How to hire a head investigator

How to hire a head investigator, step by step

Here's a step-by-step head investigator hiring guide:

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

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1. Identify your hiring needs

   The head investigator 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

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

   Here's a comparison of head investigator salaries for various roles:

   Type of Head Investigator	Description	Hourly rate
   Head Investigator	Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.	$15-36
   Child Support Officer	Child support officers evaluate child support cases to identify the needed financial support. The officers interview relatives and parents and review court documents, and any other records... Show more	$11-26
   Supervisory Special Agent	A supervisory special agent leads teams of special agents in investigations. His/Her or her duties include delegating assignments, performing field interviews, examining suspects' financial records, and monitoring wiretaps... Show more	$22-46

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CCTV
   • Transaction Monitoring
   • Fraud Investigations
   • OFAC

   Responsibilities:

   • Manage corporate-wide document production relative to complex litigation cases.
   • Ensure effective prioritization of investigation through supervision and monitor & review investigative activity and outcomes using CCTV & by running reports.
   • Conduct informational interviews and submit comprehensive reports on investigations per OPM guidelines.

3. Make a budget

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

   • Location. For example, head investigators' average salary in south carolina is 64% less than in maryland.
   • Seniority. Entry-level head investigators 57% less than senior-level head investigators.
   • Certifications. A head investigator 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 head investigator's salary.

   Average head investigator salary

   $50,379yearly

   $24.22 hourly rate

   ---

   Entry-level head investigator salary

   $33,000 yearly salary

   Updated January 28, 2026

4. Writing a head investigator job description

   A job description for a head 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 a head investigator job description:

   Head investigator job description example

   **School of Engineering, Stanford, California, United States**
   
   Administration
   
   Post Date May 25, 2021
   
   Requisition # 89064
   
   **Head of Research**
   
   **Job Code: 4112**
   
   **Grade: J**
   
   **FTE: 100%, Exempt**
   
   _1 Year Fixed-Term w/Option to Renew_
   
   _Department of Bioengineering, School of Engineering and School of Medicine_
   
   TheDepartment of Bioengineeringis seeking a motivated self-starter to serve as the **Head of Research** for our Emergence program. The Emergence program focuses on innovation and entrepreneurship to address global challenges in societal and planet health. Our mission is to inspire, educate, equip, and support Stanford students, researchers and faculty in the translation of their research into company formation and real world impact.
   
   As **Head of Research** , you will design and manage a research grant program to fund innovative research tackling societal and planetary issues such as climate change, carbon emissions, plastics pollution, biodiversity loss, and food insecurity. You will contribute to the development of a new project-based course by soliciting real-world projects from foundations and providing students the opportunity to apply the BioDesign process to address challenges in societal and planetary health. Our Head of Research will work to expand the reach of the Emergence program, sharing course content with a broader student audience and distributing research findings and white papers to the broader research and entrepreneurship community.
   
   Are you interested in joining a program that will take the lead in addressing global challenges in the health of our society and planet? Then bring your talent and passion to join us in seeking solutions to important global problems and educating the next generation of leaders who will make the world a better place!
   
   **Department of Bioengineering**
   
   Stanford Bioengineeringis a dynamic and rapidly growing department within the Stanford Schools of EngineeringandMedicine. For more than a decade, the Department of Bioengineering has sought to advance bioengineering as a fundamental engineering discipline grounded in basic sciences, powered by unique engineering concepts and principles, capable of realizing many diverse applications.Our community ranges broadly from world class faculty and students, to esteemed alumni and dynamic administrators, and includes some of the world's most successful leaders in bioengineering technology and business.
   
   **JOB PURPOSE** **:**
   
   Work under the general direction of faculty or other management to develop, implement, and administer the vision, strategy, and goals of the assigned academic entity/program(s). Participate in entity/program strategy development, long-range planning, and partnership development.
   
   **Your responsibilities include:**
   
   + Develop and manage research programs by conducting research activities, including outreach to varied stakeholders within the program, assigning resources and making program improvement recommendations that impact policies and programs.
   
