How to hire a claim attorney

How to hire a claim attorney, step by step

Here's a step-by-step claim attorney hiring guide:

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

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1. Identify your hiring needs

   The claim attorney 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 claim attorney's background is also an important factor in determining whether they'll be a good fit for the position. For example, claim attorneys 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 claim attorney salaries for various positions.

   Type of Claim Attorney	Description	Hourly rate
   Claim Attorney	Lawyers advise and represent individuals, businesses, and government agencies on legal issues and disputes.	$24-63
   General Counsel	A general counsel, also called a chief legal officer, is the chief lawyer in the legal department of an organization. The counsel represents an enterprise for any pending legal matters... Show more	$36-100
   Housing Counselor	A Housing Counselor works directly with clients and organizations to support moderate and low-income clients in overcoming barriers to housing and financial stability. They represent the homeowner in interventions and/or mediation proceedings with the mortgage servicer, lender, and/or other stakeholders.	$20-69

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Litigation
   • Legal Advice
   • Litigation Strategy
   • Insurance Coverage
   • Legal Research
   • Defense Counsel
   • Insurance Policies
   • Legal Issues
   • Claims Management
   • Settlement Conferences
   • Arbitration
   • Mediation
   • Bonds
   • Legal Analysis

   Check all skills

   Responsibilities:

   • Coordinate and manage the activities of business partners, including TPA adjusters and external attorneys.
   • Manage all aspects of toxic tort claims, including asbestos and chemical exposure, on behalf of AIG member companies.
   • Manage mental health professional liability malpractice claims; negotiate settlements; create litigation strategies and settlement packages; direct outside counsel.
   • Attend mediation and arbitration meetings and hearings on behalf of corporate client
   • Monitor and supervise outside counsel for timeliness, cost-effectiveness, and excellence of service and litigation management.
   • Remain abreast of case law developments affecting mass tort and product liability claims handle within the department.

3. Make a budget

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

   • Location. For example, claim attorneys' average salary in maine is 53% less than in california.
   • Seniority. Entry-level claim attorneys 61% less than senior-level claim attorneys.
   • Certifications. A claim attorney 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 claim attorney's salary.

   Average claim attorney salary

   $82,608yearly

   $39.72 hourly rate

   ---

   Entry-level claim attorney salary

   $51,000 yearly salary

   Updated December 15, 2025

4. Writing a claim attorney job description

   A claim attorney job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a claim attorney job description:

   Claim attorney job description example

   The Automobile Club of Southern California is seeking a career-minded, service-driven professional who is looking to build a career as a Litigation Defense Attorney. Position provides representation to insureds and the insurer in all legal proceedings including trial and arbitration.
   Responsibilities:
   
   Provide legal representation of insureds to protect their interests in defense of personal injury and property damage lawsuits.
   Develop litigation strategy and manage individual insurance defense cases, including responding to pleadings, discovery, depositions, attend court appearances, mediations, arbitrations, and trials.
   
   Qualifications:
   10+ years defense litigation experience Lead trial or arbitration experience and significant experience handling all phases of insurance defense litigation cases.Excellent writing, oral, and case management skills Have ability and willingness to proactively communicate with clients, claims staff and other members of Staff Counsel.Admission to the California State BarCompetitive salary commensurate with experience. Flexible work from home program available.
   
   #LI-LG1
   
   Remarkable benefits:• Health coverage for medical, dental, vision• 401(K) saving plan with company match AND Pension• Tuition assistance• PTO for community volunteer programs• Wellness program• Employee discounts
   
   The Automobile Club of Southern California is part of the largest federation of AAA clubs in the nation. We have 14,000 employees in 21 states helping 17 million members. The strength of our organization is our employees. Bringing together and supporting different cultures, backgrounds, personalities, and strengths creates a team capable of delivering legendary, lifetime service to our members. When we embrace our diversity - we win. All of Us! With our national brand recognition, long-standing reputation since 1902, and constantly growing membership, we are seeking career-minded, service-driven professionals to join our team.
   
   “Through dedicated employees we proudly deliver legendary service and beneficial products that provide members peace of mind and value.”
   
   AAA is an Equal Opportunity Employer
   
   The Automobile Club of Southern California will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable federal, state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting claim attorneys 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 claim attorney

   Once you've decided on a perfect claim attorney 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 claim attorney first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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