant	$60,976	$29.32
   8	Mayor Ethan Berkowitz	$59,165	$28.44
   9	ProCare Therapy	$57,832	$27.80
   10	HealthTrust	$57,425	$27.61
   11	Mayo Clinic	$55,014	$26.45	36
   12	City of Baltimore	$53,452	$25.70
   13	Virginia Mason Medical Center	$53,099	$25.53
   14	Texas Tech University	$49,896	$23.99
   15	Crossroads Center Rescue Mission	$48,293	$23.22	1
   16	Miriam Foundation	$47,989	$23.07
   17	Csa America, Inc.	$45,567	$21.91
   18	PepsiCo	$44,239	$21.27	1
   19	Park Avenue Center	$43,464	$20.90
   20	Zachry Group	$41,401	$19.90

4. Writing a certifier job description

   A job description for a certifier 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 certifier job description:

   Certifier job description example

   Note: Local Candidates preferred so they can meet in the office 1-2 times / week but ok with OOO remote candidates as well.
   
   PEGA Certified Senior System Architect WITH A MINIMUM OF 5 YEARS WORKING EXPERIENCE after certification.
   Please DO NOT submit candidates who don't have at least 5 YEARS Working experience as noted above.
   
   The PEGA SSA will be under the direct supervision of the chief of the AOC's Information Technology Office (ITO) or other designated ITO representative.
   The PEGA SSA will be required to collaborate and provide technical expertise to ITO and assigned unit to develop technical solutions to implements business/system requirements. The PEGA SSA will be required to attain a complete understanding of requirements and understand key concepts such as rule resolution, class structure design, and reusability.
   The PEGA SSA's primary responsibility will be to develop and/or modify programs, successfully unit test their work, develop supportive documentation, and to participate with the business analysts and/or users in the system testing of their programs.
   They will, in many cases, write system requirements based upon the business requirements received. They will implement a wide array of functionality from building high quality user experiences to implementing complex case management requirements.
   The PEGA SSA should have had exposure to a variety of technologies, including, but not limited to, WebSphere or WebLogic, J2EE (JSP, Servlets, EJB, XML, Java), .NET, Oracle, DB2, and MS/SQL. With specific expertise in some of the above.
   The PEGA SSA must demonstrated knowledge of and applicability of Object-Oriented techniques and principles. The PEGA SSA should have experience in Agile and Scrum methodologies.
   The PEGA SSA must have a minimum of 7 years of related experience (5 years of PEGA experience after acquiring PEGA Certification) in all phases of object oriented software development including design, configuration, testing, debugging, implementation, and support of large-scale, business centric and process based applications.
   Minimum of 5 years of experience in developing solutions utilizing PEGA. A working knowledge of application design, case design, data modeling, automating business rules, business policies, user experience, reporting, integration, architecture, administration and security is also needed in addition to other required skills listed under the skills section. Required/Desired SkillsSkillRequired/DesiredAmountof Experienceyrs of exp you have WebSphere or WebLogicDesired6YearsJ2EE (JSP, Servlets, EJB, XML, JavaDesired6Years.NETDesired6YearsExperience in one or more Databases i.e. Oracle/DB2/MS/SQLDesired6YearsExperience in Application design/Case design Required5YearsData ModelingRequired5YearsExperience in automation of existing business process/policies utilizing PEGA rules Required5YearsExperience in ReportingRequired6YearsExperience in Integration of applications using various methods available in PEGA. Primarily experience in SOAP, REST, DB, MQ and email Required6YearsExperience implementing SSO security for PEGA applications and security rule types of PEGARequired6YearsRelated experience in ALL phases of Object Oriented software development, including design, configuration, testing, debugging, implementation.Desired5YearsExperience supporting large-scale business centric Required5YearsExperience Developing solutions utilizing PEGA rules and procedures Required5YearsAbility to communicate clearly and effectively both written and oral with technical and non-technical personnel Required4Years4-year college degree or equivalent technical study Required4YearsPEGA Senior Systems Architect CertificationRequired5Years

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right certifier for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find certifier 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 healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Your first interview with certifier 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 certifier

   Once you've decided on a perfect certifier 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 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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