How to hire a dispute resolution specialist

How to hire a dispute resolution specialist, step by step

Here's a step-by-step dispute resolution specialist hiring guide:

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

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1. Identify your hiring needs

   Before you post your dispute resolution specialist job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a dispute resolution specialist for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A dispute resolution specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, dispute resolution specialists 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 dispute resolution specialist salaries for various roles:

   Type of Dispute Resolution Specialist	Description	Hourly rate
   Dispute Resolution Specialist	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$12-25

2. Create an ideal candidate profile

   Common skills:

   • Credit Card
   • Data Entry
   • Debit Cards
   • Customer Service
   • Federal Regulations
   • Mediation
   • Customer Disputes
   • Fraud Claims
   • Dispute Claims
   • Arbitration
   • Customer Accounts
   • Settlement Agreements
   • Customer Complaints
   • Inbound Calls

   Check all skills

   Responsibilities:

   • Manage and conduct simple troubleshoot and walkthrough on how to process transfer of ownership.
   • Make decisions on routine issues in accordance with the ATM operating procedures.
   • Review injury relate charges and proceed with appropriate action/dispute of non-relate items on the majority of claims receive from Medicare.
   • Handle customer/consumer concerns receive from all areas within Allstate to improve customer loyalty.

3. Make a budget

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

   • Location. For example, dispute resolution specialists' average salary in new mexico is 53% less than in district of columbia.
   • Seniority. Entry-level dispute resolution specialists earn 50% less than senior-level dispute resolution specialists.
   • Certifications. A dispute resolution specialist 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 dispute resolution specialist's salary.

   Average dispute resolution specialist salary

   $38,649yearly

   $18.58 hourly rate

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   Entry-level dispute resolution specialist salary

   $27,000 yearly salary

   Updated January 19, 2026

4. Writing a dispute resolution specialist job description

   A job description for a dispute resolution specialist role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a dispute resolution specialist job description:

   Dispute resolution specialist job description example

   Reports to: Dispute Resolution Officer
   
   Functions Supervised: None
   
   Primary Functions: Assist members with fraudulent and merchant dispute transactions on Debit Card, Credit Card and ACH according to federal regulations, VISA and NACHA operating rules, and Credit Union policies and procedures.
   
   Duties and Responsibilities:
   
   Responsible for providing prompt, professional, helpful, knowledgeable and courteous member service. Develop a working knowledge of card and ACH dispute processes and systems. Develop and maintain a current working knowledge of Regulations E, Z and CC as well as Visa and NACHA operating rules and Credit Union policies and procedures. Create, research, and resolve card and ACH dispute cases in accordance with federal regulations, VISA and NACHA operating rules, and Credit Union policies and procedures. Evaluate cases for and provide provisional credit within established limits, as applicable. Research and provide evidence to members to validate unrecognized transactions. Conduct merchant conference calls to resolve product and service problems. Effectively communicate with members to validate information, research cases, and obtain documentation. Respond to inbound and place outbound calls for case creation and member follow-up. Report disputed transactions for possible fraudulent activity and/or trends. Document research findings and actions on cases and conduct referrals for suspicious activity reporting and high dollar case review. Adhere to all designated timeframes, manage workflows to the specified deadlines and complete responsibilities effectively, accurately, and timely. Assist with completing daily reports and MRMS requests. Perform other duties as assigned.
   
   Qualifications
   
   Education: High school graduate or equivalent.
   
   Creditable Experience in Lieu of Education: Not Applicable
   
   Experience/Skills: Must be articulate and possess the ability to communicate with patience and empathy via telephone. Must have detail-oriented writing skills and a strong ability to follow through on assigned tasks. Should be proficient with personal computers, web-based applications, Microsoft Word and Excel, and have strong interpersonal skills, as well as a demonstrated ability to exercise discretionary judgment. One year of previous experience in a similar position or in financial operations is preferred.
   
   Tenure: Dispute Resolution Specialist II, category 13 requires one year tenure in the Dispute Resolution Specialist I category 14 position with performance that meets or exceeds expectations. Dispute Resolution Specialist III, category 12 requires one year tenure in the Dispute Resolution Specialist II category 13 position with performance that meets or exceeds expectations. Senior Dispute Resolution Specialist, category 11 requires one year tenure in the Dispute Resolution Specialist III category 12 position with performance that meet or exceeds expectations. Directly related work experience and/or accelerated training completion may be substituted for tenure.
   
   Equal Opportunity Employer

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5. Post your job

   To find the right dispute resolution specialist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with dispute resolution specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit dispute resolution specialists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting dispute resolution specialists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 dispute resolution specialist

   Once you've selected the best dispute resolution specialist 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.

   To prepare for the new dispute resolution specialist 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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