How to hire an embalmer

How to hire an embalmer, step by step

Here's a step-by-step embalmer hiring guide:

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

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1. Identify your hiring needs

   The embalmer 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

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

   Type of Embalmer	Description	Hourly rate
   Embalmer		$12-35

2. Create an ideal candidate profile

   Common skills:

   • SCI
   • OSHA
   • Memorial Services
   • Death Certificates
   • Prep Room

   Responsibilities:

   • Review all accounts payable imports prepare by license coordinators.
   • Direct maintenance of 60K database, overseeing development, design changes and compliance.
   • Comply with OSHA standards to embalm human remains for funeral homes throughout the greater Los Angeles area.
   • Secure NRC acceptance of shutdown plan for meeting requirements to maintain the option of a nuclear facility completion.
   • Secure timely NRC acceptance of site stabilization plan and subsequent termination of the construction permit and nuclear licenses.
   • Participate in meetings with DCF to update the licensing statutes and work on establishing normalcy for children in care.

3. Make a budget

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

   • Location. For example, embalmers' average salary in colorado is 41% less than in alaska.
   • Seniority. Entry-level embalmers earn 65% less than senior-level embalmers.
   • Certifications. An embalmer 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 an embalmer's salary.

   Average embalmer salary

   $44,575yearly

   $21.43 hourly rate

   ---

   Entry-level embalmer salary

   $26,000 yearly salary

   Updated December 21, 2025

4. Writing an embalmer job description

   A good embalmer 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 an embalmer job description:

   Embalmer job description example

   • Embalmer, Apprentice experience as required by state/provincial law
   • 2 years of experience in a 200-call minimum/year funeral firm embalming facility preferred

   Licenses

   • Must meet all licensing requirements in applicable state/province as required by law and as prescribed by each state board
   • Current state/province issued driver’s license

   Knowledge, Skills and Abilities

   • Acceptable driving record
   • Ability to lift over 75 pounds
   • Knowledge of computers and some software including MS Office products required
   • High level of compassion and integrity
   • Good communication skills
   • Problem solving skills

   Postal Code: 46208

   Category (Portal Searching): Operations

   Job Location: US-IN - Indianapolis

   Company DescriptionWho we are. What we do.
   
   We’re more than North America’s largest provider of funeral, cremation and cemetery services. We are mothers, fathers, sisters, brothers, sons and daughters who are devoted to the communities where we live and work. We are more than 20,000 dedicated individuals who provide caring assistance to families in need, honor veterans and public servants and deliver lifesaving programs to help keep children and seniors safe.
   
   We operate under the umbrella of the Dignity Memorial network of 1,800 funeral homes and cemeteries. Dignity Memorial providers care for more than 300,000 families each year and understand the importance of thoughtful, personalized arrangements. We believe creating meaningful ways to pay tribute to a loved one begins with compassion and is shaped by the understanding that each life is truly unique. For us, there is no greater responsibility than honoring and preserving the story of one’s life.
   
   SCI offers advanced on-line training resources, career advancement opportunities in the largest organization in the industry, attractive benefits, and a wonderful community to serve with plenty of culture and personality. For additional information regarding our company, please visit our corporate site at www.sci-corp.com.
   
   As used herein, “SCI” refers to Service Corporation International and its affiliated companies.
   
   Equal Opportunity Employer, M/F/D/V

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5. Post your job

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

6. Interview candidates

   To successfully recruit embalmers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 embalmer

   Once you have selected a candidate for the embalmer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new embalmer 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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