How to hire a dispute specialist

How to hire a dispute specialist, step by step

Here's a step-by-step dispute 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 specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new dispute specialist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The dispute specialist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

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

   This list shows salaries for various types of dispute specialists.

   Type of Dispute Specialist	Description	Hourly rate
   Dispute Specialist	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$11-25

2. Create an ideal candidate profile

   Common skills:

   • Debit
   • Customer Disputes
   • FCRA
   • Quality Customer Service
   • ACH
   • Fraud Claims
   • Mastercard
   • Customer Accounts
   • Inbound Calls
   • Dispute Claims
   • Dispute Resolution
   • ATM
   • FDCPA
   • Billing Disputes

   Check all skills

   Responsibilities:

   • Resolve consumer relate complaints through mediation and arbitration services.
   • Study the merchant's case (s) and advise them on the best way to remedy them.
   • Mediate for various agencies such as Medicaid.
   • Grant or not grant atm disputes after investigation.
   • Identify and contain financial risk items via SQL.
   • Research and process affidavits of fraud, non-fraud, and ACH disputes receive.

3. Make a budget

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

   • Location. For example, dispute specialists' average salary in kentucky is 55% less than in massachusetts.
   • Seniority. Entry-level dispute specialists 57% less than senior-level dispute specialists.
   • Certifications. A dispute specialist 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 dispute specialist's salary.

   Average dispute specialist salary

   $35,796yearly

   $17.21 hourly rate

   ---

   Entry-level dispute specialist salary

   $23,000 yearly salary

   Updated December 18, 2025

4. Writing a dispute specialist job description

   A job description for a dispute 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 specialist job description:

   Dispute specialist job description example

   Yardi is a global software company providing innovative property management solutions and services in every real estate market. We are focused on providing our customers with superior products and outstanding customer service. We are passionate about technology and believe work should be fulfilling and fun! We are committed to our customers, employees and the communities where we live.
   
   We are looking for motivated, enthusiastic team players with great research and support skills to work on Yardi's Consumer Relations Team!
   What you will do
   
   * Use your strong customer service skills to handle inbound inquiries from consumers via email and phone
   * Utilize your strong communication skills to help consumers navigate through the resident screening dispute process
   * Be efficient and effective handle consumer interactions and navigate between multiple screens to review information
   * Use your excellent attention to detail to follow processes and provide detailed accounts of consumer communications and follow up on inquiries and disputes using a CRM system
   * Understand and comply with the company's resident screening practices, safeguards, policies, and legal compliance regulations, as well as protocol for all aspects of the dispute process
   * Follow specific internal procedures including, but not limited to, submitting disputes to the credit bureaus and YRS vendors
   * Follow-up to ensure appropriate action is taken to resolve outstanding customers' inquiries or problems
   * Communicate with other departments regarding dispute status and results
   * Be part of a great team and collaborate with team members to help each other achieve success
   * Achieve productivity standards while maintaining the highest level of service
   * Escalate unresolved consumer concerns to level two support for quick resolution
   
   What you need to have
   
   * 2-year degree or equivalent experience
   * Minimum of 2 years of experience in direct consumer service
   * Awesome written and verbal communication skills
   * Proficiency in MS Office Suite and Outlook
   * Phenomenal customer service skills and desire to go the extra mile
   * Excellent attention to detail, organization, and the ability to prioritize effectively
   * A love for details and accuracy!
   * Great people skills and the ability to be personable and professional
   
   What would be helpful to have
   
   * Experience using a consumer service ("CRM") or sales database system
   * Knowledge of the Fair Credit Reporting Act as it relates to resident screening
   * Knowledge of credit reports and civil and criminal record terminology
   
   What you get as a Yardi Employee
   
   * A great place to work with fantastic people
   * Competitive compensation
   * Comprehensive benefits - Medical/dental, paid time off, sick time, paid holidays, 401(k), profit sharing, life insurance, and more!
   * Compensation range $26.92/hr. - $31.25/hr.
   
   At Yardi, we've created a team of over 8,000 employees in over 40 locations around the globe dedicated to making great real estate software products and fostering a collaborative work environment. Yardi is a place where people with a wide variety of cultural and life experiences come together to make a difference. Our corporate culture stresses integrity, respect, trust, responsibility, and fun! Come join our growing team!
   
   All submissions for open positions should be received through Yardi's applicant portal, accessed from Yardi's corporate website.
   
   EOE/Race/Gender/Disability/Vets

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right dispute specialist 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 dispute specialist job on Zippia to find and recruit dispute specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting dispute 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 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 dispute specialist

   Once you've decided on a perfect dispute specialist 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.

   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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