How to hire a closing agent

How to hire a closing agent, step by step

Here's a step-by-step closing 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 closing agent job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new closing agent
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The closing agent 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 closing agent's background is also an important factor in determining whether they'll be a good fit for the position. For example, closing agents 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 shows salaries for various types of closing agents.

   Type of Closing Agent	Description	Hourly rate
   Closing Agent	Real estate brokers and sales agents help clients buy, sell, and rent properties. Although brokers and agents do similar work, brokers are licensed to manage their own real estate businesses... Show more	$16-31
   Realtor	A realtor is responsible for processing real estate transactions and assisting clients with their concerns and inquiries about a specific property. A realtor should always work for their clients' best interests, ensuring that proposals work within the client's specified budget and property goals... Show more	$12-25
   Title Processor	A title processor is a legal professional who works with clients applying for real estate title to ensure that all documents are submitted correctly. Title processors are required to compile all the necessary legal documents and information so that they can obtain the legal deed to the property... Show more	$14-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Settlement Statements
   • Escrow Accounts
   • Notary
   • HUD-1
   • Title Commitments
   • Loan Closings
   • Real Estate Closings
   • Title Searches
   • Loan Packages
   • FHA
   • Real Estate Transactions
   • Loan Applications
   • Refinance Transactions
   • Title Issues

   Check all skills

   Responsibilities:

   • Manage escrow department for title insurance company.
   • Work as a mobile notary for various banks, mortgage companies, title and signing services.
   • Schedule, arrange, process, close and disburse REO auction sale transactions in the state of Wisconsin.
   • Certify signing agent/commission notary public - Oregon.
   • Operate remote telecommunications using applications and secure computer communications to troubleshoot and resolve issues on customer Samsung devices.
   • Work directly with the VP of procurement to provide education concerning legal contract implementation.

3. Make a budget

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

   • Location. For example, closing agents' average salary in louisiana is 44% less than in massachusetts.
   • Seniority. Entry-level closing agents 48% less than senior-level closing agents.
   • Certifications. A closing 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 closing agent's salary.

   Average closing agent salary

   $47,582yearly

   $22.88 hourly rate

   ---

   Entry-level closing agent salary

   $34,000 yearly salary

   Updated December 15, 2025

4. Writing a closing agent job description

   A job description for a closing agent 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 closing agent job description:

   Closing agent job description example

   SUMMARY DESCRIPTION:
   
   At the direction of the principal, assists teachers by performing a variety of tasks that promote student learning and well-being. Works individually and in small groups to reinforce instruction, monitor performance, and support learning. This position also performs a variety of instructional and classroom management supports, as well as related clerical tasks to support teachers and other professional staff in all classrooms or learning environments.
   
   CERTIFICATE LICENSE:
   
   None
   
   KNOWLEDGE, SKILLS, and ABILITIES:
   
   Knowledge of child development, instructional strategies and practices applicable to assignment, and instructional goals and policies of Montgomery County Public Schools. Ability to assist with implementation of the instructional program and to participate in monitoring and ensuring appropriate student behavior. Ability to exhibit patient behavior and to work effectively with children, young adults, and staff members. Ability to follow written and verbal instructions and to perform all required tasks. Ability to communicate effectively, both verbally and in writing. Ability to read/write/speak English. Ability to interact with and support students with special needs. Knowledge of standard desktop computer hardware and software such as MS Office products and database software. Knowledge of and the ability to meet the seven core competencies of the Supporting Services Professional Growth System (SSPGS).
   
   EDUCATION, TRAINING, and EXPERIENCE:
   
   These requirements are in order of preference. 1. AA degree, required. Bachelor s degree preferred. College course work should include a minimum of nine credit-hours related to education field such as behavior management, instructional strategies, and one year experience working with students in structured educational (or academic) situations preferred. Or: If no related education course work, then two to four years experience working with children and adolescents required. I.e. working in a structured setting such as a daycare, pre-school, etc. required. 2. Or at least 48 college credits and two years of experience in an education related field including preschool, adult day program, after school program, extended day, or school/non-school based departments, etc. 3. Or two years of experience in an education related field including nursery school, adult day program, after school program, extended day, or school/non-school based departments, etc., and successful completion of the ParaPro Assessment with a qualifying score of 455 or higher is required. I.e. Opportunity for current supporting services employees 4. Any combinations of applicable education, training, and experience which provide the knowledge, abilities, and skills necessary to perform effectively in the position may be considered.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right closing agent 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.

   Post your job online:

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

6. Interview candidates

   Your first interview with closing agent 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 closing agent

   Once you've selected the best closing agent candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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.

   After that, you can create an onboarding schedule for a new closing agent. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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