How to hire an evaluator

How to hire an evaluator, step by step

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

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

What does an evaluator do?

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1. Identify your hiring needs

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

   Type of Evaluator	Description	Hourly rate
   Evaluator	School counselors help students develop academic and social skills and succeed in school. Career counselors assist people with the process of making career decisions by helping them develop skills or choose a career or educational program.	$16-34
   Job Coach	A job coach is responsible for evaluating people's skills and qualifications, advising them with career paths, helping with their aspirations, and promote employment opportunities. Job coaches help the clients build self-confidence and explore their maximum potentials to develop their professional growth... Show more	$14-21
   Admissions Representative	As the name entails, admissions representatives assist prospective and new students attending a university. They give these students the information they need to make a well-informed decision regarding enrollment, make admissions decisions, and review documents... Show more	$11-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Social Work
   • Customer Service
   • Rehabilitation
   • Substance Abuse
   • Mental Illness
   • Crisis Intervention
   • Computer System
   • Data Collection
   • Medicaid
   • Data Analysis
   • Evaluation Reports
   • PowerPoint
   • Mathematics

   Check all skills

   Responsibilities:

   • Manage all program operation in accordance with HRA and industry regulations, agency policies, and HIPPA guidelines.
   • Load-Plan and certify cargo for air shipment, managing multiple airlift teams while enforcing FAA regulations within numerous combat zones.
   • Direct and facilitate internal audit team to maintain ISO 9001-2008 standards.
   • Administer and interpret results of interest and aptitude tests, transferable skill sets, work samples and career exploration guides.
   • Conduct outreach, advocacy and rehabilitation services for regular cases and crisis intervention.
   • Maintain documents and files in accordance to current HIPAA guidelines.

   More evaluator duties

3. Make a budget

   Including a salary range in your evaluator job description helps attract top candidates to the position. An evaluator salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for an evaluator in Arkansas may be lower than in Washington, and an entry-level evaluator usually earns less than a senior-level evaluator. Additionally, an evaluator with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average evaluator salary

   $50,338yearly

   $24.20 hourly rate

   ---

   Entry-level evaluator salary

   $34,000 yearly salary

   Updated December 17, 2025

   Average evaluator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$66,290	$32
   2	District of Columbia	$64,469	$31
   3	New York	$61,083	$29
   4	Virginia	$60,732	$29
   5	California	$58,907	$28
   6	Alaska	$57,595	$28
   7	Minnesota	$57,380	$28
   8	Massachusetts	$56,476	$27
   9	Maryland	$54,013	$26
   10	Oregon	$51,674	$25
   11	Colorado	$51,663	$25
   12	Nebraska	$51,595	$25
   13	Maine	$48,846	$23
   14	Arizona	$48,669	$23
   15	Wisconsin	$47,973	$23
   16	Michigan	$47,647	$23
   17	Texas	$47,193	$23
   18	North Carolina	$46,566	$22
   19	South Carolina	$45,312	$22
   20	Indiana	$45,257	$22

   Average evaluator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	JPMorgan Chase & Co.	$104,905	$50.44
   2	Bloomberg	$99,835	$48.00	3
   3	AbbVie	$98,583	$47.40
   4	Google	$93,893	$45.14	2
   5	Thomson Reuters	$83,427	$40.11
   6	LinkedIn	$79,671	$38.30
   7	U.S. Bank	$70,827	$34.05
   8	Central State University	$70,619	$33.95
   9	Software.com	$68,315	$32.84
   10	Sedgwick LLP	$63,882	$30.71
   11	ANSER	$63,393	$30.48
   12	West Tennessee Healthcare	$63,157	$30.36
   13	Accenture Federal Services LLC	$61,760	$29.69
   14	Boulder Community Health	$60,958	$29.31	1
   15	University of Washington	$59,970	$28.83
   16	University of Rochester	$59,701	$28.70
   17	PSEA	$59,187	$28.46
   18	Oak Ridge Associated Universities, Inc.	$58,411	$28.08
   19	Public Health - Dayton & Montgomery County	$58,377	$28.07
   20	Dignity Health	$57,297	$27.55	2

4. Writing an evaluator job description

   An evaluator 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 evaluator job description:

   Evaluator job description example

   Responsibilities

   We are offering a $10,000 sign on bonus for eligible new hires!

