How to hire an infectious disease epidemiology director

How to hire an infectious disease epidemiology director, step by step

Here's a step-by-step infectious disease epidemiology director hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the infectious disease epidemiology director you need to hire. Certain infectious disease epidemiology director 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

   An infectious disease epidemiology director's background is also an important factor in determining whether they'll be a good fit for the position. For example, infectious disease epidemiology directors 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 infectious disease epidemiology directors.

   Type of Infectious Disease Epidemiology Director	Description	Hourly rate
   Infectious Disease Epidemiology Director	Epidemiologists are public health professionals who investigate patterns and causes of disease and injury in humans. They seek to reduce the risk and occurrence of negative health outcomes through research, community education, and health policy.	$11-60
   Epidemiologist	An epidemiologist specializes in studying and investigating different diseases, including its causes and effects on the human body. Their responsibilities revolve around gathering samples and subjecting them to various experiments and scientific procedures, traveling to different areas to conduct observations and in-depth analysis, maintaining extensive records, coordinating with other scientists and experts, and summarizing findings into reports and presentations... Show more	$13-60

2. Create an ideal candidate profile

   Common skills:

   • Development Programs
   • Business Development
   • Evidence Generation
   • Infectious Disease

   Responsibilities:

   • Manage chronic diseases including diabetes mellitus, hypertension, hypothyroidism, hyperlipidemia, etc.
   • Design fully-functional modern immunology laboratory.
   • Implement HRSA's new HIVQUAL algorithms program.
   • Design fully-functional modern immunology laboratory.

3. Make a budget

   Including a salary range in your infectious disease epidemiology director job description is a great way to entice the best and brightest candidates. An infectious disease epidemiology director salary can vary based on several factors:

   • Location. For example, infectious disease epidemiology directors' average salary in montana is 58% less than in new jersey.
   • Seniority. Entry-level infectious disease epidemiology directors earn 81% less than senior-level infectious disease epidemiology directors.
   • Certifications. An infectious disease epidemiology director 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 an infectious disease epidemiology director's salary.

   Average infectious disease epidemiology director salary

   $55,862yearly

   $26.86 hourly rate

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   Entry-level infectious disease epidemiology director salary

   $24,000 yearly salary

   Updated December 18, 2025

4. Writing an infectious disease epidemiology director job description

   An infectious disease epidemiology director 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 an infectious disease epidemiology director job description:

   Infectious disease epidemiology director job description example

   Responsibilities
   
   Under the direction of the Director of Emergency Preparedness, the Director of Emerging Infectious Disease Preparedness is responsible for managing the emerging infectious disease and pandemic preparedness programs to include, but not limited to:
   
   + Development and maintenance of plans and policies
   
   + Employee outreach and education
   
   + Development and maintenance of response tools, resources, and training materials
   
   + Lead and coordinate with diverse multidisciplinary teams (internal and external to UCLA Health)
   
   + Lead planning and serve as subject matter expert to provide guidance on topics related to emerging infectious disease and pandemic response to leadership in collaboration with CEIP and EH&S
   
   + Manage the Ebola & Special Pathogen Treatment Center grant funds and is accountable for meeting grant deliverables to maintain treatment center status
   
   + Manage one career Emerging Infectious Disease Specialist position
   
   Qualifications
   
   Required:
   
   + Bachelor's degree in Public Health, Emergency Management, Environmental Safety, or related field.
   
   + Experience working in Healthcare.
   
   + Expertise in aspects of epidemiology and infection prevention.
   
   + Expertise in emergency management, safety, or occupational health.
   
   + Experience in developing risk reduction strategies to improve safety of both patients and employees
   
   + Demonstrated project management skills to implement diverse and complex projects and events across large organizations.
   
   + Demonstrated knowledge and experience of development, implementation, and evaluation of employee training programs.
   
   + A proven track record in collecting complex organizational, community, and observational data and synthesizing information into intelligence briefings for diverse audiences and working with stakeholders to develop organizational response recommendations.
   
   + Expertise in working with diverse audiences to capture best practice opportunities and develop departmental and organizational response plans.
   
   + Understands the approaches and methods of process improvement, including planning, setting priorities, systematic performance assessment, and implementation based on such assessment, and maintaining achieved improvement.
   
   + Ability to effectively communicate in both verbal and written forms with diverse audiences to ensure messaging and outreach of strategic initiatives.
   
   + Expertise in responding to emergency situations and leading internal and external responders to include executive leadership.
   
   + Demonstrates a leadership style that builds and maintains a climate of trust and inspires commitment from others to achieve organization goals.
   
   + Consistently interacts with all members of the organization in ways that enhance understanding, respect, cooperation and problem solving.
   
   + Recognizes the need for change; adapts to, and causes others to adapt to values, strategies, goals and plans in response to changing business conditions.
   
   Preferred:
   
   + Master's degree in Public Health, Emergency Management, Environmental Safety, or related field.
   
   UCLA is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.
   
   UCLA Health welcomes all individuals, without regard to race, sex, sexual orientation, gender identity, religion, national origin or disabilities, and we proudly look to each person's unique achievements and experiences to further set us apart.

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5. Post your job

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

6. Interview candidates

   To successfully recruit infectious disease epidemiology directors, 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 infectious disease epidemiology director

   Once you've selected the best infectious disease epidemiology director 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 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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