How to hire a compensation adjuster

How to hire a compensation adjuster, step by step

Here's a step-by-step compensation adjuster hiring guide:

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

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1. Identify your hiring needs

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

   Here's a comparison of compensation adjuster salaries for various roles:

   Type of Compensation Adjuster	Description	Hourly rate
   Compensation Adjuster	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	$18-42
   Risk And Insurance Consultant	A risk and insurance consultant is a person whose job is to advise organizations and companies on what might happen in the future and how to deal with it. They advise the management on the next steps and possible outcomes... Show more	$33-56
   Insurance Investigator	A claims investigator is responsible for examining and investigating in a particular insurance claim is valid. They ensure that the insurance company will settle claims as soon as possible... Show more	$12-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Litigation
   • Workers Compensation Claims
   • Medical Treatment
   • Medical Terminology
   • Disability Claims
   • Medical Bills
   • Claims Handling
   • Injury Claims
   • Compensation Laws
   • Defense Counsel
   • Medical Care
   • Compensation Benefits
   • State Laws
   • TPA

   Check all skills

   Responsibilities:

   • Manage litigation claims including mediation and arbitration from inception to close.
   • Apply strong customer service, organizational and multitasking skills to efficiently manage auto insurance claims.
   • Compile and validate information relay to legal department for litigation arising from medical claims.
   • Research and review delinquent mortgage cases, financial scenarios and individual homeowner situations to develop solutions compliant with investor policy.
   • Close files once MMI and/or settlement reach
   • Input new CPT codes into system as changed by HIPPA law regulations.

3. Make a budget

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

   • Location. For example, compensation adjusters' average salary in indiana is 31% less than in rhode island.
   • Seniority. Entry-level compensation adjusters earn 56% less than senior-level compensation adjusters.
   • Certifications. A compensation adjuster 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 compensation adjuster's salary.

   Average compensation adjuster salary

   $59,246yearly

   $28.48 hourly rate

   ---

   Entry-level compensation adjuster salary

   $39,000 yearly salary

   Updated December 11, 2025

4. Writing a compensation adjuster job description

   A good compensation adjuster 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 compensation adjuster job description:

   Compensation adjuster job description example

   We're excited you're considering joining a great place to work!
   Texas Mutual is deeply committed to creating and maintaining an environment of mutual respect and is proud to be an equal opportunity employer. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to age, race, color, national origin, religion, sex, gender identity, sexual orientation, genetic information, veteran status, or any other basis protected by local, state, or federal law.
   About this Position
   Job Description Summary
   
   As an adjuster, you will conduct claim investigations and administer benefits to injured workers and/or their beneficiaries in accordance with the Texas Workers' Compensation Act, rules of the Division of Workers' Compensation (DWC), and internal policies and procedures. You will work under general supervision and report to the Supervisor of Claims. You will also enjoy two work-from-home days on Monday and Friday each week and have the option of a flexible M-F work schedule within primary business hours. In addition, you will enjoy the opportunity to work remote up to ten days per year from anywhere in the U.S.
   
   Responsibilities & Qualifications
   What you can expect as an adjuster:
   You will administer workers' compensation benefits to injured workers.Conduct investigations for coverage and compensability, establish and maintain appropriate reserves, and make appropriate recommendations on claims.Manage established claims on an ongoing basis.Ensure regulatory compliance and proper handling of claims.Demonstrate a high level of proficiency in claim file management, work effectiveness, interpersonal skills and customer service.
   
   What you need to be successful as an adjuster:
   Bachelor's degree or equivalent education, training, or experience.0 - 2 years of experience adjusting workers' compensation claims required for Level I; a range of 2 - 4 years of experience adjusting workers' compensation claims required for Level II; a range of 4 - 6 years of experience adjusting workers' compensations claims required for Senior Level. Or equivalent education, training, or experience for all levels.Current Texas workers' compensation or all lines adjuster license.
   Flex-Hybrid Work Environment:
   
   Texas Mutual's flex-hybrid schedule allows you to bring your best self to work by either working remotely or collaborating in the office based on business needs. All Texas Mutual employees are required to have Texas residency and travel to their designated office as needed.
   
   Our Benefits:
   Flex- hybrid work environment for most positions Performance bonus Professional development and tuition reimbursement Automatic 4% employer contribution to retirement plan 401k plan with 100% employer match up to 6%Three weeks' time off for vacation Generous sick, holiday and volunteer time off Day one health, Rx, vision and dental insurance Life and disability insurance Flexible spending account Pet coverage and pet Rx discounts Free on-site gym, fitness classes, and health and wellness resources Free identity theft protection Free 2nd medical opinion service Free student loan repayment and refinancing consultation

   Copy this example

   

5. Post your job

   To find compensation adjusters for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any compensation adjusters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level compensation adjusters with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with compensation adjuster 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.

   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 compensation adjuster

   Once you've found the compensation adjuster 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.

   After that, you can create an onboarding schedule for a new compensation adjuster. 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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