   + Design process for distributing research grant funding, tracking milestones, profiling impact of funded research, and distributing whitepapers.
   
   + Build an advisory board for project selection and establish a committee to advise on commercialization.
   
   + Identify, recommend and implement opportunities for new research.
   
   + Source, collect and analyze data, create reports, review and explain trends; formulate and evaluate alternative solutions and/or recommendations to achieve the goals of the program or function.
   
   + Teach and/or assist in the teaching and administration of courses. Develop curriculum. Develop curriculum-rating survey, detailed feedback on courses and make recommendations for preliminary overview and changes.
   
   + Write and/or edit complex content for proposals, research grants, peer-reviewed publications, and other program activities.
   
   + Contribute to and inform on strategic program/entity planning and related funding and financial sustainability.
   
   + May advise students and/or coach/mentor clients.
   
   + Develop or contribute to outreach strategy related to program communications, development, partnerships, and fundraising/funding.
   
   + Coach and mentor program staff.
   
   _* - Other duties may also be assigned_
   
   **MINIMUM REQUIREMENTS:**
   
   **Education & Experience:**
   
   Bachelor's degree and three years of relevant experience or combination of education, training, and relevant experience. Advanced degree may be required for some programs. For jobs with financial responsibilities, experience managing a budget and developing financial plans.
   
   **Knowledge, Skills and Abilities:**
   
   + Demonstrated ability to take initiative and ownership of projects.
   
   + Creativity; able to work with ideas and think through how to structure new programs
   
   + Demonstrated experience working independently and as part of a team.
   
   + Strong verbal and written communication skills. Able to communicate with diverse audiences.
   
   + Demonstrated excellent organizational skills.
   
   + Demonstrated experience working independently and as part of a team.
   
   + Ability to develop program partnerships and funding sources.
   
   + Ability to oversee and direct staff.
   
   + Basic knowledge of managing budgets and developing financial plans.
   
   **Certifications and Licenses:**
   
   + For teaching jobs, advanced degree or certification may be required for some programs.
   
   **Preferred Qualifications:**
   
   + PhD or other advanced degree in science-related fields
   
   + 2 years work experience in an entrepreneurial environment, preferably in sustainability or health-related industry
   
   **PHYSICAL REQUIREMENTS*:**
   
   + Frequently stand/walk, sitting, grasp lightly/fine manipulation, perform desk-based computer tasks.
   
   + Occasionally use a telephone, writing by hand, lift/carry/push/pull objects that weigh up to 40 pounds.
   
   + Rarely sort/file paperwork or parts, lift/carry/push/pull objects that weigh >40 pounds.
   
   + Ability to use voice to present information/communicate with others.
   
   + On-campus mobility.
   
   _* - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job._
   
   **WORKING CONDITIONS:**
   
   + May work extended hours, evenings or weekends.
   
   + May travel locally.
   
   + Occasional overnight travel
   
   **WORK STANDARDS:**
   
   + Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
   
   + Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
   
   _Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide,_ _http://adminguide.stanford.edu_ _._
   
   **Why Stanford is for You**
   
   Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Ourcultureandunique perksempower you with:
   
   + **Freedom to grow.** We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
   
   + **A caring culture.** We provide superb retirement plans, generous time-off, and family care resources.
   
   + **A healthier you.** Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
   
   + **Discovery and fun.** Stroll through historic sculptures, trails, and museums.
   
   + **Enviable resources.** Enjoy free commuter programs, ridesharing incentives, discounts and more!
   
   **How to Apply**
   
   We invite you to apply for this position by clicking on the "Apply for Job" button. To be considered, please submit **a cover letter and résumé** along with your online application. Your one-page cover letter should briefly describe your background in customer service and provide examples of your experience with attention to detail, responsiveness, and decision-making.
   
   Additional Information
   
   + **Schedule: Full-time**
   
   + **Job Code: 4112**
   
   + **Employee Status: Fixed-Term**
   
   + **Grade: J**
   

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit head investigators, 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.

   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 head investigator

   Once you've selected the best head 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 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 head 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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