   We have openings for both 0. 6 FTE (48 hours per bi-weekly pay periods) & 0. 9 FTE (72 hours per bi-weekly pay periods) and our current priority is night shift for these positions. The night shift hours are 11:00pm-11:00am.

   Provides mental health assessment and treatment services to children, adolescents, and families with serious developmental, emotional, and behavioral difficulties (and possible co-morbid chronic medical conditions) who present to the emergency department in a manner that is evidence-based, cost-effective, and results in movement toward resolution of the crisis impacting the child and family's functioning.

   #LI-JS2

   Requirements

   Required Education/Experience: - Master's degree in Counseling, Social Work, or related field - Minimum of two years experience providing direct treatment services to children and families Required Credentials: - Licensed as a Mental Health Professional in Washington State, licensed in appropriate field according to degree (e.g., LICSW, LMHC) Preferred: - Minority Mental Health Specialist designation - Experience with multi-system involved children with severe behavioral problems and/or developmental disabilities - Experience with the King County MHP and Washington State Mental Health WACs - Experience providing comprehensive intake evaluations with multi-axial diagnoses - Experience with evidence based practice

   In accordance with new Washington law for healthcare workers, Seattle Children's requires that all staff be fully vaccinated against COVID-19 on or before October 18, 2021, or before beginning employment for start dates after October 18th.

   About Us

   Hope. Care. Cure. These three simple words capture what we do at Seattle Children's -- to help every child live the healthiest and most fulfilling life possible. Are you ready to engage with a mission-driven organization that is life-changing to many, and touches the hearts of all? #HOPECARECURE

   Our founding promise to the community is as valid today as it was over a century ago: we will care for all children in our region, regardless of the families' ability to pay. Together, we deliver superior patient care, advance new discoveries and treatments through pediatric research, and serve as the pediatric and adolescent, academic medical center for Washington, Alaska, Montana and Idaho - the largest region of any children's hospital in the country.

   In 2022, U.S. News & World Report once again ranked Seattle Children's among the nation's best children's hospitals - for the 30th year in a row. For more than a decade, Seattle Children's has been nationally ranked in all 10 specialty areas evaluated by U.S. News & World Report. We are honored to be the top-ranked pediatric hospital in Washington and the Pacific Northwest.

   As a Magnet designated institution, and classified among America's best large employers by Forbes, we recognize the importance of hiring and developing great talent to provide best-in-class care to the patients and families we serve. Our organizational DNA takes form in our core values: Compassion, Excellence, Integrity, Collaboration, Equity and Innovation. Whether it's delivering frontline care to our patients in a kind and caring manner, practicing the highest standards of quality and safety, or being relentlessly curious as we work towards eradicating childhood diseases, these values are the fabric of our culture and community. The future starts here.

   Covid-19 VaccinationIn accordance with Washington state law, Seattle Children's requires that all employees be fully vaccinated against COVID-19. All offers are contingent and your vaccine status will be verified at onboarding.Our Commitment to Diversity

   Our community welcomes diverse experiences, backgrounds, and thoughts as this is what drives our spirit of inquiry and allows us to better connect with our increasingly diverse patients and families. Our organization recruits, employs, trains, compensates, and promotes without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

   The people who work at Seattle Children's are members of a community that seeks to respect and celebrate all the qualities that make each of us unique. Each of us is empowered to be ourselves within this community, which cultivates and promotes equity, diversity, and inclusion at all levels.

   Seattle Children's is proud to be an Equal Opportunity Workplace and Affirmative Action Employer.

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5. Post your job

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

6. Interview candidates

   Recruiting evaluators 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 evaluator

   Once you have selected a candidate for the evaluator 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 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.

   After that, you can create an onboarding schedule for a new evaluator. 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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How much does it cost to hire an evaluator?