How to hire a claims supervisor

How to hire a claims supervisor, step by step

Here's a step-by-step claims supervisor hiring guide:

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

What does a claims supervisor do?

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1. Identify your hiring needs

   Before you start hiring a claims supervisor, 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

   A claims supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, claims supervisors 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.

   The following list breaks down different types of claims supervisors and their corresponding salaries.

   Type of Claims Supervisor	Description	Hourly rate
   Claims Supervisor	Claims adjusters, appraisers, examiners, and investigators evaluate insurance claims. They decide whether an insurance company must pay a claim, and if so, how much... Show more	$23-56
   Adjuster	An adjuster is responsible for evaluating the extent of loss in the company by calculating the damage costs, determining the settlement payment to the client, and managing the reputation of the company for claims accountability. Adjusters must have extensive knowledge of the insurance principles and processes, following the state and federal regulations to protect clients and the business from insurance fraud... Show more	$16-32
   Appraiser	An appraiser is someone who assesses the monetary value of a property such as an automobile, real property, and personal claim. His/Her or her responsibilities include resolving disparities between a property's monetary values and preparing narrative reports for projects... Show more	$13-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Corrective Action
   • Claims Adjusters
   • Litigation
   • Claims Handling
   • Performance Reviews
   • Workers Compensation
   • Performance Management
   • Direct Reports
   • Claims Processing
   • Performance Evaluations
   • Quality Standards
   • Medical Claims
   • CPT

   Check all skills

   Responsibilities:

   • Manage, train and continuously develop a team consisting of both inside SIU investigators and field investigators.
   • Apply fundamentals of insurance investigation and resolution to an introductory leadership role managing complex claim files and tort litigation files.
   • Make determinations to authorize payments via XACTIMATE software.
   • Assist TPA in obtaining company documentation and scheduling employee interviews in investigation of claims.
   • Advise physician on any changes with CPT and ICD-9 coding to maximize reimbursements and minimize denials.
   • Provide oversight and direction for highly complicate claim reviews base on policy, procedure and CMS guidelines.

   More claims supervisor duties

3. Make a budget

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

   • Location. For example, claims supervisors' average salary in north dakota is 53% less than in california.
   • Seniority. Entry-level claims supervisors 59% less than senior-level claims supervisors.
   • Certifications. A claims supervisor 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 claims supervisor's salary.

   Average claims supervisor salary

   $75,263yearly

   $36.18 hourly rate

   ---

   Entry-level claims supervisor salary

   $48,000 yearly salary

   Updated January 19, 2026

   Average claims supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$100,507	$48
   2	Nevada	$79,885	$38
   3	Michigan	$76,459	$37
   4	New York	$72,761	$35
   5	Oregon	$68,440	$33
   6	Massachusetts	$68,132	$33
   7	Georgia	$65,745	$32
   8	Indiana	$65,619	$32
   9	Wisconsin	$65,452	$31
   10	Colorado	$65,028	$31
   11	Missouri	$65,001	$31
   12	Arizona	$63,371	$30
   13	Connecticut	$60,068	$29
   14	Texas	$59,029	$28
   15	Pennsylvania	$58,906	$28
   16	Illinois	$58,720	$28
   17	South Dakota	$56,757	$27
   18	North Carolina	$55,958	$27
   19	Minnesota	$55,940	$27
   20	Florida	$55,445	$27

   Average claims supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	W. R. Berkley	$113,542	$54.59	23
   2	EMC Insurance	$111,134	$53.43	2
   3	Chubb	$107,259	$51.57	150
   4	EMPLOYERS	$106,494	$51.20
   5	ICW Group	$105,924	$50.92	1
   6	PMA Companies	$105,371	$50.66	3
   7	Kemper	$104,233	$50.11
   8	Arch Capital Group	$101,752	$48.92	57
   9	Turo	$99,948	$48.05	4
   10	Federated Insurance	$99,033	$47.61	10
   11	Philadelphia Insurance Companies	$97,876	$47.06	20
   12	Gallagher	$96,384	$46.34	2
   13	OneBeacon	$95,651	$45.99
   14	Great West Casualty Company	$95,473	$45.90	10
   15	Erie Insurance	$95,154	$45.75	2
   16	AIG	$94,535	$45.45	100
   17	Protective Insurance	$94,279	$45.33
   18	The Plymouth Rock Company Incorporated	$93,054	$44.74	31
   19	CUNA Mutual Group	$92,126	$44.29
   20	Matrix Absence Management, Inc.	$91,523	$44.00	6

