How to hire an equal employment opportunity investigator

How to hire an equal employment opportunity investigator, step by step

Here's a step-by-step equal employment opportunity investigator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an equal employment opportunity investigator, 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

   An equal employment opportunity investigator's background is also an important factor in determining whether they'll be a good fit for the position. For example, equal employment opportunity investigators 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 equal employment opportunity investigators.

   Type of Equal Employment Opportunity Investigator	Description	Hourly rate
   Equal Employment Opportunity Investigator		$14-44
   Investigator	Criminal investigators play an essential role in criminal justice and law enforcement. Their job entails solving open cases that may take them weeks or even months to accomplish... Show more	$20-57
   Human Rights Investigator	Essentially a fighter for humanity, a human rights investigator carries out investigations into human rights matters. They collect, analyze, and document information relating to human rights matters, and they propose methods for investigations... Show more	$15-35

2. Create an ideal candidate profile

   Common skills:

   • Technical Assistance
   • Conduct Investigations
   • Sexual Harassment
   • Mediation
   • Investigation Findings
   • Internal Investigations
   • EEO
   • Conduct Interviews
   • Civil Rights Complaints
   • On-Site Investigations
   • Title VI
   • Title VII

   Responsibilities:

   • Manage 3 team members responsible for HRIS data entry of employee information, employee file management and leave of absence administration.
   • Facilitate resolution of complaints through mediation and/or negotiation.
   • Articulate corporate policies and procedures to employees seeking clarification regarding payroll, disability, terminations, leaves of absence.
   • Maintain communication with training representatives and inform directors of the EO program status as it pertain to their organization.

3. Make a budget

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

   • Location. For example, equal employment opportunity investigators' average salary in wyoming is 63% less than in district of columbia.
   • Seniority. Entry-level equal employment opportunity investigators earn 68% less than senior-level equal employment opportunity investigators.
   • Certifications. An equal employment opportunity investigator 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 equal employment opportunity investigator's salary.

   Average equal employment opportunity investigator salary

   $53,599yearly

   $25.77 hourly rate

   ---

   Entry-level equal employment opportunity investigator salary

   $30,000 yearly salary

   Updated December 19, 2025

4. Writing an equal employment opportunity investigator job description

   A job description for an equal employment opportunity investigator 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 an equal employment opportunity investigator job description:

   Equal employment opportunity investigator job description example

   Want to submit your resume for consideration on a future opportunity at Axient?
   
   If you weren't able to find a current position that matches your interest or would like to be contacted for future opportunities, please feel free to submit your resume here.
   
   Responsibilities
   
   What would I do? The below is not an all inclusive list. Job titles may differ by employer and industry.
   
   Engineer: Systems, Software, Safety, Electrical, Mechanical, Aerospace, Aeronautical, Hypersonics, Cybersecurity, Space, Weapons, Design, Test, Radar, Quality, Sustainment, Controls, Integration, ModSim, MBSE, Satellite, Propulsion, Signatures, Reliability, Launch, Sensing, Data, Structural, Navigation, Modeling, Manufacturing, RF, Aerodynamics, Modeling, Turbine, Acquisition, Instrumentation, Aviation, Flight
   
   Analyst: Data, Program, Cybersecurity, System, Budget, Research, Operations, Test, Contracts, Financial, Acquisition, Logistics, Program Control, Pricing, Security
   
   Software: Developer, Architect, Ground, Flight, Test, Systems, Safety, Programmer, Quality Assurance, Embedded, Front-End, Engineer, Protocol, DevOps, DevSecOps, Python, Cloud, Application, Integration
   
   Corporate: Finance, Accounting, IT, HR, Talent, Business Development, Growth, Contracts, Subcontracts, Purchasing, Procurement, Security
   
   Where would I work?
   
   Our employees work all over the country and beyond. These are just a few of our current work locations: Huntsville AL, Arlington VA, Dahlgren VA, Wallops Island VA, Columbia MD, Greenbelt MD, El Segundo CA, Mountain View CA, Colorado Springs CO, Albuquerque NM, Clovis NM, Niceville FL, Melbourne FL, Warner Robins GA, Tullahoma TN, Ogden UT, Fairmont WV, Washington DC Click here for more info about Axient and where we work.
   
   Who would I support?
   
   Civil, Defense, Intelligence, Commercial, Air Force, Army, Navy, MDA, DARPA, OSD, Space Force, NASA Click here for more info about the customers we support.
   
   Qualifications
   
   Are there specific requirements or qualifications?
   
   All positions have minimum requirements (education, experience, etc.) that you must have or meet to qualify as a candidate. These minimum requirements and other or preferred qualifications are listed in each individual job posting. Some positions are onsite at a specific customer or corporate office location. Some may offer hybrid or remote work options. Other potential requirements: background checks, education and experience verification, certifications
   
   Most positions require having an active/transferrable security clearance OR the ability to obtain a DoD, NASA or other required security clearance at a required level as well as the ability to maintain the required clearance. DoD and other clearances require US citizenship. Axient does not set the requirements for obtaining clearances or clearance requirements for individual positions. Nor do we make determinations of personnel clearance eligibility for individuals.
   
   Please note that submission of a resume or application under this general posting is not a guarantee of employment or consideration against any or all positions. Your submission of a resume under this general posting will allow our recruiting team to find you in potential candidate searches for specific requirements. If you are interested in applying for a posted position and have not been contacted by a member of our team about that opportunity, please find that position on our search page and submit your resume directly.
   
   TAGS: #LI-Onsite #LI-Hybrid #LI-Remote

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5. Post your job

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

6. Interview candidates

   During your first interview to recruit equal employment opportunity investigators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 equal employment opportunity investigator

   Once you've selected the best equal employment opportunity investigator 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new equal employment opportunity investigator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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