How to hire a counter intelligence

How to hire a counter intelligence, step by step

Here's a step-by-step counter intelligence hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a counter intelligence, 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

   You should also consider the ideal background you'd like them a counter intelligence to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a counter intelligence that fits the bill.

   This list shows salaries for various types of counter intelligences.

   Type of Counter Intelligence	Description	Hourly rate
   Counter Intelligence		$15-73
   Electronic Warfare Officer	To be an Electronic Warfare Officer in the US Air Force, they must first train as an aerial navigator, qualified Surface Warfare Officer, and received training in electronic warfare principles, enemy threats systems, and overcoming enemy air defense systems. These officers are experts in locating, identifying, and countering air defense systems, radar, missiles, enemy fighter planes, and anti-aircraft artillery... Show more	$12-58
   12B Combat Engineer	Combat engineers are vital outfits in a military unit. They construct and repair critical structures needed for military advances and defenses and destroy areas denying enemy control... Show more	$12-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Counter-Intelligence
   • DOD
   • Customer Service
   • Threat Assessments
   • National Security
   • Intelligence Products
   • Insider Threats
   • Biometrics
   • Conduct Interviews
   • Sales Floor
   • Intelligence Analysis
   • Operational Outcomes
   • M3
   • Intelligence Reports

   Check all skills

   Responsibilities:

   • Manage logistics within precinct, create monthly business plans, and develop sales tracking and development system for store.
   • Perform administrative functions as chief and coordinate preparation program for pending CI/HUMINT students.
   • Assist in the use of various programs that support counter IED efforts.
   • Monitor daily asset execution and reconnaissance, surveillance, and target acquisition.
   • Supervise the collection, analysis and dissemination of intelligence which allow senior leaders to make inform decisions while in combat operations.
   • Perform initial and operational analysis of CI and HUMINT that focuse on human collection and assist in determining source reliability.

3. Make a budget

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

   • Location. For example, counter intelligences' average salary in arkansas is 53% less than in alaska.
   • Seniority. Entry-level counter intelligences earn 79% less than senior-level counter intelligences.
   • Certifications. A counter intelligence 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 counter intelligence's salary.

   Average counter intelligence salary

   $70,303yearly

   $33.80 hourly rate

   ---

   Entry-level counter intelligence salary

   $32,000 yearly salary

   Updated December 21, 2025

4. Writing a counter intelligence job description

   A counter intelligence 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 counter intelligence job description:

   Counter intelligence job description example

   Kforce has a client that is seeking a Counter-Intelligence Analyst in Anchorage, AK.Duties Include:
   
   * Counter-Intelligence Analyst plans, prepares, and conducts counterintelligence threat briefings for company employees conducting official and unofficial travel, or participating in foreign visits to company bureaus and offices
   
   * Applies knowledge of foreign intelligence entity operations to formulate briefings and provide recommendations to travelers and senior agency officials transitioning to overseas posts
   
   * Responsible for keeping abreast of significant developments and ensuring top level agency officials are briefed or otherwise kept apprised of developments which could impact the agency's mission, planning or personnel
   
   * Debriefs company personnel returning from foreign travel or those who have participated in foreign visits to company bureaus and offices using knowledge of foreign intelligence collection methods; Responsible for preparing all associated reporting
   
   * Conducts research in support of company bureaus and offices sponsoring foreign visitors using knowledge of available intelligence community data holdings; Uses information gleaned to prepare and conduct foreign visitor awareness briefings
   
   * As a Counter-Intelligence Analyst, you will conduct daily research and analysis on matters of counterintelligence
   
   * Identifies trends and conducts analysis on counterintelligence threats and vulnerabilities
   
   * Periodically conducts counterintelligence assessments of company facilities and programs worldwide
   
   * Provides advice and recommendations, as needed, to enhance security measures and protect critical information
   
   * Provides counterintelligence support to Personnel Security investigations as required
   
   * Supports company's Insider Threat Program response activities as required and participates in Insider Threat Working Groups
   
   * Bachelor's degree (preferred)
   
   * 5 years of experience, education, and/or training in Counter-Intelligence analysis
   
   * Strong customer service skills
   
   * Quick learner with multitasking ability
   
   * Demonstrated skill and comfort in proactively building relationships
   
   * Strong written and verbal communication skills
   
   * Ability to effectively interface with all levels of management
   
   * Applicants selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information
   
   Kforce is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.*Compensation Type:*Years

   Copy this example

   

5. Post your job

   To find counter intelligences 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 counter intelligences they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level counter intelligences 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 counter intelligence job on Zippia to find and recruit counter intelligence candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with counter intelligence 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. 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 counter intelligence

   Once you've decided on a perfect counter intelligence candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 counter intelligence. 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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