How to hire a licensing specialist

How to hire a licensing specialist, step by step

Here's a step-by-step licensing specialist hiring guide:

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

What does a licensing specialist do?

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1. Identify your hiring needs

   Before you start hiring a licensing specialist, 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

   You should also consider the ideal background you'd like them a licensing specialist 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 licensing specialist that fits the bill.

   Here's a comparison of licensing specialist salaries for various roles:

   Type of Licensing Specialist	Description	Hourly rate
   Licensing Specialist		$15-41
   Examiner	An examiner is responsible for evaluating loan property and documents, assessing the property's value, and issuing a clear sale title upon ensuring no restrictions to the property. Examiners coordinate with banks, realty institutions, and other agencies to determine the property's status before proceeding with its sales release... Show more	$14-33
   Licensing Coordinator	Licensing coordinators are professionals who are responsible for monitoring and documenting various business licenses and license renewals for an organization. These coordinators must collaborate with case managers to coordinate the procedures and requirements of business licensing for agents regarding the submission of insurance applications... Show more	$14-26

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Social Work
   • Foster Care
   • Life Insurance
   • Data Entry
   • Dismissal
   • IEP
   • Phone Calls
   • License Applications
   • PowerPoint
   • Community Resources
   • State Regulations
   • Background Checks
   • State Laws

   Check all skills

   Responsibilities:

   • Manage and maintain the company's licensing portfolio (NFL, MLB, NHL, MLS, NBA, etc . )
   • Manage all UK licensing accounts, building relationships and meeting expectations.
   • Lead development and deployment of packaging guidelines for licensees for retail, wholesale and OEM products.
   • Manage various programs associate with the Microsoft desktop operating system license agreement and its OEM customers.
   • Develop, manage and maintain the automated system for creating release of liability forms require by the California DMV.
   • Manage and coordinate licensing program for apparel and accessories.

   More licensing specialist duties

3. Make a budget

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

   • Location. For example, licensing specialists' average salary in kansas is 48% less than in vermont.
   • Seniority. Entry-level licensing specialists earn 63% less than senior-level licensing specialists.
   • Certifications. A licensing specialist 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 licensing specialist's salary.

   Average licensing specialist salary

   $53,533yearly

   $25.74 hourly rate

   ---

   Entry-level licensing specialist salary

   $32,000 yearly salary

   Updated December 14, 2025

   Average licensing specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$82,477	$40
   2	New York	$75,427	$36
   3	California	$74,309	$36
   4	Wyoming	$69,874	$34
   5	Michigan	$69,696	$34
   6	Pennsylvania	$69,442	$33
   7	Texas	$67,247	$32
   8	Nevada	$66,764	$32
   9	Minnesota	$63,947	$31
   10	Kentucky	$63,941	$31
   11	Nebraska	$63,723	$31
   12	Washington	$62,333	$30
   13	North Carolina	$61,673	$30
   14	Oregon	$61,276	$29
   15	Tennessee	$59,840	$29
   16	Georgia	$57,107	$27
   17	Alaska	$54,168	$26
   18	Colorado	$53,952	$26
   19	Wisconsin	$52,649	$25
   20	Arizona	$49,111	$24

   Average licensing specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Microsoft	$123,283	$59.27	4
   2	CVS Health	$95,934	$46.12	20
   3	Aetna	$95,005	$45.68
   4	FICO	$90,784	$43.65
   5	Centric Consulting	$87,718	$42.17
   6	Boston Public Schools	$84,587	$40.67	1
   7	Patterson Companies	$84,566	$40.66	1
   8	Mayor Ethan Berkowitz	$83,183	$39.99
   9	Soliant	$81,114	$39.00
   10	Therapy Source	$80,294	$38.60
   11	Mcgriff, Seibels & Williams	$76,190	$36.63
   12	VeriSilicon Holdings Co.	$76,065	$36.57
   13	Sheldon College	$75,375	$36.24	1
   14	Efinancial	$74,330	$35.74
   15	BCforward	$74,307	$35.72	6
   16	University of Nebraska Medical Center	$72,155	$34.69	2
   17	KIPP DC	$72,120	$34.67
   18	Houston ISD Foundation	$71,861	$34.55	4
   19	Dotdash	$70,839	$34.06
   20	Boeing	$70,783	$34.03

4. Writing a licensing specialist job description

   A job description for a licensing specialist role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a licensing specialist job description:

   Licensing specialist job description example

   Perform professional psychological work in assessment, behavior management, and counseling for students with emotional disabilities, learning disabilities, and behavioral problems. Assess the psychological and psycho-educational needs of students referred to special education services.
   
   Select and administer assessments and observations to evaluate the intellectual, emotional, and behavioral functioning of referred students. Determine student eligibility for special education services according to federal and state regulations.
   Develop psychological evaluation reports and behavior management plans. Conduct or participate in the Admission, Review, and Dismissal (ARD) Committee to assist with appropriate placement and development of Individual Education Plans (IEP) for students according to district procedures. May serve as case manager and implement the special education assessment process for students on assigned campuses. Meet with parents to discuss pertinent background information and test results. Conduct group, individual, and family counseling sessions and facilitative therapy for students with diagnosed problems. Consult with teachers and relevant staff concerning the educational needs of students, interpretation of assessment data, and implementation of behavior intervention plans in managing disruptive students. Consult with psychologists, psychiatrists, medical doctors, and community agencies concerning intellectual, emotional, and behavioral functioning of students as needed. Present staff development training in assigned schools to enable school personnel to identify and work more effectively with students with emotional, social, and behavioral disturbances. Develop and coordinate a continuing evaluation of psychological services and assessment procedures and make changes based on findings. Participate in the selection of assessment materials and equipment. Compile, maintain, and file all reports, records, and other documents required, including case records, test results, statistical data, and test inventories. Comply with policies established by federal and state law, State Board of Education rule, and local board policy. Comply with all district and local campus routines and regulations.
   
   Supervisory Responsibilities:
   None
   
   Qualifications:
   
   Education/Certification:
   Master's degree in psychology from accredited college or university Valid Texas license as a licensed specialist in school psychology (LSSP)
   
   Knowledge/Skills/Abilities:
   Knowledge of procedures for assessing achievement and intellectual, emotional, and behavioral functioning for educational purposes. Knowledge of prevention and intervention strategies, including behavior management interventions. Knowledge of psycho-social development Excellent organizational, communication, and interpersonal skills
   
   Experience:
   One year experience providing psychology services in educational setting.

   Copy this example

   

5. Post your job

   To find licensing specialists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any licensing specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level licensing specialists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with licensing specialist 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 licensing specialist

   Once you have selected a candidate for the licensing specialist 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.

   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 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 a licensing specialist?