How to hire a liaison officer

How to hire a liaison officer, step by step

Here's a step-by-step liaison officer hiring guide:

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

What does a liaison officer do?

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1. Identify your hiring needs

   Before you post your liaison officer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a liaison officer for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A liaison officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, liaison 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 liaison officer salaries for various roles:

   Type of Liaison Officer	Description	Hourly rate
   Liaison Officer		$20-50
   Support Staff	School support staff provide specialized instructional and student support while utilizing school facilities. They often include diverse staff members whose main role is to ensure that students learn in a supportive and safe learning environment... Show more	$12-19
   Front Desk Supervisor	The primary role of front desk supervisors is to oversee the front desk of an establishment. Their duties and responsibilities include welcoming guests, taking their personal information, and selecting the rooms that suit their needs... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerPoint
   • Logistical Support
   • DOD
   • Technical Assistance
   • Business Liaison
   • Government Agencies
   • Combat
   • ISR
   • Law Enforcement
   • HQ
   • LNO
   • Business Administration
   • Veterans
   • Direct Support

   Check all skills

   Responsibilities:

   • Function as installation subject matter expert (SME) for youth education/school issues and manage, coordinate, and implement SLS.
   • Assist with preparation and delivery of briefings to DIA, DoD, and IC senior leadership.
   • Coordinate policies and procedures with DoD and other IC members.
   • Coordinate VIP tours of the base.
   • Command ODA during JCO mission to Bosnia.
   • Produce PowerPoint slides for mission briefings and events.

   More liaison officer duties

3. Make a budget

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

   • Location. For example, liaison officers' average salary in montana is 46% less than in district of columbia.
   • Seniority. Entry-level liaison officers earn 60% less than senior-level liaison officers.
   • Certifications. A liaison officer 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 a liaison officer's salary.

   Average liaison officer salary

   $67,094yearly

   $32.26 hourly rate

   ---

   Entry-level liaison officer salary

   $42,000 yearly salary

   Updated December 5, 2025

   Average liaison officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$84,117	$40
   2	New York	$79,756	$38
   3	Massachusetts	$77,389	$37
   4	New Hampshire	$74,066	$36
   5	Connecticut	$73,251	$35
   6	Pennsylvania	$72,485	$35
   7	Delaware	$70,403	$34
   8	Virginia	$68,893	$33
   9	Washington	$68,597	$33
   10	Maryland	$68,480	$33
   11	Illinois	$67,626	$33
   12	Minnesota	$65,398	$31
   13	Colorado	$63,918	$31
   14	Texas	$63,096	$30
   15	Ohio	$63,013	$30
   16	Michigan	$61,904	$30
   17	Iowa	$59,340	$29
   18	North Dakota	$58,915	$28
   19	Georgia	$58,868	$28
   20	Nebraska	$58,117	$28

   Average liaison officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Deutsche Bank	$114,633	$55.11	14
   2	Booz Allen Hamilton	$109,664	$52.72	20
   3	CARE	$98,269	$47.24	3
   4	Siemens	$90,951	$43.73
   5	TAD PGS	$80,805	$38.85
   6	Northrop Grumman	$76,152	$36.61	5
   7	Global Consulting Inc.	$74,897	$36.01
   8	KBR	$72,392	$34.80	7
   9	Pacific Architects and Engineers	$72,068	$34.65
   10	CAE	$71,130	$34.20	1
   11	Leidos	$69,374	$33.35	37
   12	University of Houston	$57,222	$27.51	6
   13	City of Philadelphia	$56,118	$26.98	8

4. Writing a liaison officer job description

   A liaison 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. To help get you started, here's an example of a liaison officer job description:

   Liaison officer job description example

   Job DescriptionBestica is a trusted provider of solutions in Information Technology and Healthcare sectors to the DoD, Federal and Commercial markets. Our guiding principle and core values help us care for our people and the community; and build a culture of excellence which in turn helps us achieve our organizational objective of exceeding customer’s expectations in each and every project. Headquartered in San Antonio, TX, we were founded in 2005.
   Physical Evaluation Board Liaison Officer (PEBLO):
   Lackland AFB San Antonio. Texas
   
   Serves as the PEBLO in the MEB program. PEBLOs provide information to active duty and reserve component members (Reserve and Guard) and commanders on program requirements, military benefits, legal rights, and the appeals process.
   
   PEBLOs coordinate evacuation or other patient travel requirements, TDRL, fitness for duty determinations, lines of duty and other program requirements related to the Disability Evaluation System (DES). PEBLOs provide Physical Evaluation Board (PEB) findings to service member and medical staff.
   
