How to hire a conservation science officer

How to hire a conservation science officer, step by step

Here's a step-by-step conservation science officer hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the conservation science officer you need to hire. Certain conservation science officer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A conservation science officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, conservation science officers 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 conservation science officers and their corresponding salaries.

   Type of Conservation Science Officer	Description	Hourly rate
   Conservation Science Officer	Conservation scientists and foresters manage the overall land quality of forests, parks, rangelands, and other natural resources.	$19-47
   Biological Science Technician	A biological science technician is responsible for supporting scientists in conducting laboratory experiments and examinations. Biological science technicians perform data analysis procedures, evaluate findings, and create data reports... Show more	$12-22

2. Create an ideal candidate profile

   Common skills:

   • Medical Research

   Responsibilities:

   • Develop network of science contacts at NASA to inform stories and generate new leads.
   • Plan and develop curriculum for daily instruction using Microsoft PowerPoint to design and deliver lecture and facilitate classroom discussion.
   • Plan and develop curriculum for daily instruction using Microsoft PowerPoint to design and deliver lecture and facilitate classroom discussion.

3. Make a budget

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

   • Location. For example, conservation science officers' average salary in alaska is 24% less than in new jersey.
   • Seniority. Entry-level conservation science officers 59% less than senior-level conservation science officers.
   • Certifications. A conservation science officer 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 conservation science officer's salary.

   Average conservation science officer salary

   $64,264yearly

   $30.90 hourly rate

   ---

   Entry-level conservation science officer salary

   $41,000 yearly salary

   Updated December 24, 2025

4. Writing a conservation science officer job description

   A conservation science officer 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 conservation science officer job description:

   Conservation science officer job description example

   The Government Health and Safety Solutions Operation has openings for Science Officers I & II to support a large healthcare contract in Frederick, MD.
   
   The Congressionally Directed Medical Research Programs (CDMRP) is responsible for the execution management for a broad range of medical research programs under the US Army Medical Research and Development Command. CDMRP's portfolio consists of a variety of award types including basic science research, advanced therapeutic and technology development, clinical, research and clinical trials, and multi-institutional consortia. CDMRP requires an experienced and cohesive team of scientists who can support all aspects of the grant execution and management process. The Life Sciences Operation of the Health Group of Leidos is accepting applications for possible future Science Officers who will provide scientific support to the CDMRP. Science officers should have specialized experience in one of the following areas of biomedical research: cancer, infectious diseases, autoimmune and genetic disorders, cardiovascular and respiratory health, neurological and psychological health, and tissue, organ, and orthopaedic injuries and restorative/rehabilitative medicine.
   
   This is NOT a laboratory research position. This position requires U.S. citizenship in order to obtain a U.S. Department of Defense security clearance. This position is located in Frederick, Maryland. Some local travel may be required.
   Primary Responsibilities
   
   + Provide full-cycle scientific, management, and administrative support as a member of a program team
   
   + Identify missing documentation required to complete award negotiations
   
   + Identify instances of existing or potential funding duplications with other Federal agencies and/or private organizations
   
   + Review proposals that have been recommended for funding, considering peer and programmatic review comments, and provide notes to the contracting agency to assist with award negotiation
   
   + Facilitate communication efforts with the Office of Research Protections (ORP), contracting activities authority, and the PI and their research team regarding issues with their research grant
   
   + Identify research awards (i.e., clinical trials) that require specific project milestones and work with the contracting office, sponsor, and PI to establish appropriate metrics and milestones
   
   + Review post-award documents from the PI after they are submitted to eBRAP and notify the PI if the documents are not correct
   
   + Assign and review portfolio codes for new research awards
   
   + Review the current and pending support documents for grant overlap issues to include duplication of funding with other agencies, either federal or private.
   
   + Maintain accurate grant files and track compliance through an internal electronic database system
   
   + Provide recommendations to the Grants Officer's Representative and USAMRAA regarding changes to the assistance agreement including changes in PI, institutional transfers, and no cost extensions.
   
   + Review quarterly, annual, and final technical progress reports; verify that the SOW is being followed and all regulatory approvals are in place for the work being done
   
   + Assess the relevance of reported publications and patents and identify notable research accomplishments
   
   + Provide briefings regarding the research portfolio to CDMRP, USAMRDC and DOD leadership, as needed
   
   + Participate in working groups such as Program Evaluation, Consumer Working Group, SBIR/STTR, Clinical Awards Working Group as a program resource
   
   + May attend peer review, programmatic review, and scientific conferences as requested by CDMRP as a program resource
   
   + Provide scientific writing support focused on highlights, program book content, annual report content, press releases, and other print and electronic products
   
   + Other administrative-related duties, as assigned.
   
   Basic Qualifications
   
   + U.S. Citizen with ability to obtain a clearance
   
   + Master's degree from an accredited college or university in biology, life sciences, or related discipline.
   
   + 0-2 years related experience in biomedical research
   
   + Strong interpersonal, written, and oral communication skills
   
   + Ability to prioritize multiple tasks in a fast-paced, deadline driven environment
   
   Pay Range: REQNUMBER: R-00074532
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Leidos will consider qualified applicants with criminal histories for employment in accordance with relevant Laws. Leidos is an equal opportunity employer/disability/vet.

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5. Post your job

   There are various strategies that you can use to find the right conservation science officer 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 conservation science officer job on Zippia to find and recruit conservation science officer 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 conservation science officers, 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 conservation science officer

   Once you've selected the best conservation science officer 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.

   Once that's done, you can draft an onboarding schedule for the new conservation science officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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