How to hire an insurance processor

How to hire an insurance processor, step by step

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

What does an insurance processor do?

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1. Identify your hiring needs

   Before you start hiring an insurance processor, 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

   An insurance processor's background is also an important factor in determining whether they'll be a good fit for the position. For example, insurance processors 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.

   The following list breaks down different types of insurance processors and their corresponding salaries.

   Type of Insurance Processor	Description	Hourly rate
   Insurance Processor	Financial clerks do administrative work for many types of organizations. They keep records, help customers, and carry out financial transactions.	$13-18
   Claims Clerk	Claims clerks review the forms and documents for insurance claims to check for missing information and attachments. The data they obtain is entered into their database for safekeeping and quick retrieval... Show more	$12-18
   Claims Coordinator	Claims coordinators are professionals who are responsible for coordinating activities that are related to handling and processing insurance claims for an organization. These coordinators must serve as liaison officer between the organization, insurance provider, and policyholders to communicate the status and eligibility for coverage for all relevant claims... Show more	$14-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Entry
   • Customer Service
   • Phone Calls
   • Outbound Calls
   • Insurance Claims
   • Insurance Coverage
   • Inbound Calls
   • Insurance Carriers
   • Medicaid
   • Escrow Accounts
   • Insurance Processing
   • Medical Claims
   • Insurance Verification
   • Insurance Payments

   Check all skills

   Responsibilities:

   • Manage database by processing renewals and endorsements.
   • Input and process all dental claims, through electronic and paper submission, to private insurance companies and Medicaid.
   • Maintain patient privacy and confidentiality complaint with HIPPA regulations.
   • Work directly with mortgage lenders and foreclosure attorneys to negotiate timely and cost effective repayment plans or modifications for delinquent loans.
   • Handle a substantial amount of Allstate customers, third party carriers, and others who need assistance to file a claim.

   More insurance processor duties

3. Make a budget

   Including a salary range in the insurance processor job description is a good way to get more applicants. An insurance processor 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 insurance processor in Utah may be lower than in Connecticut, and an entry-level engineer typically earns less than a senior-level insurance processor. Additionally, an insurance processor with lots of experience in the field may command a higher salary as a result.

   Average insurance processor salary

   $15.89hourly

   $33,041 yearly

   ---

   Entry-level insurance processor salary

   $28,000 yearly salary

   Updated January 23, 2026

   Average insurance processor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Kansas	$39,013	$19
   2	Maryland	$36,669	$18
   3	California	$35,938	$17
   4	Pennsylvania	$35,921	$17
   5	Rhode Island	$34,982	$17
   6	Oklahoma	$34,044	$16
   7	Georgia	$33,604	$16
   8	Indiana	$32,949	$16
   9	Missouri	$32,606	$16
   10	Iowa	$32,446	$16
   11	Ohio	$32,137	$15
   12	Florida	$31,006	$15
   13	Texas	$29,872	$14
   14	South Carolina	$25,114	$12

   Average insurance processor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Moore County Hospital District	$36,069	$17.34
   2	NFP Ventures	$34,033	$16.36	1
   3	Eclaro	$34,013	$16.35
   4	National Financial Network	$33,885	$16.29	19
   5	AAA FACILITY SERVICES	$33,749	$16.23	29
   6	BancFirst	$33,278	$16.00	13
   7	Brown & Brown	$32,882	$15.81	8
   8	First Investors Financial Services Group, Inc.	$32,769	$15.75	3
   9	Knight Barry Title	$32,535	$15.64
   10	Axelon Services	$32,115	$15.44
   11	Kelly Services	$32,091	$15.43	5
   12	ManpowerGroup	$31,608	$15.20	4
   13	1st Source Bank	$31,594	$15.19	2
   14	Randstad North America, Inc.	$31,417	$15.10	9
   15	Aventure Staffing	$31,088	$14.95
   16	R.M. Schulte & Associates	$30,467	$14.65

4. Writing an insurance processor job description

   A good insurance processor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an insurance processor job description:

   Insurance processor job description example

   The Insurance Processor I receives, analyzes, and accurately processes auto and mortgage hazard insurance documents into Allied's advanced tracking system for multiple financial-institution clients, working in a busy, friendly and collaborative environment ensures our high turnaround, productivity and quality standards are consistently met.
   Job Duties & Responsibilities
   
   * 40% - Review mortgage and vehicle insurance documents for compliance for our clients and Allied standards to include department procedures and requirements.
   * 40% - Accurately and efficiently key a high daily volume of insurance documents inputting all information into Allied's tracking system according to multiple rules and exceptions with a focus on detail.
   * 10% - Understand and follow scheduled work flow to meet appropriate department goals for productivity.
   * 5% - Gather information to answer questions, exchange related information and advice with co-workers and management.
   * 5% - Other tasks and duties as assigned.
   
   Qualifications
   
   * High school diploma or GED required
   * At least six months of experience in a related position required
   * Data Entry and/or Keyboard knowledge required.
   * Strong attention to detail and organizational skills
   * Ability to prioritize and handle multiple tasks
   * Knowledge of MS Word, Excel, and PowerPoint
   * Ability to work independently in a fast-paced environment
   * Strong problem solving and analytical abilities
   * Ability to work in a team environment to meet department goals
   * Ability to recognize and respect confidential information
   * Ability to switch priorities or focus quickly and frequently
   * Ability to understand and follow scheduled work flow
   
   The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with a job.
   
   #LI-REMOTE #LI-JC1
   
   We offer our employees a robust compensation package! Our comprehensive benefits include: medical, dental and vision insurance coverage; 100% company-paid life and disability coverage, 401k options with company match, three weeks PTO by the end of the first year and much more. Allied proudly promotes from within as part of a strong commitment to providing career growth opportunities for employees of all levels. Our diverse business portfolio allows employees broad career options with the advantage of staying with the same organization.
   
   All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
   
   To view our privacy statement click here
   
   To view our terms and conditions click here

   Copy this example

   

5. Post your job

   There are a few common ways to find insurance processors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your insurance processor job on Zippia to find and recruit insurance processor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with insurance processor 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 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 insurance processor

   Once you've selected the best insurance processor 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.

   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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How much does it cost to hire an insurance processor?