   Experience:
   
   2 years of experience required with the Following:
   
   Extensive knowledge of the TRICARE and DES program policies and reference manuals.
   In-depth knowledge, experience, and training to handle and solve complex cases that arise when addressing fitness for duty or physical disability evaluation issues. Must have the ability to manage multiple cases with various needs and in various stages of the DES process, and to think critically and clearly on case issues. Will facilitate investigations, medical and treatment referrals, and ongoing legal proceedings, as well as work with agencies and service providers to facilitate case coordination and information sharing. Requirements Must possess knowledge of the integrated Physical Disability Processing System and medical standards as it applies to Air Force, Air Force Reserve Command, and Air National Guard as implemented by AFI 36-3212, Physical Evaluation For Retention, Retirement, and Separation ; AFI 41-210, Tricare Operations and Patient Administration Functions ; AFI 48-123 , Medical Examinations and Standards ; DoDI 1332.18, Disability Evaluation System ; and DoDI 1332.39, Application of the Veterans Administration Schedule for Rating Disabilities .
   Must possess knowledge of Chapter 61, Title 10, United States Code and provisions of Title 38, U.S. Code as these laws set forth provisions for disability for the Armed Forces and Veterans Administration (VA). Since the interaction between the two laws must be fully understood by member being briefed it is imperative that CP possesses full knowledge of both.
   Have experience in, or at least extensive familiarity with, the U.S. Military Services. CP shall also have broad familiarity with medical terminology with a minimum of 1year experience with the following applications: Armed Forces Health Longitudinal Technology Application (AHLTA), Composite Health Care System (CHCS) and Veterans Tracking Application (VTA). CP shall also have a minimum 1 year of experience in a DoD MTF.
   Plan and complete necessary MEB process activities from the time of notification of the need to evaluate an active duty member’s fitness for duty until a disposition is made by the Secretary of the Air Force Personnel Council.
   Process Review-in-Lieu-of (RILO) MEB cases for assignment limitation codes as directed or required by AFPC/Medical Standards (DP2NP) and in accordance with established Air Force guidance.
   Responsible for obtaining, assembling, and forwarding all documents and records required by the PEB. CP shall ensure that each narrative summary and supporting documents are properly completed in a manner to allow for review, rating, and final adjudication within the Office of the Secretary of the Air Force or appropriate Secretariat level for the pertinent service. CP will obtain available records and supporting documents to assist the MEB and councils in their determinations, and is responsible for obtaining final approved copies of informal or formal Line-of-Duty Determinations
   Receive and respond to inquiries from beneficiaries, DoD Components, other agencies, and various interested parties.
   Coordinates with appropriate points of contact throughout the military health system, the line of the Air Force agencies, (i.e. Military Personnel Flights, Comptroller, Transportation, Aeromedical Evacuation) and the Department of Veterans Affairs (i.e. Veterans Benefits Administration and Veterans Health Administration) to best meet the member’s needs for information or assistance.
   Be responsible for ensuring procedural actions are accomplished on Air Force personnel hospitalized or evaluated at other uniformed services medical facilities, coordinate all disability actions under Navy, Coast Guard, Marine, National Oceanic and Atmospheric Administration and U.S. Public Health Service directives to ensure accurate case processing. CP will reject or postpone any case which is being presented prematurely for adjudication.
   Assist the medical professional staff and other staff members on the regulatory and procedural aspects of profiling and disability processing. CP shall provide MEB orientation program and on the job training for assigned staff personnel as required. Have practical knowledge and understanding of TRICARE contract language, regional healthcare issues and initiatives, and other federal health benefits programs.
   Knowledge of basic principles and practices relating to the entire military healthcare delivery system.
   Proficient in oral and written communication and customer service principles, methods, practices, and techniques analytic methods, to include using research tools and statistical analysis, and interpersonal relations practices.
   
   Requirements Associate Degree in business administration, management or healthcare organizations from an accredited college or university 5 years of experience as a PEBLO.
   We at Bestica believe our success is a direct result of hard work and outstanding employee dedication. Our environment is dynamic, friendly, and collaborative. We foster a positive culture, where innovation and synergy are encouraged to build our workplace into a community of like-minded, passionate people.
   
   If this opportunity aligns with your capabilities and career desires, please take a moment to visit our website at www.bestica.com. Send us your resume, along with a cover letter indicating the contribution you will make at Bestica.

   Copy this example

   

5. Post your job

   There are a few common ways to find liaison officers 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 liaison officer job on Zippia to find and recruit liaison officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit liaison officers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 liaison officer

   Once you have selected a candidate for the liaison officer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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