How to hire an investigation officer

How to hire an investigation officer, step by step

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

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1. Identify your hiring needs

   Before you start hiring an investigation officer, 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 investigation officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, investigation 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.

   Here's a comparison of investigation officer salaries for various roles:

   Type of Investigation Officer	Description	Hourly rate
   Investigation Officer	Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.	$20-48
   Supervisory Special Agent	A supervisory special agent leads teams of special agents in investigations. His/Her or her duties include delegating assignments, performing field interviews, examining suspects' financial records, and monitoring wiretaps... Show more	$22-46
   Special Agent	A special agent is responsible for investigating law violations and criminal activities by collecting pieces of evidence, including witnesses' testimonies, to release a warrant of arrest and initiate prosecution. Special agents work closely with other law enforcement agencies to identify threats, analyze occurring criminal activities, and connect intelligence records through observation and field investigations... Show more	$20-40

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Criminal Justice
   • Patrol
   • Law Enforcement Agencies
   • Administrative Hearings
   • SAR
   • Food Safety
   • Subpoenas
   • AML Compliance
   • Public Safety
   • OFAC
   • Due Diligence
   • Criminal History
   • Escalate
   • Transaction Monitoring

   Check all skills

   Responsibilities:

   • Manage corporate-wide document production relative to complex litigation cases.
   • Screen entities against OFAC list to determine if enhance due diligence is required.
   • Serve active criminal warrants and subpoenas.
   • Patrol facility by foot and patrol vehicle.
   • Recover video evidence from CCTV surveillance systems.
   • Prepare, maintain and update OFAC block and rejection reports.

3. Make a budget

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

   • Location. For example, investigation officers' average salary in south carolina is 56% less than in maryland.
   • Seniority. Entry-level investigation officers 57% less than senior-level investigation officers.
   • Certifications. An investigation officer 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 investigation officer's salary.

   Average investigation officer salary

   $66,489yearly

   $31.97 hourly rate

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   Entry-level investigation officer salary

   $43,000 yearly salary

   Updated December 17, 2025

4. Writing an investigation officer job description

   An investigation 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 investigation officer job description:

   Investigation officer job description example

   Minimum Qualifications MINIMUM QUALIFICATIONS
   
   Candidates reachable on the Civil Service Eligible list(s) will be canvassed. However, you may also apply if you are eligible for appointment by one of the following qualifications:
   
   PROVISIONAL QUALIFICATIONS:
   
   Investigative Officer (Public Work Wage) Trainee: Either 1. Four years of qualifying experience* or investigative experience*; Or 2. an associate's degree and two years of qualifying experience* or investigative experience*; Or 3. a bachelor's degree or higher.
   
   Investigative Officer 1 (Public Work Wage): Either 1. Five years of qualifying experience* or investigative experience*; Or 2. an associate's degree and three years of full-time qualifying experience* or investigative experience*; Or 3. a bachelor's degree or higher and one year of qualifying experience* or investigative experience*.
   
   * Qualifying Experience:
   
   Either 1. The required number of years of experience must be in administration of one or more of the following specific area(s):
   
   * Comprehensive on-site construction project management;
   * Labor and prevailing wage rate record-keeping, and auditing;
   * Payroll administration for a construction business;
   * Human resources administration for a construction business;
   * Labor relations/union contract administration;
   * Commercial and industrial project budgeting, and estimating;
   * Construction accounting;
   * Technical project inspection, and evaluation;
   * Regulatory construction-oriented MWBE compliance;
   * Work site safety compliance/reporting; or
   * OSHA coordination.
   
   Or 2. The required number of years of experience must be in a combination of administration of one or more of the specific areas identified above and experience in one or more of the following:
   
   * Architecture,
   * Landscape architecture/design,
   * Drafting,
   * Surveying, or
   * Construction trade experience: Boilermaker, Carpenter, Electrician, Elevator Mechanic/Construction, Ironworker, Mason, Operating Engineer, Painter, Roofer, Sheetmetal Worker, Heavy Equipment Operator, Welder, Concrete Finisher, Plumber, or HVAC Technician.
   
   Construction project management is defined as performing all of the following specific duties for an employer:
   
   * Directs construction activities and coordinates the efforts of project resources including but not limited to labor, equipment, materials, and subcontractors.
   * Manages the day-to-day activities of the construction operation, documentation of activities on a daily basis, including compliance with project safety requirements and time and cost schedule.
   * Communicates effectively with management, client, property manager, and construction team.
   * Confers with supervisory personnel, owners, contractors, and design professionals to discuss and resolve matters such as work procedures, complaints, and construction problems.
   * Investigative experience is defined as gathering and securing information and evidence from a variety of sources through independent, non-structured activities including the preparation and submission of detailed narrative reports describing the method of gathering the evidence and the results of the investigation. Experience in auditing, interviewing, building security surveillance, traffic enforcement, or performing routine inspections or surveys will not be considered investigative experience.
   
   FINGERPRINTING/BACKGROUND CHECK: Some positions may require a fingerprint/background check. If the position you applied for requires fingerprinting, you will be advised at the time of your interview. There is no cost to candidates, fingerprinting fees are paid for by the Department of Labor. Candidates being considered for appointment will be provided a pre-paid code and instructions after the interview.
   
   55b/c language: This position may be designated 55b/c and is subject to verification of applicant eligibility. Please provide a copy of your 55b/55c letter when applying.
   
   PREFERRED QUALIFICATIONS:
   
   * General computer knowledge and familiarity in Microsoft Office applications
   * Ability to initiate and maintain relationships across a diverse set of stakeholders
   
   Duties Description STANDARD DUTIES: As an Investigative Officer 1 (Public Work Wage), under supervision of an Investigative Officer 2 (Public Work Wage), Grade 20 you would:
   
   * Enforce the provisions of Articles 8, 8A, and 9 of the New York State Labor Law which requires that the prevailing wage rate be paid to workers on public work construction project
   * Gather information used in setting the prevailing rates;
   * Inspect payroll records to determine compliance with the law;
   * Investigate to determine the proper classification of work;
   * Inspect jobs to ascertain if the proper rate has been paid;
   * Investigate allegations of underpayments, kickbacks, and falsified payrolls.
   * Prepare and give testimony in Administrative Hearings and/or a Court of Law for criminal infractions of Articles 8, 8A, and 9.
   
   These positions require travel which may involve occasional overnight stays to conduct field investigations.
   
   Additional Comments Pending Funding Approval
   
   Occasional overnight travel required.
   
   As this position requires travel, the appointee must have a valid license to operate a motor vehicle in New York State and have a motor vehicle or otherwise demonstrate their capacity to meet the transportation needs of the position.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right investigation officer 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 investigation officer job on Zippia to find and recruit investigation officer 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 investigation officers, 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 investigation officer

   Once you've selected the best investigation 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.

   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 investigation officer 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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