How to hire an enrollment specialist

How to hire an enrollment specialist, step by step

Here's a step-by-step enrollment specialist hiring guide:

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

What does an enrollment specialist do?

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1. Identify your hiring needs

   Before you start hiring an enrollment specialist, 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 enrollment specialist 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.

   The following list breaks down different types of enrollment specialists and their corresponding salaries.

   Type of Enrollment Specialist	Description	Hourly rate
   Enrollment Specialist	Compensation, benefits, and job analysis specialists conduct an organization’s compensation and benefits programs. They also evaluate position descriptions to determine details such as a person’s classification and salary.	$13-25
   Benefits Representative	A benefits representative is responsible for facilitating and disseminating information about benefits programs and policies across all employees in the company. Benefits representatives respond to the employees' inquiries and concerns of benefits processes, update their benefits information, and resolve discrepancies and disputes... Show more	$13-24
   Benefits Advisor	A benefits advisor specializes in devising benefits programs and strategies for a workforce, ensuring they are well-compensated for their hard work. Typically, their responsibilities revolve around performing research and analysis to identify the needs of employees in a company, studying the benefit programs of competitors, and assessing the existing programs while putting the company's welfare into consideration... Show more	$22-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Patients
   • Data Entry
   • Health Insurance
   • Enrollment Process
   • Outbound Calls
   • Medicare Advantage
   • Financial Aid
   • Inbound Calls
   • CMS
   • HIPAA
   • Health Coverage
   • Open Enrollment
   • PowerPoint

   Check all skills

   Responsibilities:

   • Manage the TRICARE information program by presenting information utilizing available media, group presentations, or mailings.
   • Manage customer relations with internal personnel, group administrators, brokers and members as related to HMO commercial insurance.
   • Maintain records pertaining to eligibility and enrollment by managing CMS reports.
   • Provide enrollment counseling to eligible recipients about Medicaid manage care and promote their voluntary enrollment into an HMO.
   • Analyze, process and manage FMLA claims to determine eligibility and certification in compliance with state and federal regulations.
   • Assist medical assistance consumers with choosing HMO's and PCP as well as with HMO and PCP transfers.

   More enrollment specialist duties

3. Make a budget

   Including a salary range in the enrollment specialist job description is a good way to get more applicants. An enrollment specialist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an enrollment specialist in North Carolina may be lower than in New Jersey, and an entry-level engineer typically earns less than a senior-level enrollment specialist. Additionally, an enrollment specialist with lots of experience in the field may command a higher salary as a result.

   Average enrollment specialist salary

   $39,666yearly

   $19.07 hourly rate

   ---

   Entry-level enrollment specialist salary

   $29,000 yearly salary

   Updated January 20, 2026

   Average enrollment specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$52,816	$25
   2	Massachusetts	$51,020	$25
   3	New York	$49,559	$24
   4	California	$47,079	$23
   5	District of Columbia	$45,115	$22
   6	Alaska	$44,377	$21
   7	New Hampshire	$43,337	$21
   8	Maryland	$41,992	$20
   9	Illinois	$41,886	$20
   10	Nevada	$41,787	$20
   11	Arizona	$41,291	$20
   12	Nebraska	$41,206	$20
   13	Minnesota	$40,967	$20
   14	Idaho	$40,767	$20
   15	Oregon	$40,324	$19
   16	Colorado	$39,870	$19
   17	Ohio	$37,978	$18
   18	Pennsylvania	$37,593	$18
   19	Iowa	$36,517	$18
   20	Georgia	$36,480	$18

