How to hire a licensed funeral director

How to hire a licensed funeral director, step by step

Here's a step-by-step licensed funeral director hiring guide:

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

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1. Identify your hiring needs

   The licensed funeral director hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a licensed funeral director to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a licensed funeral director that fits the bill.

   This list shows salaries for various types of licensed funeral directors.

   Type of Licensed Funeral Director	Description	Hourly rate
   Licensed Funeral Director	Funeral service workers organize and manage the details of a funeral.	$13-25
   Funeral Arranger	Funeral Arrangers are responsible for assisting in managing funeral arrangements. Their duties include providing service advice, giving support to clients and families, facilitating family visits, answering phone calls, taking messages, and attending inquiries... Show more	$10-37
   Embalmer/Funeral Director	Funeral Directors are responsible for providing services in every aspect needed for a funeral or memorial gathering on behalf of the client's family. They must assist their clients in arranging personalized and significant memorial service in coordination with the family and client's desire... Show more	$13-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Funeral Arrangements
   • Life Insurance
   • Client Families
   • Social Security
   • Insurance Claims
   • Funeral Homes
   • Memorial Services
   • Funeral Directors
   • State Laws
   • Vital Statistics
   • General Maintenance
   • Edrs
   • PowerPoint

   Responsibilities:

   • Manage subordinates, facilities and MSDS files.
   • Certify crematory operator; participate on removals; and assist on calling hours and funerals.
   • Initiate utilizing cutting edge technology at locations providing families with remembrance DVD's and the option of web casting.

3. Make a budget

   Including a salary range in your licensed funeral director job description is one of the best ways to attract top talent. A licensed funeral director can vary based on:

   • Location. For example, licensed funeral directors' average salary in louisiana is 41% less than in alaska.
   • Seniority. Entry-level licensed funeral directors 46% less than senior-level licensed funeral directors.
   • Certifications. A licensed funeral director 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 a licensed funeral director's salary.

   Average licensed funeral director salary

   $38,451yearly

   $18.49 hourly rate

   ---

   Entry-level licensed funeral director salary

   $28,000 yearly salary

   Updated January 23, 2026

4. Writing a licensed funeral director job description

   A good licensed funeral director 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 a licensed funeral director job description:

   Licensed funeral director job description example

   Our associates celebrate lives. We celebrate our associates.
   
   Consider the possibilities of joining a Great Place to Work!
   
   As a sales trainee, learn the industry, products, product finance / insurance options, services as well as use of Customer Relationship Management software and proprietary contracting software. Throughout the training program, successfully complete course work, pass exams, and demonstrate appropriate skills to begin fulfilling the following responsibilities.
   
   Compassionate and results-driven sales representative to actively seek out and engage prospective clients with purchasing pre-planned funeral services as well as pre-planned and at-need cemetery/mausoleum property. Meet with client families, at the Funeral Home or virtually, to discuss 'Celebrating a Life Well Lived'. Present service, product, and property solutions to meet their personal and cultural needs. Take pride in service excellence and a technology rich company to support revenue quota achievement.
   
   **JOB RESPONSIBILITIES**
   
   + Develop trusting relationships with prospective and existing client families in order to generate sales leads. Input prospective client contact information in Customer Relationship Management (CRM) system.
   
   + Take initiative to contact prospective clients and schedule sales appointments to meet prospective client's schedule, including evenings and weekends.
   
   + Applying listening and empathy skills facilitates prospective client through the pre-planning process and selection of services and property that most appropriately meet their needs. Shows property and property features to prospective families for both pre and at-need sales. Explains insurance product features. Completes sales and insurance contracts ensuring accuracy and completeness.
   
   + Utilize CRM software to continually source leads from campaigns, prospective clients, and prior client sales to develop sales pipeline.
   
   + Collaborate with Funeral Director and family on pre-need property or mausoleum sales. Coordinates sales efforts with team members and other departments as appropriate.
   
   + Seek out manager's coaching to improve sales cycle, sales techniques, software proficiency, and product knowledge.
   
   **Minimum Qualifications**
   
   Education
   
   + High School Diploma or equivalent
   
   Licenses
   
   + Ability to obtain and maintain insurance license as required by state/province
   
   + Current state/province issued driver's license with an acceptable driving record
   
   Experience
   
   + Sales or Customer experience preferred
   
   + Previous experience with Customer Relationship Management (CRM) systems preferred
   
   Knowledge, Skills and Abilities
   
   + Proficient computer skills including MS office suite
   
   + Proficient computer skills with CRM and Social Networking Apps preferred
   
   + Professional demeanor and communication skills
   
   + Bilingual, knowledge of another language preferred
   
   + Professional attire required when meeting with clients or representing the company
   
   + Available to work evenings and weekends
   
   Postal Code: 02446
   
   Category (Portal Searching): Sales
   
   Job Location: US-MA - Brookline

   Copy this example

   

5. Post your job

   There are a few common ways to find licensed funeral directors 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 licensed funeral director job on Zippia to find and recruit licensed funeral director 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 licensed funeral directors, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 licensed funeral director

   Once you have selected a candidate for the licensed funeral director 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 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 licensed funeral director. 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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