How to hire a fire adjuster

How to hire a fire adjuster, step by step

Here's a step-by-step fire adjuster hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a fire adjuster, 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

   A fire adjuster's background is also an important factor in determining whether they'll be a good fit for the position. For example, fire adjusters 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 presents fire adjuster salaries for various positions.

   Type of Fire Adjuster	Description	Hourly rate
   Fire Adjuster	Claims adjusters, appraisers, examiners, and investigators evaluate insurance claims. They decide whether an insurance company must pay a claim, and if so, how much... Show more	$17-40
   Disability Examiner	A disability examiner is primarily in charge of conducting assessments and examinations to determine an applicant's eligibility for disability benefits and programs. Their duties usually include reviewing medical and health records, conducting interviews, and evaluating applications... Show more	$13-27
   Risk And Insurance Consultant	A risk and insurance consultant is a person whose job is to advise organizations and companies on what might happen in the future and how to deal with it. They advise the management on the next steps and possible outcomes... Show more	$33-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Law Enforcement
   • ISO

   Responsibilities:

   • Apply strong customer service, organizational and multitasking skills to efficiently manage auto insurance claims.
   • Research and review delinquent mortgage cases, financial scenarios and individual homeowner situations to develop solutions compliant with investor policy.
   • Coordinate medical benefits with Medicaid and Medicare health programs.

3. Make a budget

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

   • Location. For example, fire adjusters' average salary in indiana is 31% less than in virginia.
   • Seniority. Entry-level fire adjusters earn 56% less than senior-level fire adjusters.
   • Certifications. A fire adjuster 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 fire adjuster's salary.

   Average fire adjuster salary

   $56,907yearly

   $27.36 hourly rate

   ---

   Entry-level fire adjuster salary

   $37,000 yearly salary

   Updated December 28, 2025

4. Writing a fire adjuster job description

   A fire adjuster 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 fire adjuster job description:

   Fire adjuster job description example

   • Up to 1 year of auto and/or property claims adjusting experience.

   • Acquisition and maintenance of insurance adjuster license within 90 days and designated number of attempts.

   • Shown investigatory skills.

   • Ability to organize, analyze, and effectively determine risk and appropriate response.

   • Analytical and problem-solving skills.

   Preferred Experience:

   • Up to 1 year experience with auto theft, vandalism or fire claims

   • Consistent track record to identify fraud indicators and/or investigate claims inconsistencies

   • Current Adjuster license

   • 2+ years of customer service experience

   • Working knowledge and understanding of auto claim contract interpretation

   • CPCU, SCLA or other insurance designation

   • Perform unique valuation analysis for Total Thefts to include entering the vehicle characteristics into the valuation

   • May take First Notice of Loss to initiate claim and gather information for effective investigation. May handle a high volume of calls.

   Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market position. The hiring range for this position is $50,000 - $54,600.

   Employees may be eligible for pay incentives based on overall corporate and individual performance or at the discretion of the USAA Board of Directors.

   Geographical Differential : Geographic pay differential is additional pay provided to eligible employees working in locations where market pay levels are above the national average.

   Shift premium: Addressed on an individual basis for applicable roles that are consistently scheduled for non-core hours.

   Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

   Additionally, our career path planning and continuing education assists employees with their professional goals.

   To see details on our outstanding benefits, visit USAA Total Rewards.

   Relocation assistance is not available for this position.

   USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting fire adjusters 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.

   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 fire adjuster

   Once you've selected the best fire adjuster 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 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.

   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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