How to hire an information coordinator

How to hire an information coordinator, step by step

Here's a step-by-step information coordinator hiring guide:

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

What does an information coordinator do?

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1. Identify your hiring needs

   First, determine the employments status of the information coordinator you need to hire. Certain information coordinator 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 information coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, information coordinators 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 information coordinators.

   Type of Information Coordinator	Description	Hourly rate
   Information Coordinator	Medical records and health information technicians, commonly referred to as health information technicians, organize and manage health information data. They ensure its quality, accuracy, accessibility, and security in both paper and electronic systems... Show more	$16-33
   Emergency Department Volunteer	The Emergency Department (ED) Volunteer provides non-medical support by assisting medical and administrative staff. They deliver excellent service by visiting and monitoring medical results and helping patients expedite and improve patient care... Show more	$12-19
   Health Information Technician	A health information technician is primarily responsible for managing and handling patient information, ensuring accuracy and confidentiality. They coordinate with various health care workers to gather patient data, laboratory results, test findings, and medical histories, encoding them in clinical databases in a timely and efficient manner... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Customer Service
   • Medical Terminology
   • Data Entry
   • HIPAA
   • Patient Care
   • Home Health
   • Phone Calls
   • Federal Regulations
   • Patient Data
   • Rehabilitation
   • EHR
   • Data Collection
   • Computer System

   Check all skills

   Responsibilities:

   • Achieve this goal by providing clear policies/justification for initiatives which impact designated FTE's.
   • Arrange and complete ICD 9 and CPT coding for routine surgery procedures.
   • Create and proofread certificates of recognition, in memoriams, action requests and transfer memos.
   • Analyze requests to adhere to guidelines for proper authorization set forth under HIPPA and Iowa law.
   • Maintain and set forth standards for this facility in respect to charting and compliance with HIPPA regulations.
   • Proofread physician correspondence for spelling, grammar, and layout, making appropriate changes to ensure accuracy and clarity.

   More information coordinator duties

3. Make a budget

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

   • Location. For example, information coordinators' average salary in colorado is 41% less than in new jersey.
   • Seniority. Entry-level information coordinators 51% less than senior-level information coordinators.
   • Certifications. An information coordinator 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 an information coordinator's salary.

   Average information coordinator salary

   $49,118yearly

   $23.61 hourly rate

   ---

   Entry-level information coordinator salary

   $34,000 yearly salary

   Updated December 5, 2025

   Average information coordinator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$63,700	$31
   2	Connecticut	$62,724	$30
   3	New York	$61,166	$29
   4	Massachusetts	$60,302	$29
   5	Texas	$52,921	$25
   6	Nevada	$52,718	$25
   7	Oregon	$52,586	$25
   8	Minnesota	$52,136	$25
   9	Wisconsin	$49,535	$24
   10	Washington	$49,112	$24
   11	Illinois	$49,112	$24
   12	Florida	$47,026	$23
   13	Arizona	$44,984	$22
   14	Indiana	$44,364	$21
   15	Missouri	$42,473	$20
   16	South Dakota	$42,153	$20
   17	Utah	$41,852	$20
   18	South Carolina	$38,901	$19
   19	Arkansas	$38,701	$19
   20	Colorado	$36,943	$18

   Average information coordinator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mayer Brown	$141,021	$67.80	2
   2	Repsol Energy North America Corporation	$82,990	$39.90
   3	Hathaway Dinwiddie	$74,256	$35.70
   4	Children's Minnesota	$69,978	$33.64
   5	Florida International University	$68,232	$32.80
   6	Hca Hospital Services Of San Diego	$67,886	$32.64
   7	Children's Hospital Colorado	$67,397	$32.40	1
   8	LCMC Health	$67,194	$32.30	9
   9	Massachusetts General Hospital	$65,077	$31.29
   10	Greystone Health Network	$60,921	$29.29
   11	Alive Hospice	$60,300	$28.99	1
   12	Chubb	$60,132	$28.91	4
   13	HMC Architects	$59,909	$28.80
   14	ProMedica Toledo Hospital	$59,787	$28.74	3
   15	Harvard University	$58,862	$28.30
   16	Hoffman Construction	$57,322	$27.56	10
   17	Hoosier Energy	$57,209	$27.50
   18	HNTB	$57,049	$27.43	6
   19	Southcoast Health	$56,935	$27.37	1
   20	Acadia Healthcare	$56,605	$27.21	15

4. Writing an information coordinator job description

   An information coordinator 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 information coordinator job description:

   Information coordinator job description example

   At Otter Tail Power Company, our employees support the communities we serve by producing reliable, affordable, and environmentally responsible electricity. Everyone has an important role in accomplishing these objectives! In the Information Coordinator role, the following activities are performed:
   
   Develop and maintain department and project forms such as tracking of permits and other time sensitive items.
   Assist in developing Power Point presentations for reporting project status to OTP management. Develop and organize material orders, receipt of materials, construction packets and other documents as needed for various projects. Prepare timelines and other types of high-level schedules. Development and revise forms for quality assurance/quality control, project tracking, job book development and other actions as they arise. Selected candidates will be required to complete a pre-interview assessment.
   
   For this role, applicants must be highly proficient at all Microsoft Office applications including Excel, Power Point, Access, and Word. Must have good organizational skills, project management, interpersonal communications, organization, and prioritization skills, as well as data collection, graphing, and analytical skills.
   
   Otter Tail Power Company has a competitive wage and benefit package and has a strong focus on talent development.
   
   In addition to the online application, please upload a current resume. Applications accepted through October 9, 2022.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit information coordinators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 information coordinator

   Once you've found the information coordinator 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new information coordinator 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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How much does it cost to hire an information coordinator?