   Average enrollment specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	The American Musical and Dramatic Academy	$78,688	$37.83
   2	Cognizant	$65,233	$31.36	2
   3	Emanate Health	$61,490	$29.56
   4	SelectQuote Insurance Services	$53,962	$25.94
   5	QuintilesIMS	$53,772	$25.85
   6	Erlanger Health System	$52,239	$25.11	7
   7	University of California-Berkeley	$52,053	$25.03
   8	Orange County High School	$51,859	$24.93
   9	United Health Centers Of The San Joaquin Valley	$51,559	$24.79	3
   10	Wipro Limited	$51,144	$24.59	3
   11	Georgetown University	$50,520	$24.29
   12	Outside In	$49,788	$23.94
   13	AssuredPartners	$49,430	$23.76
   14	University of California	$48,800	$23.46
   15	Beacon Hill Staffing Group	$48,731	$23.43
   16	Central State University	$48,659	$23.39
   17	University of Colorado Boulder	$48,449	$23.29
   18	Valley View Hospital	$47,502	$22.84
   19	JPMorgan Chase & Co.	$47,236	$22.71	6
   20	The Toledo Clinic	$46,940	$22.57

4. Writing an enrollment specialist job description

   An enrollment specialist 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. Below, you can find an example of an enrollment specialist job description:

   Enrollment specialist job description example

   Applicants for all positions must be or become fully vaccinated against Covid-19 if selected for hire. Valid medical or religious exemptions will be considered but serial Covid-19 testing will be required to maintain employment.
   
   Responsible for enrolling and retaining Managed Care Medicaid patients and establishing them with providers within the network. Responds to inquiries and complaints from applicants, members, clinic staff, providers, and outside specialists.
   Essential Functions/Responsibilities/Duties
   Works directly with patients to enroll and maintain healthcare coverage. Completes Affordable Care Act (ACA) applications, Medicaid renewals and other required updates. Identifies eligibility problems and performs appropriate research, documentation, and follow through to find solutions. Performs outreach to get new patients. Coordinates their appointments to establish care with Providers in the clinics. Provides education regarding ACA to current and prospective members. Processes referrals and responds to customer inquiries. Explains benefits, procedures, and protocols to external and internal customers. Submits required documentation to Managed Care plans for plan approved referrals. Manages work to meet or exceed goals for response time and quality for the call center.
   Qualifications
   Education : High School Diploma or General Education Diploma (GED). Associate of Art Degree in business or a similar field perferred. Experience : One year of experience interacting with the public in a business environment. One year's experience working in a healthcare environment with experience in health care information systems preferred. Professional Licenses/Certificates/Registration : Certified ACA navigator or completion of ACA training and certification within 90 days of employment. Knowledge/Skills/Abilities Required : Bilingual (English/Spanish) preferred. This position is not eligible for bilingual differential pay. Knowledge of health care systems highly desirable. Ability to write concise, organized, and clear communications. Effective verbal, written and listening communication skills. Ability to develop effective working relationships to gain trust and establish credibility. Strong organizational skills and strong attention to detail and accuracy. Knowledgeable in the use of standard office equipment. Ability to manage stressful situations and work in a fast-paced and rapidly changing environment.
   About YVFWC
   
   We serve more than 181,000 patients across 25 medical clinics, 14 dental clinics, 10 pharmacies, and 64 program sites in two states. We are Level 3 Certified as a Patient-Centered Medical Home (PCMH). With integrated services including medical, dental, pharmacy, orthodontia, primary care nutritional counseling, autism screening, and primary care behavioral health, YVFWC s patient-centered model of care offers patients the full spectrum of care and shelter assistance, energy assistance, weatherization, HIV and AIDS counseling and testing, home visits, and four mobile medical/dental clinics.
   
   Working at YVFWC
   
   Working in our organization means being the passionate champion for those who have no voice. It means having the opportunity to work with underserved populations and with peers committed to the same work.
   
   At Farm Workers Clinic
   We will consistently trust one another to work for the common good. We will foster integrity by demonstrating ethical behavior and insisting on doing what we say we will do. We will demonstrate transparency by being candid and truthful no matter the risk. We will create partnerships to strengthen ourselves and our community. We will fight for just treatment for all individuals. We will let joy in. We have the courage to be an agent of change and refuse anything short of excellence.
   Our mission celebrates diversity. We are committed to equal opportunity employment.

   Copy this example

   

5. Post your job

   To find the right enrollment 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 enrollment specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit enrollment 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 enrollment specialist job on Zippia to find and recruit enrollment specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with enrollment specialist 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.

   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 enrollment specialist

   Once you have selected a candidate for the enrollment specialist 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.

   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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