4. Writing a claims supervisor job description

   A job description for a claims supervisor 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 claims supervisor job description:

   Claims supervisor job description example

   Accountable for the outcomes produced by direct reports and the financial exposure associated with the assigned team's claim volume. Review and authorize settlements within authority and escalate with recommended plan of action as appropriate. Champion department initiatives and change management. Develop fair solutions to meet the needs of Church Mutual and our policyholders. Supervisor responsibilities to include staffing, training and development, performance management, and work force planning.
   Responsibilities I. Supervisor/manager responsibilities may include all of the following: A. Staffing needs, to include interviewing and onboarding for new employees. B. Training and development, as well as coaching and motivation, for staff. C. Performance management, goal setting, employee engagement, and salary administration. D. Work force management to include; unit equipment, software, and space needs, approving time off and overtime usage, and budget recommendations. II. Accountable for the outcomes produced by direct reports and the financial exposure associated with the team's claim volume. Provide direction and coaching to facilitate positive results. Ensure unit is meeting expectations as defined by the Claim Unit's Best Practice guidelines. III. Review and authorize settlements within Claim Supervisor authority and escalate with recommended plan of action as appropriate. Offer claim resolution techniques to complex claims including mediations, hearings, and settlement conferences. IV. Monitor performance of team through the use of claim audits, work product review, and dialogue with direct reports. Assist and support the creation and implementation of audit action plan with suggested goals and training opportunities. Conduct coaching and mentoring interactions with team members. Provide meaningful career development guidance to direct reports. V. Communicate effectively to team members, peers, and business partners. Champion department initiatives and change management through effective written and verbal communications. Initiate and implement process and procedural changes effectively to maintain productivity. VI. Guide strategies for resolving customer concerns, providing oversight to claim handler or responding directly to customer as appropriate. Develop fair solutions to meet the needs of Church Mutual and our policyholders. VII. Analyze management reports to ensure workloads are consistent with the skill level and experience of direct reports. Propose staffing solutions that align with unit and department goals and metrics. VIII. Collaborate with claims management in the hiring process to ensure selection of qualified candidates for open positions. Maximize a positive onboarding/training experience through partnership with Learning and Development. Qualifications 1. Prior Experience: • Three to five years of commercial lines claims experience is required.
   • Prior supervisory or leadership experience is preferred. 2. Education: • Bachelor's degree, or equivalent in related insurance experience, is required.
   • Leadership or supervisory training is desirable.
   • Completion of either AIC, AIM, or SCLA designations is a plus. 3. Necessary Knowledge and Abilities:
   • Strong leadership qualities and demonstrated leadership skills.
   • Understanding of claim handling standards and strong knowledge of state and other regulatory requirements.
   • Ability to obtain and maintain state adjusting license requirements and complete continuing education requirements.
   • Ability to effectively listen to others and collaboratively share ideas and communicate effectively throughout all levels of the organization.
   • Effective interpersonal skills in order to coach and lead individuals to their full potential to meet company objectives, and to work cohesively in a team environment.
   • Ability to develop a comprehensive and thorough understanding of the claims system(s) and related sub-systems and its functions.
   • Strong judgment, decision-making skills, and organizational abilities.
   • Ability to approach problem-solving systematically and creatively.
   • Knowledge of work-processing procedures and ability to recognize potential improvement opportunities.
   • Knowledge and ability to work with various systems, software, applications, programs, and databases.
   • Knowledge of the concepts of best practices, continuous improvement strategies, operational efficiency, and change management practices. Church Mutual is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. We can recommend jobs specifically for you! Click here to get started.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit claims supervisors, 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.

   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 claims supervisor

   Once you've found the claims supervisor 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 equally important to follow up with applicants who don't get the job with 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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