How to hire an information officer

How to hire an information officer, step by step

Here's a step-by-step information officer 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 officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new information officer
• Step 8: Go through the hiring process checklist

What does an information officer do?

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1. Identify your hiring needs

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

   Type of Information Officer	Description	Hourly rate
   Information Officer	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$25-76
   Delivery Manager	A delivery manager oversees the delivery process and workforce in a company, ensuring accuracy and timeliness. Their responsibilities primarily revolve around coordinating all personnel, managing budgets and schedules, and monitoring all shipments and logistics... Show more	$39-75
   Service Delivery Manager	A service delivery manager is primarily responsible for overseeing department operations, ensuring everything is running smoothly and that all customers receive optimal services. They are also responsible for performing technical tasks such as addressing issues and concerns, troubleshooting, spearheading system repairs and maintenance, and performing corrective measures... Show more	$35-67

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Press Releases
   • HIPAA
   • Teleconferencing
   • Lan
   • SharePoint
   • Lotus Notes
   • TCP/IP
   • Disaster Recovery
   • Fact Sheets
   • Management System
   • COMSEC
   • Application Development
   • SQL Server
   • Business Processes

   Check all skills

   Responsibilities:

   • Manage content on the MN.IT Services public website and internal SharePoint sites.
   • Manage and participate in mapping sessions for EDI data convert from a variety of formats; XML, IDOC.
   • Implement and manage all organizational security measures, cryptographic equipment and DoD communications security (COMSEC) keying material.
   • Configure, deploy, and fully support hardware, including PCs, printers, scanners, projectors, and network switches.
   • Edit machine and staff information to the JAVA program.
   • Implement and maintain firewalls, series switches and security appliances.

   More information officer duties

3. Make a budget

   Including a salary range in the information officer job description is a good way to get more applicants. An information officer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an information officer in South Dakota may be lower than in New Jersey, and an entry-level engineer typically earns less than a senior-level information officer. Additionally, an information officer with lots of experience in the field may command a higher salary as a result.

   Average information officer salary

   $91,458yearly

   $43.97 hourly rate

   ---

   Entry-level information officer salary

   $52,000 yearly salary

   Updated December 23, 2025

   Average information officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$122,996	$59
   2	New York	$113,266	$54
   3	California	$99,172	$48
   4	Massachusetts	$97,290	$47
   5	Virginia	$97,118	$47
   6	Ohio	$96,965	$47
   7	District of Columbia	$95,160	$46
   8	Washington	$93,021	$45
   9	Texas	$91,127	$44
   10	Nevada	$90,989	$44
   11	Illinois	$90,004	$43
   12	Kentucky	$87,017	$42
   13	Arizona	$85,819	$41
   14	North Carolina	$84,737	$41
   15	Missouri	$78,991	$38
   16	Nebraska	$75,728	$36
   17	Minnesota	$73,469	$35
   18	Florida	$72,169	$35
   19	Colorado	$71,828	$35
   20	Alaska	$65,687	$32

   Average information officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Kaiser Permanente	$153,295	$73.70	59
   2	AIG	$141,050	$67.81	10
   3	HSBC Bank	$117,013	$56.26	7
   4	Xator	$111,313	$53.52
   5	Bank of America	$111,269	$53.49	83
   6	American Red Cross	$110,846	$53.29	22
   7	Cushman & Wakefield	$97,949	$47.09	168
   8	PSEA	$92,348	$44.40	10
   9	Pacific Architects and Engineers	$89,325	$42.94
   10	Alutiiq	$88,354	$42.48	5
   11	*n/a*	$86,659	$41.66	3
   12	Kent State University	$83,112	$39.96	2
   13	San Diego College of Continuing Education	$57,298	$27.55
   14	Minnesota State Fair	$56,867	$27.34	15
   15	City of Henderson	$47,047	$22.62	3
   16	Alaska State Library	$46,764	$22.48	24

4. Writing an information officer job description

   An information officer 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. Below, you can find an example of an information officer job description:

   Information officer job description example

   Vaxcom Services Inc. (an Xator Corporation National Security Solutions Company) is a niche provider of threat mitigation and intelligence related support services. We are recognized experts in Intelligence Community with subject matter expertise in the areas of Security/Threat Mitigation, Technical/IT Services, Operations, and Intelligence Services.
   Clearance Requirement: Active TS/SCI clearance with a polygraph is required.
   
   COMSEC Information Officer Fauquier County, Virginia
   
   Vaxcom is seeking COMSEC Information Officer candidates. This position supports a dynamic mission focused client.
   
   Required Qualifications:
   
   * Minimum 2 years experience in the use of COMSEC equipment.
   * Basic knowledge of COMSEC policies, directives, regulations and notices.
   * The ability to work on tasks with minimal supervision.
   * Strong communication skills.
   * Excellent customer service skills.
   * Ability to perform daily operations and track all required software upgrades to devices.
   * Three years basic computer experience to include Microsoft Excel, Word, etc.
   
   Additional Desired Qualifications:
   
   * Experience performing T&I on COMSEC equipment to include RF equipment, radios, KG's, and fill devices
   * Experience upgrading firmware/hardware of COMSEC equipment.
   * Logistics knowledge (shipping and receiving)
   * The ability to obtain Forklift Certifications
   
   IND123
   
   On September 24, 2021, the U.S. Government's Safer Federal Workforce Task Force issued "2021 Guidance for Federal Contractors and Subcontractors" mandating that Covered federal contractors, including Xator Corporation, and their employees shall be fully vaccinated for COVID-19. Therefore, this position may require individuals to be fully vaccinated (2 weeks past final dose) or have been granted a religious or medical accommodation by December 8, 2021 or shortly thereafter.
   
   Equal Opportunity Statement
   
   Xator Corporation, and its Subsidiaries, provides equal opportunity to all applicants for employment as required by and/or consistent with applicable country law and company policy. Consistent with the foregoing, Xator Corporation provides qualified applicants consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veterans' status, citizenship, sexual orientation, gender identity or any other status(s) protected by law. In the United States, Xator Corporation ensures nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting information officers 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.

   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 information officer

   Once you've selected the best information officer 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 information officer. 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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How much does it cost to hire an information officer?