How to hire a federal contractor

How to hire a federal contractor, step by step

Here's a step-by-step federal contractor hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the federal contractor you need to hire. Certain federal contractor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a federal contractor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a federal contractor that fits the bill.

   Here's a comparison of federal contractor salaries for various roles:

   Type of Federal Contractor	Description	Hourly rate
   Federal Contractor		$10-35
   Crew Foreman	A crew foreman coordinates the daily activities in a construction site to ensure that operations adhere to deadlines, budgets, and quality standards. They serve as the point of contact for supervisors, clients, and construction workers... Show more	$19-30
   Crew Leader	Crew leaders are restaurant workers who act as the team leader of the restaurant's crew. They are usually tenured employees with leadership skills who are respected by the team... Show more	$12-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Access Database
   • Technical Assistance
   • Security Clearance
   • Security Policies
   • HR
   • Background Investigations
   • Management System
   • Windows
   • SharePoint
   • Troubleshoot
   • Payroll
   • Logistics
   • Federal Government
   • DOD

   Check all skills

   Responsibilities:

   • Manage customer internal payroll functions.
   • Provide security services via various federal guidelines (DHS, GSA etc . )
   • Provide support to troubleshoot and resolve inquiries and requests for assistance with the organization's computer systems or PC's.
   • Configure and troubleshoot port channels.
   • Update automate SQL SSIS imports as business needs change.
   • Identify, mobilize and optimize resources to help the DoD s mission.

3. Make a budget

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

   • Location. For example, federal contractors' average salary in mississippi is 57% less than in new york.
   • Seniority. Entry-level federal contractors earn 72% less than senior-level federal contractors.
   • Certifications. A federal contractor 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 a federal contractor's salary.

   Average federal contractor salary

   $40,131yearly

   $19.29 hourly rate

   ---

   Entry-level federal contractor salary

   $21,000 yearly salary

   Updated December 16, 2025

4. Writing a federal contractor job description

   A federal contractor 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. To help get you started, here's an example of a federal contractor job description:

   Federal contractor job description example

   Overview This is a dynamic opportunity to join a rapidly growing company, with industry leading software and services in the healthcare space. Policy Reporter provides a portfolio of offerings designed to redefine the way medical manufacturing companies, payers and providers receive and react to relevant information in the market. Our core offerings include a SaaS based platform hosting a database of the latest payer information, as well as custom projects to suit our client's needs leveraging our industry experience with private medical and government institutions.Our clients include Fortune 10 companies in the healthcare field, as well as an array of Fortune 500 pharmaceutical and biotechnology firms across the globe along with top US payers and providers.We are looking for a highly motivated individual with experience in the field of diagnostics - ideally precision medicine and clinical genomics - to help us provide valuable insights to our clients, who can commit at minimum 10-15h/week. Responsibilities
   
   Investigate and synthesize data on accessing diagnostic testing coverage from payer policies, forms, and special advisories
   
   Prepare and update comprehensive reports on diagnostic coverage requirements and process reports and executive summaries for clients
   
   Support the development of report templates for displaying diagnostic coverage insights that aligns with well-established reporting methodologies
   
   Work collaboratively with Senior Research & Reporting Analysts to conduct analysis and generate insights in the form of dashboards/visualizations for clients
   
   Act as subject matter expert providing insight into medical necessity, prior authorization, payment complexity
   
   As required, the Diagnostics Contractor will liaise directly with clients on projects to present findings, and answer queries
   Able to commit at minimum 10-15h/week Qualifications Skills Required Intermediate to advanced Microsoft Office Suite, particularly Excel skills Research competencies including but not limited to Synthesizing and analyzing insights from large data sets Summarizing, presenting, and defending findings to both internal and external stakeholders Understanding of medical coding in the U.S. (CPT/HCPCS, ICD-10Dx) in the laboratory, physician, and hospital settings. Excellent organizational and problem solving skills High attention to detail Effective verbal and written communication; ability to communicate and present findings to clients in a clear and concise manner Experience Required Experience in diagnostic healthcare Precision medicine and clinical genomics experience highly valued 3+ years of professional working experience with coding, revenue cycle management, billing practices and reimbursement processes is preferred Experience collaborating directly with clinicians/healthcare teams an asset Experience in processing/approval of diagnostic coverage claims an asset Experience with appeals process and compiling cost-benefit analysis an asset AHIMA & AAPC certification or certification-eligible not required but preferred Certified Coding Professional with any of these certifications is seen as an asset - Coding Specialist (CCS), OR Certified Professional Coder (CPC). Special consideration given to candidates with any of the following certifications: Medical Auditing Certification (CPMA), Certified Health Data Analyst (CHDA), Certified documentation improvement practitioner (CDIP) A Bachelor's degree not required but preferred

   Copy this example

   

5. Post your job

   To find the right federal contractor 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 federal contractors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit federal contractors 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 federal contractor job on Zippia to find and attract quality federal contractor candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit federal contractors, 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 federal contractor

   Once you've selected the best federal contractor 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new federal contractor. 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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