How to hire a compensator worker

How to hire a compensator worker, step by step

Here's a step-by-step compensator worker hiring guide:

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

What does a compensator worker do?

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1. Identify your hiring needs

   Before you start hiring a compensator worker, 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 compensator worker's background is also an important factor in determining whether they'll be a good fit for the position. For example, compensator workers 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 compensator worker salaries for various positions.

   Type of Compensator Worker	Description	Hourly rate
   Compensator Worker		$15-37
   Claims Administrator	Claims administrators are professionals who are responsible for performing administrative duties related to insurance claims. These administrators must collaborate with insurance companies so that they can analyze claims and determine the extent of the company's liability... Show more	$13-21

2. Create an ideal candidate profile

   Common skills:

   • Litigation
   • Patients
   • Legal Research
   • Management System
   • Appeals
   • Compensation Benefits
   • Workers Compensation Claims
   • Insurance Carriers
   • Subpoenas
   • Medical Treatment
   • Medical Care
   • Compensation Insurance
   • Party Administrators
   • Trial Preparation

   Check all skills

   Responsibilities:

   • Manage OSHA logs and insure ongoing awareness for warehouse safety and risk management guidelines
   • Enter job numbers into QuickBooks.
   • Look up case information in EAMS.
   • Have basic knowledge of NCCI regulations.
   • Work extensively with ICD9 and CPT coding.
   • Enter all new hires into QuickBooks and timekeeping system.

   More compensator worker duties

3. Make a budget

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

   • Location. For example, compensator workers' average salary in georgia is 52% less than in new jersey.
   • Seniority. Entry-level compensator workers earn 59% less than senior-level compensator workers.
   • Certifications. A compensator worker 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 compensator worker's salary.

   Average compensator worker salary

   $50,653yearly

   $24.35 hourly rate

   ---

   Entry-level compensator worker salary

   $32,000 yearly salary

   Updated December 16, 2025

   Average compensator worker salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$75,743	$36
   2	New Jersey	$75,642	$36
   3	Illinois	$67,411	$32
   4	Iowa	$65,680	$32
   5	Alaska	$61,679	$30
   6	California	$59,416	$29
   7	Pennsylvania	$59,376	$29
   8	Washington	$55,910	$27
   9	Maryland	$55,202	$27
   10	Massachusetts	$54,384	$26
   11	Ohio	$54,341	$26
   12	Virginia	$53,530	$26
   13	Arizona	$52,508	$25
   14	Indiana	$52,447	$25
   15	Colorado	$52,218	$25
   16	Missouri	$50,769	$24
   17	Florida	$50,379	$24
   18	South Carolina	$50,181	$24
   19	Wyoming	$49,987	$24
   20	North Carolina	$49,099	$24

   Average compensator worker salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	W. R. Berkley	$100,733	$48.43
   2	Southern California Edison	$90,938	$43.72
   3	Gallagher	$74,254	$35.70
   4	Lewis Brisbois Bisgaard & Smith	$72,128	$34.68	1
   5	AmTrust Financial	$71,468	$34.36
   6	BERKLEY TECHNOLOGY SERVICES	$69,580	$33.45	2
   7	GPAC	$68,594	$32.98
   8	Liberty Mutual Insurance	$66,875	$32.15
   9	Brown & Brown	$64,518	$31.02
   10	Northrop Grumman	$64,399	$30.96	16
   11	Prime Healthcare	$64,265	$30.90	15
   12	The Travelers Companies	$60,339	$29.01
   13	Zurich	$60,277	$28.98
   14	Evans Dixon	$59,894	$28.80
   15	Garnet Health	$56,453	$27.14
   16	Edison International	$56,227	$27.03
   17	Hensley Legal Group, PC	$53,680	$25.81
   18	G-TECH	$53,128	$25.54
   19	St Luke's Hospital & Health Network Inc	$53,113	$25.54
   20	Washington State University	$52,704	$25.34

4. Writing a compensator worker job description

   A compensator worker 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. To help get you started, here's an example of a compensator worker job description:

   Compensator worker job description example

   Crescent Electric is seeking a versatile individual for the Safety & Workers Compensation Associate position that offers an outstanding opportunity to get involved in a broad portfolio of critical initiatives in supporting the execution of our Environmental Health & Safety (EHS) and Workers' Compensation programs. This position is responsible for assisting the EHS leadership team in directing workers compensation and safety policy development and administration ensuring safe and healthy work environments in accordance with company policies and procedures.
   
   Directing the workers compensation claim process, filing claims, addressing claim issues, working with insurance carriers andbrokers.Authorizing and approving independent medical exams, nurse case managers, and surveillance, when appropriate.Interpreting medical documentation to ensure transitional duty complies with physical restrictions.Assisting as a liaison between the company and insurance carriers, brokers, legal counsel, claimants, and third parties to achieve speedy and appropriate resolution of claims.Assisting with investigating incidents, determining OSHA recordability, and making recommendations to improve overall safety for employees.Assisting field support with accident reporting and root cause analysis.Reporting injury and illness data online to comply with OSHA requirements.Monitoring and analyzing developments in federal and state laws, rules, and regulations pertaining to workers compensation insurance, employee health and safety, and other related areas.Assisting the EHS team with safety programs, policies, accident reporting, accident investigation, and incident trends.
   QUALIFICATIONS:
   Strong, comprehensive PC skills, to include Microsoft Word, Excel, PowerPoint, and Outlook, with an aptitude to learn new software and systems.Detail oriented, efficient, and extremely organized.Strong problem-solving, analytical skills, and fact-based approach to decision making.Ability to work well with others in a professional manner in a team environment.Excellent verbal and written communication skills, with the ability to effectively communicate to a wide variety of personnel including attorneys, management, business contacts, and mediators.
   
   EDUCATION AND/OR EXPERIENCE:
   Associate Degree in Business Administration, Occupational Health & Safety, or related disciplinetwo years of related experience and/or training, or equivalent combination of education and experience.
   
   #LI-CEGO
   
   Total Rewards and Benefits
   Crescent Electric's compensation package includes an array of top-tier benefit options, including:
   Eligibility for health, and dental, vision coverage, 401(k) plan, and flexible spending accounts, subject to plan terms.Eligibility for company-paid benefits such as life insurance, short-term disability, long-term care, and Employee Assistance Program, subject to applicable waiting periods.Excused Absence time off and Paid Time Off (PTO).Company-paid holidays.Other benefits for which you may be eligible includes supplemental life insurance, hospital indemnity, and accident and critical illness benefits with cancer coverage.Eligibility: Employees are eligible for health, dental, vision, and life insurance benefits on the first of the month following 30 days of employment. Employees who are 21 years of age or older will be automatically enrolled in the company's 401(k) plan once they achieve 90 days of employment.
   
   Family Owned. Culture of Quality. Opportunities to Advance.
   Crescent is transforming and we are on a mission to power the communities we serve through teamwork and relentless customer focus. We have a vision of uncompromising teamwork committed to becoming the industry leader for our employees, suppliers, and shareholders. At Crescent, you will have the opportunity to develop professionally, grow personally and have the flexibility to balance your life's priorities. Let's serve together. Let's power our communities together. Let's become THE industry leaders...together.
   
   Crescent Electric Supply is an Equal Opportunity Employer. Candidates are subject to pre-employment assessments, Motor Vehicle Record review, criminal background checks, references check, and a post-offer drug screen.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right compensator worker 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 compensator worker job on Zippia to find and recruit compensator worker 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 compensator workers, 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.

   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 compensator worker

   Once you've found the compensator worker 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.

   To prepare for the new compensator worker 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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How much does it cost to hire a compensator worker?