How to hire a farm management specialist

How to hire a farm management specialist, step by step

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

Post a farm management specialist job for free, promote it for a fee

Post free

1. Identify your hiring needs

   Before you post your farm management specialist job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a farm management specialist for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

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

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

   Type of Farm Management Specialist	Description	Hourly rate
   Farm Management Specialist		$19-54
   Extension Educator	Extension educators simplify educational programs for a targeted audience. They help educate the communities outside of a school's campus so that those communities can apply their new knowledge to their daily activities... Show more	$12-37
   County Extension Agent	A county extension agent is responsible for traveling to different areas within a county, facilitating various learning programs, and helping citizens learn about the advances and topics of industries like agriculture. They are responsible for coordinating with governmental and non-governmental organizations, developing materials to promote agricultural research, empowering investment opportunities, and facilitating meetings... Show more	$11-39

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Farm Management
   • Farm Equipment
   • Customer Service
   • Resource Conservation
   • Milking

   Responsibilities:

   • Manage CSA program and wholesale accounts and maintain working relationships with community organizations and retailers.
   • Prepare end-of-month trial balance that include posting account expenditures, account reconciliations, as well as researching and adjusting out-of-balance conditions.
   • Prepare end-of-month trial balance that include posting account expenditures, account reconciliations, as well as researching and adjusting out-of-balance conditions.

3. Make a budget

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

   • Location. For example, farm management specialists' average salary in oklahoma is 56% less than in georgia.
   • Seniority. Entry-level farm management specialists 65% less than senior-level farm management specialists.
   • Certifications. A farm management 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 farm management specialist's salary.

   Average farm management specialist salary

   $68,360yearly

   $32.87 hourly rate

   ---

   Entry-level farm management specialist salary

   $40,000 yearly salary

   Updated December 17, 2025

4. Writing a farm management specialist job description

   A good farm management specialist 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 a farm management specialist job description:

   Farm management specialist job description example

   A little about ADP: We are a global leader in human resources technology, offering the latest AI and machine learning-enhanced payroll, tax, human resources, benefits, and much more. We believe our people make all the difference in cultivating an inclusive, down-to-earth culture that welcomes ideas, encourages innovation, and values belonging. We've received recognition as a global Best Places to Work and a recipient of many prestigious awards for diversity, equity, and inclusion, including a DiversityInc Top 50 Company, Best CEO and company for women, LGBTQ+, multicultural talent, and more. As part of our deep DEI commitment, our CEO has joined the OneTen coalition to create one million jobs for Black Americans within ten years. Learn more about DEI at ADP on our YouTube channel:

   Ready to #MakeYourMark? Apply now!

   WHAT YOU'LL DO: Responsibilities

   What you can expect on a typical day:

   • Problem solving participant/client issues/escalations by providing research and resolution. Utilize the CRM system to identify, resolve and document issues forwarded from other areas
   • Complete processing of tasks associated with client's request for case management activities. Work case management reports, and conduct reach-outs to participant/client regarding client specific tasks.
   • Support standard Leaves processing functions, including review of vendor reports, initiating/updating leaves or leave data in the leave system or Payroll systems (Job Row Updates); enter vendor decisions in leave system; complete and send State Disability Insurance forms when applicable. Ability to review/analyze leave documentation and/or medical certification and make leave of absence coverage decisions in accordance with Federal and State regulations and client-specific policies; enter decisions in leave system. Meet department Service Level Agreements for production activities. Full comprehension of FMLA and State Leave of Absence regulations and client-specific polices to correctly administer leave of absence. Ensure accuracy/quality of leave data input and output from leave system, resolving issues or, if necessary, documenting and escalating as appropriate.
   • Participate in new client implementation meetings, develop client specific documentation, and assist in the update of global Internal Processing Procedures documentation. Enable business growth by supporting demos for clients or prospects, or engaging with cross-functional teams within Absence Management or across ADP Product teams to support process or service improvement design and development initiatives.
   • Provide transaction and experience support for Leave of Absence requests. Answers inquiries from clients and vendors via phone and email, within standard CRM support expectations. Perform research and problem resolution using multiple systems, tools and resources. Provides day to day support to client and vendor contacts. Receives cases from PSC. Initiates and follows through on case management process. Maintains positive client relationship.
   • Assist in identifying processing gaps and initiate the proposals to management for mitigating manual processes; attend/host meetings with other team members and client vendors based on data gathering for new functionality/processes, issue resolution, clarification or inquiries of current processes. Maintains and monitors compliance with operational and procedural standards including SOC-1.
   • Mentor new hires and assist with on-boarding and training.
   • Performs other related duties as assigned.

   TO SUCCEED IN THIS ROLE: (qualifications)

   • A college degree is great but not required. What's more important is having the skills to do the job. Other acceptable experiences could include:
     • HR, Benefits, Leave and/or Payroll, Client Account Management experience is a plus
   • 1-3 Years of directly related experience

   Explore our COVID-19 page to understand how ADP is approaching safety, travel, the hiring interview process, and more.

   Diversity, Equity, Inclusion & Equal Employment Opportunity at ADP: ADP affirms that inequality is detrimental to our associates, our clients, and the communities we serve. Our goal is to impact lasting change through our actions. Together, we unite for equality and equity. ADP is committed to equal employment opportunities regardless of any protected characteristic, including race, color, genetic information, creed, national origin, religion, sex, affectional or sexual orientation, gender identity or expression, lawful alien status, ancestry, age, marital status, or protected veteran status and will not discriminate against anyone on the basis of a disability. We support an inclusive workplace where associates excel based on personal merit, qualifications, experience, ability, and job performance.

   Ethics at ADP: ADP has a long, proud history of conducting business with the highest ethical standards and full compliance with all applicable laws. We also expect our people to uphold our values with the highest level of integrity and behave in a manner that fosters an honest and respectful workplace. Click to learn more about ADP s culture and our full set of values.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting farm management 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 farm management specialist

   Once you've selected the best farm management specialist 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.

   Once that's done, you can draft an onboarding schedule for the new farm management specialist. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a farm management specialist?