How to hire an insurance attorney

How to hire an insurance attorney, step by step

Here's a step-by-step insurance attorney hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the insurance attorney you need to hire. Certain insurance attorney 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

   Hiring the perfect insurance attorney also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of insurance attorney salaries for various roles:

   Type of Insurance Attorney	Description	Hourly rate
   Insurance Attorney	Lawyers advise and represent individuals, businesses, and government agencies on legal issues and disputes.	$25-60
   General Counsel	A general counsel, also called a chief legal officer, is the chief lawyer in the legal department of an organization. The counsel represents an enterprise for any pending legal matters... Show more	$36-100
   Legal Extern	Legal externs are law students who took the opportunity to do on-the-job training at a law firm. Instead of monetary compensation, they receive academic credits... Show more	$11-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Litigation
   • Insurance Carriers
   • Commercial Litigation
   • Arbitration
   • Insurance Laws
   • Settlement Negotiations
   • Legal Opinions
   • Medicaid

   Responsibilities:

   • Follow up on Medicaid pending patients.
   • Obtain authorizations for Medicaid pending patients whose Medicaid coverage has becomeeffective for dates of service.
   • Handle subpoenas, discovery requests, and occasionally legal research to provide counsel to senior attorneys regarding statutory and regulatory issues.
   • Represent individual and institutional clients in all aspects of commercial and residential real estate acquisition, financing and leasing and foreclosure.
   • Initiate discovery; take depositions, cross-examination witnesses.

3. Make a budget

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

   • Location. For example, insurance attorneys' average salary in maine is 55% less than in new york.
   • Seniority. Entry-level insurance attorneys earn 58% less than senior-level insurance attorneys.
   • Certifications. An insurance attorney 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 insurance attorney's salary.

   Average insurance attorney salary

   $81,466yearly

   $39.17 hourly rate

   ---

   Entry-level insurance attorney salary

   $53,000 yearly salary

   Updated January 13, 2026

4. Writing an insurance attorney job description

   An insurance attorney 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 insurance attorney job description:

   Insurance attorney job description example

   The successful candidate will be an insurance regulatory attorney supporting the organization in handling a broad range of property and casualty insurance matters.
   You will:
   Conduct research regarding legal and compliance issues affecting the business, translating complex laws and regulations into practical advice and solutions Advise business on legal issues and risks, company policies and business strategy Support the organization in handling a broad range of insurance matters, including compliance with state insurance regulations, holding company acts, and market conduct and financial exams Review, negotiate and draft complex commercial contracts in support of insurance operations Manage and review legal advice provided by outside counsel Build strong relationships with internal business partners and work as part of cross-functional teams across all levels of the organization
   
   Qualifications
   4+ years of law firm or in-house experience with a focus on insurance matters Current member of the California State BarJuris Doctorate from an accredited law school Ability to analyze insurance contracts (primarily personal lines casualty and property) and applicability of relevant law Ability to interact well with wide range of internal and external professionals Self-motivated and able to work independently with minimal supervision Adept at handling multiple complex matters efficiently and concurrently Creative, resourceful and strategic thinker Excellent verbal and written communication skills Organized and detail oriented This position is has a hybrid schedule, two days work from home and three days in the office.
   
   #LI-LG1
   
   Remarkable benefits:• Health coverage for medical, dental, vision• 401(K) saving plan with company match AND Pension• Tuition assistance• PTO for community volunteer programs• Wellness program• Employee discounts
   
   The Automobile Club of Southern California is part of the largest federation of AAA clubs in the nation. We have 14,000 employees in 21 states helping 17 million members. The strength of our organization is our employees. Bringing together and supporting different cultures, backgrounds, personalities, and strengths creates a team capable of delivering legendary, lifetime service to our members. When we embrace our diversity - we win. All of Us! With our national brand recognition, long-standing reputation since 1902, and constantly growing membership, we are seeking career-minded, service-driven professionals to join our team.
   
   “Through dedicated employees we proudly deliver legendary service and beneficial products that provide members peace of mind and value.”
   
   AAA is an Equal Opportunity Employer
   
   The Automobile Club of Southern California will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable federal, state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with insurance attorney candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 insurance attorney

   Once you've found the insurance attorney 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 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 insurance attorney. 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 insurance attorney?