How to hire a house fellow

How to hire a house fellow, step by step

Here's a step-by-step house fellow hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a house fellow, 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 house fellow's background is also an important factor in determining whether they'll be a good fit for the position. For example, house fellows 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 house fellow salaries for various positions.

   Type of House Fellow	Description	Hourly rate
   House Fellow	Social and human service assistants provide client services, including support for families, in a wide variety of fields, such as psychology, rehabilitation, and social work. They assist other workers, such as social workers, and they help clients find benefits or community services.	$21-50
   Liaison	A liaison is a middle person responsible for collaborating different institutes, managing professional relationships to create benefiting results that would help a business' meet its goals and objectives. Duties of a liaison include facilitating communications, establishing partnership contract plans and procedures, managing conflicts, providing immediate resolution for concerns, and evaluating collaboration parameters... Show more	$14-45
   Social Work Internship	Social work interns are students who chose to do their on-the-job training in the field of social work. They apply for an internship at social services facilities... Show more	$12-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Community Development
   • Public Service
   • Emergency Situations
   • Mediation
   • RAN
   • Caucus
   • Community Building
   • HR

   Responsibilities:

   • Manage patients under supervision during placements in pediatrics, infectious diseases, cardiology, dermatology, neurology and obstetric/gynecology services.
   • Provide leadership accountability and oversight for planning, organization, supervision, and coordination of operational activities for clinical documentation.
   • Provide leadership accountability and oversight for planning, organization, supervision, and coordination of operational activities for clinical documentation.

3. Make a budget

   Including a salary range in your house fellow job description helps attract top candidates to the position. A house fellow salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a house fellow in South Dakota may be lower than in New Jersey, and an entry-level house fellow usually earns less than a senior-level house fellow. Additionally, a house fellow with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average house fellow salary

   $69,249yearly

   $33.29 hourly rate

   ---

   Entry-level house fellow salary

   $44,000 yearly salary

   Updated December 19, 2025

   Average house fellow salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$119,024	$57
   2	New Jersey	$93,188	$45
   3	New York	$87,441	$42
   4	Florida	$81,581	$39
   5	Ohio	$77,826	$37
   6	Maine	$77,781	$37
   7	Virginia	$77,393	$37
   8	Nevada	$76,856	$37
   9	Massachusetts	$76,548	$37
   10	Illinois	$75,801	$36
   11	North Carolina	$75,406	$36
   12	California	$74,041	$36
   13	Pennsylvania	$71,843	$35
   14	Arizona	$69,437	$33
   15	Maryland	$68,032	$33
   16	Iowa	$67,731	$33
   17	Georgia	$63,981	$31
   18	Oregon	$61,774	$30
   19	Louisiana	$60,929	$29
   20	Michigan	$60,645	$29

   Average house fellow salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Urban Institute	$113,441	$54.54
   2	Beth Israel Deaconess Medical Center	$87,226	$41.94
   3	Mount Sinai Health System	$82,050	$39.45	234
   4	New York University	$80,430	$38.67	2
   5	Remote	$78,274	$37.63
   6	Quality Oil	$77,667	$37.34	6
   7	Prairie Band Casino & Resort	$77,664	$37.34
   8	Lines	$77,658	$37.34	1
   9	Pacific Hospitality Group	$77,459	$37.24	1
   10	Proper Hospitality	$76,786	$36.92	1
   11	Capital Vacations	$76,482	$36.77	1
   12	Aimbridge Hospitality	$76,106	$36.59
   13	Duke University Health System	$74,624	$35.88	1
   14	Icahn School of Medicine at Mount Sinai	$74,491	$35.81
   15	First Hospitality	$74,185	$35.67	3
   16	Emory University	$73,945	$35.55	47
   17	Carnegie Mellon University	$72,621	$34.91	26
   18	UC Merced	$72,531	$34.87
   19	Red Robin	$71,337	$34.30
   20	Buffalo Wild Wings	$70,346	$33.82	15

4. Writing a house fellow job description

   A house fellow 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 house fellow job description:

   House fellow job description example

   • Must be able to speak and understand the English.
   • Requires good communication skills, both verbal and written
   • Must be able to exert well-paced mobility for up to 4 hours in length.
   • Must be able to lift up to 75 pounds on a continuing basis.
   • Must be able to push and pull carts weighting up to 250 pounds on a regular and continuing basis.
   • Must be able to exert well-paced ability in limited space.
   • Must be able to bend, stoop, squat and stretch to fulfill cleaning tasks
   • Requires grasping, writing, standing, sitting, walking, repetitive motions, bending, climbing, listening, hearing and visual acuity.
   • Regular attendance in conformance with the standards, which may be re-established from time to time, is essential to the successful performance of this position. Employees with irregular attendance will be subject to disciplinary action, up to and including termination of employment.
   • Due to the cyclical nature of the hospitality industry, employees may be required to work varying schedule to reflect the business needs of the hotel. In addition, attendance at all scheduled training sessions and meetings are required.

   Upon employment, all employees are required to full comply with hotel rules and regulations for the safe and effective operation of the hotel facilities. Employees who violate the hotels rules and regulations will be subject to disciplinary action, up to and including termination of employment.

   Standard Specifications

   Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the incumbent possess the abilities or aptitudes to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves, other employees or guests.

   A review of this description has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. Al duties and requirements are essential job functions.

   This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to perform any other job-related duties assigned by their supervisor.

   This document does not create an employment contract, implied or otherwise, other than an “at will” employment relationship.

   Work Area: Rooms and Public Areas

   The statements in this job description are intended to represent the key duties and level of work being performed. They are not intended to be ALL responsibilities or qualifications of the job. This position is classified as non-exempt (per the Fair Labor Standards Act) and is subject to overtime in accordance with Federal and State Regulations.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit house fellows, 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 house fellow

   Once you've decided on a perfect house fellow candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 house fellow first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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