How to hire a health actuary

How to hire a health actuary, step by step

Here's a step-by-step health actuary hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the health actuary you need to hire. Certain health actuary 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

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

   Type of Health Actuary	Description	Hourly rate
   Health Actuary	Actuaries analyze the financial costs of risk and uncertainty. They use mathematics, statistics, and financial theory to assess the risk that an event will occur, and they help businesses and clients develop policies that minimize the cost of that risk... Show more	$23-96
   Actuarial Internship	The job of actuarial interns involves the roles of graduate actuaries featuring the challenges of a full-time actuary. Interns are given opportunities to work on projects from the offices of the firm or client... Show more	$27-66
   Actuarial Consultant	An actuarial consultant is a financial professional who is responsible for advising clients on investments, insurance, and pension-related decisions using a variety of measurements. Actuarial consultants must apply an extensive use of statistics and large amounts of data to formulate a plan that is best suited to clients... Show more	$29-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • FSA
   • Term Care
   • GAAP
   • Filings
   • Financial Analysis
   • Business Decisions
   • Financial Statements

   Responsibilities:

   • Manage the design, implementation and oversight of all insurance and reinsurancepricing functions and processes for corporation.
   • Provide clinical exercise physiology services and health/wellness counseling for family practice/sports medicine/orthopedics medical group effecting positive lifestyle changes in patients serve.
   • Lead actuarial consultant on NALIS to Cyberlife traditional life conversion.

3. Make a budget

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

   • Location. For example, health actuaries' average salary in hawaii is 51% less than in alaska.
   • Seniority. Entry-level health actuaries 76% less than senior-level health actuaries.
   • Certifications. A health actuary 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 health actuary's salary.

   Average health actuary salary

   $99,496yearly

   $47.83 hourly rate

   ---

   Entry-level health actuary salary

   $49,000 yearly salary

   Updated December 19, 2025

4. Writing a health actuary job description

   A good health actuary 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 health actuary job description:

   Health actuary job description example

   Are you interested in working in a dynamic environment that offers opportunities for professional growth and new responsibilities? Are you interested in helping clients drive alignment with their business, improve organizational and human resource performance and establish a culture focused on adding business value? That is what the new generation of human resource transformation is all about. If you are seeking a role that offers you the opportunity to advise Government and Public Services (GPS) clients through critical and complex issues, while allowing you to develop personally and professionally, consider a career in Deloitte's Human Capital practice.
   Work you'll do
   
   As a Government Health Actuary - Consultant in Deloitte's Human Capital Actuarial and Insurance Solutions Practice, you will assist Deloitte Managers, Senior Managers, and Partners in providing strategic and technical consulting services to Federal and State governments, employer groups, and other public entities.
   
   At Deloitte, you can be a part of the transformation of the health care sector. Deloitte's health actuaries are participating in the development of evidence-based medicine, social drivers of health, and the transition of payments from paying for what is done to paying for the value provided. These types of problems require actuaries who are not only technically strong, but also can be innovative, capable of addressing ill defined, complex problems and have a business orientation.
   
   The team
   
   The Organization Transformation practice is about transforming the organization (and the benefits providers that serve them) to support its business strategy. This involves helping our clients move from where they are today to where they need to be in the future. It could include changing the organization's culture, modernizing specific functions, re-designing the organization structure, and will require a combination of change management actions to execute the transformation. To enable our success, it will be critical to use data and insights to inform better ways of working together.
   
   Qualifications
   
   Required:
   
   + 3 years of health actuary experience and consulting and/or health plan/insurance company experience
   
   + 1 years' experience with Medicaid managed care rate setting
   
   + ASA with progression to FSA, FSA, or career ASA designation
   
   + Willingness to travel at least 25%
   
   + Due to COVID-19, certain on-site client work has been suspended until further notice, however, on-site work may be required on a case-by-case basis for this position.
   
   Preferred:
   
   + Experience leading teams
   
   + Experience with Medicaid waivers (i.e., 1115, 1915 b/c, 1332)
   
   + Experience with risk adjustment mechanisms
   
   + Experience with health care reform and working knowledge of the individual medical and small group markets
   
   + Experience with Medicare products, including Medicare Advantage or Medicare Supplement products for various enrollee types
   
   + Familiarity with group insurance products including disability, long term care, etc.
   
   + Experience with product design and/or product strategy
   
   + Experience with reimbursement models â€" including value based care/ACO modeling
   
   + Ability to program using SQL
   
   For individuals assigned and/or hired to work in Colorado, Deloitte is required by law to include a reasonable estimate of the compensation range for this role. This compensation range is specific to the State of Colorado and takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and delivery model. We would not anticipate that the individual hired into this role would land at or near the top end of the range, but such a decision will be dependent on the facts and circumstances of each case. A reasonable estimate of the range is $80,000 - $134,000. You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting health actuaries 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.

   Sometimes, it's not enough to interview health actuary candidates, so you can ask them to do a test project. If you are not a technical person and don't know what a test project should be, you can use these websites:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 health actuary

   Once you've found the health actuary candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   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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