How to hire a construction code administrator

How to hire a construction code administrator, step by step

Here's a step-by-step construction code administrator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a construction code administrator, 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

   Hiring the perfect construction code administrator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of construction code administrator salaries for various roles:

   Type of Construction Code Administrator	Description	Hourly rate
   Construction Code Administrator	Construction and building inspectors ensure that construction meets local and national building codes and ordinances, zoning regulations, and contract specifications.	$25-56
   Residential Building Inspector	A residential building inspector is in charge of ensuring that residential properties comply with the national building codes and construction requirements. They visit residential establishments and conduct thorough inspections to determine if the structure complies with safety and quality standards... Show more	$13-39
   Electrical Inspector	An electrical inspector ensures that an establishment's wiring and other electrical components are working properly and hazard free for those who will occupy the space. The tasks of being an electrical inspector include determining electrical hazards and checking if there are any uncovered permanent or if there are any outdated wiring... Show more	$13-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Ordinance Enforcement

   Responsibilities:

   • Establish operating policies and procedures and attain SNF Medicare certification.
   • Lead and develop the technical strategy for improving architectural and design elements of SharePoint to enhance utilization and drive user functionality.
   • Conduct investigation inspection on HUD construct manufactured homes.

3. Make a budget

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

   • Location. For example, construction code administrators' average salary in kentucky is 53% less than in california.
   • Seniority. Entry-level construction code administrators 56% less than senior-level construction code administrators.
   • Certifications. A construction code administrator 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 construction code administrator's salary.

   Average construction code administrator salary

   $79,005yearly

   $37.98 hourly rate

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   Entry-level construction code administrator salary

   $52,000 yearly salary

   Updated January 22, 2026

4. Writing a construction code administrator job description

   A good construction code administrator 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 construction code administrator job description:

   Construction code administrator job description example

   Texas Oncology's Covid 19 vaccine mandate policy requires that all new hires be vaccinated or obtain an approved exemption before their start date. More information will be provided to you throughout the interview process.
   Texas Oncology is looking for a full-time Coding Administrator to join our team! Texas Oncology is the largest community oncology provider in the country and has approximately 600+ providers in 220+ sites across Texas and southeastern Oklahoma. Our founders pioneered community-based cancer care because they believed in making the best available cancer care accessible to all communities, allowing people to fight cancer at home with the critical support of family and friends nearby. Our mission is still the same today-at Texas Oncology, we use leading-edge technology and research to deliver high-quality, high-touch, evidence-based cancer care to help our patients achieve "More breakthroughs. More victories." ® in their fight against cancer. Today, Texas Oncology treats half of all Texans diagnosed with cancer on an annual basis.
   
   Why work for us?
   Come join our team that is responsible for helping lead Texas Oncology in treating more patients diagnosed with cancer than any other provider in Texas. We offer our employees a competitive benefits package that includes Medical, Dental, Vision, Life Insurance, Short-term and Long-term disability coverage, a generous PTO program, and a 401k plan that comes with a company match. In addition to a Wellness program that rewards you for practicing a healthy lifestyle, and many other great perks, such as Tuition Reimbursement, an Employee Assistance program, and discounts on some of your favorite retailers.
   
   What does this position do?
   
   Responsible for the effective management of the overall revenue cycle process for assigned Regions, including timely and accurate admission, registration, eligibility, patient balance collections, and charge capture. Develops and implements long and short-term strategies and goals for Practice growth and the achievement of business metrics. Develops and implements policies and procedures consistent with fiscal and regulatory requirements. Oversees the collection and analysis of statistical and financial data needed for evaluating and implementing best practices and meeting practice goals. Provides leadership, direction and focus for the staff involved in the revenue cycle process. Works collaboratively with practice leadership and US Oncology management. Assesses the impact of alternatives and recommends business solutions. Supports and adheres to the US Oncology Compliance Program, to include the Code of Ethics and Business Standards, and US Oncology*s Shared Values.
   
   Responsibilities:
   The essential duties and responsibilities:
   Collaborates with Physicians, various practice department management, and US Oncology management to identify areas of exposure and design processes to increase knowledge and improve outcomes in service, quality and accuracy including patient accounting, revenue compliance, health information, and centralized scheduling. Duties include directing and supervising staff responsible for coding and clinical documentation, supporting activities with data analysis, providing technical assistance and establishing standards and procedures. Assess medical coding performance in accordance with set goals and objectives. Identifies gaps. Creates and implements action plans to close gaps and achieve business metrics. Provides focus and direction to process improvement in Coding management. Makes timely, cost effective and sound decisions; makes decisions under conditions of uncertainty. Establishes standards and processes to ensure continuous improvement in the revenue cycle. Identifies coding external benchmarks and best practices. Monitors effectiveness of software, vendors, payers. Provides feedback and recommendations to upper management on improvement strategies. Manages Practice-wide projects including any legal requests. Responsible for building affective working relationships with US Oncology counter parts to facilitate problem resolution. Establishes vision and identities goals and priorities for management staff. Identifies and eliminates obstacles as well as identifies and obtains resources to accomplish business goals. Develops and implements high standards for long and short term goals that align with the company*s vision and business goals. Cascades goals down to staffs annual objectives. Report to superiors on the schedule workflow and productivity of team Attracts high caliber people, accurately assesses strengths and development needs of employees; gives timely, specific feedback and helpful coaching; provides challenging assignments and opportunities for development. Responsible for interviewing, recommending hires, assessing performance, recommending salary changes, and progressive discipline. Enforces adherence to the Practice*s and US Oncology*s policies. Other duties as requested or assigned .
   
   Qualifications:
   The ideal candidate for this position will have the following background and experience:
   Undergraduate degree in related field, or equivalent experience Coding Certification from AAPC or AHIMA professional coding association: (Example: CPC, CPC-H, CPC-P, RHIT, RHIA, CCS, CCS-P, CRC etc.) At least seven (7) years CPT/ICD Coding, reimbursement, and health information technology (2) years of which were in a supervisory/managerial role. At least five (5) years proven appropriate application of management sills successfully resolving a variety of people issues. Requires the ability to work effectively with all common office software and coding software applications Individual must have strong knowledge of medical insurance billing and collections with CPT, ICD10, and HCPC coding and medical terminology, as well as an overall understanding of managed care products (HMO, PPO, etc). Proficiency in Microsoft Office (Outlook, Excel, Word, and PowerPoint).
   PHYSICAL DEMANDS:
   The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to be present at the employee site during regularly scheduled business hours and regularly required to sit or stand and talk or hear. Requires full range of body motion including handling and lifting patients, manual and finger dexterity, and eye-hand coordination. Requires standing and walking for extensive periods of time. Occasionally lifts and carries items weighing up to 40 lbs. Requires corrected vision and hearing to normal range.
   
   WORK ENVIRONMENT:
   The work environment may include exposure to communicable diseases, toxic substances, ionizing radiation, medical preparations and other conditions common to an oncology/hematology clinic environment. Work will involve in-person interaction with co-workers and management and/or clients. Work may require minimal travel by air or automobile, approximately 20% of work week.

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5. Post your job

   To find construction code administrators 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 construction code administrators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level construction code administrators 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 construction code administrator job on Zippia to find and attract quality construction code administrator candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit construction code administrators, 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 construction code administrator

   Once you've found the construction code administrator 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 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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