How to hire a mediator

How to hire a mediator, step by step

Here's a step-by-step mediator hiring guide:

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

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1. Identify your hiring needs

   Before you post your mediator 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 mediator 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

   Hiring the perfect mediator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

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

   Type of Mediator	Description	Hourly rate
   Mediator	Arbitrators, mediators, and conciliators facilitate negotiation and dialogue between disputing parties to help resolve conflicts outside of the court system.	$13-40

2. Create an ideal candidate profile

   Common skills:

   • Mediation
   • Settlement Agreements
   • Mediation Services
   • Conflict Resolution
   • Conflict Management
   • Consumer Complaints
   • Child Custody
   • Dispute Resolution
   • Child Support
   • District Court
   • Mediation Process
   • Family Court
   • Negotiation
   • Arbitration

   Check all skills

   Responsibilities:

   • Utilize strategic negotiation tactics and creative problem-solving skills to achieve amicable settlements.
   • Observe arbitration, participate in negotiations contests, and conduct numerous presentations on specific areas of mediation.
   • Mediate EEO disputes between the U.S.
   • Serve as external mediator mediating EEO and non-EEO cases.
   • Observe and conduct court order mediations in the fields of family law and foreclosure.
   • Work with human rights and immigration cases and change of status for qualify clients.

   More mediator duties

3. Make a budget

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

   Average mediator salary

   $48,890yearly

   $23.50 hourly rate

   ---

   Entry-level mediator salary

   $28,000 yearly salary

   Updated December 14, 2025

   Average mediator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$60,138	$29
   2	New York	$56,824	$27
   3	Virginia	$51,903	$25
   4	Louisiana	$49,579	$24
   5	Missouri	$47,494	$23
   6	Washington	$46,906	$23
   7	Texas	$46,768	$22
   8	Minnesota	$45,337	$22
   9	Indiana	$45,156	$22
   10	Florida	$35,299	$17

   Average mediator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	United States Courts	$53,613	$25.78
   2	Minnesota State Fair	$51,131	$24.58
   3	New Jersey Courts	$50,231	$24.15
   4	SEFCU	$44,715	$21.50
   5	Urban League of Metropolitan St. Louis	$43,955	$21.13
   6	Proviso Township Schools	$36,904	$17.74
   7	Earlham College	$34,658	$16.66

4. Writing a mediator job description

   A mediator 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 mediator job description:

   Mediator job description example

   Are your problem solving skills on point? Do you love helping people? We're looking for a dynamic, conflict resolution professional to be a multi-partial mediator between our buyers and sellers. As a mediator, you'll oversee a group of assigned clients to mitigate the conflict resolution process for any issues that arise. This position must address questions and concerns regarding order disputes including shipping, shortage, not-as-described issues, and any related fraud concerns; including reviewing and resolving occasional BBB complaints. This position offers you the opportunity to continually refine your skills as a conflict resolution professional.
   ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
   
   •Manage the dispute process for several clients, while being knowledgeable on their specific policies and procedures
   
   •Exercise due diligence, critical thinking, and negotiation skills to determine the appropriate action to resolve open disputes
   
   •Facilitate clear and timely communication between buyer and seller; establish clear expectations to ensure understanding and overall satisfaction
   
   •Empathize and de-escalate high stress situations
   
   •Work closely with the Account Management and Customer Service Manager to highlight trends and recommend changes to policy/procedures that will improve the buyer experience while also decreasing the dispute rate
   
   RELATED COMPETENCIES
   
   •Case Management: Strengthen relationships with our sellers and understand their evolving policies and procedures.
   
   •Long-Range Planning: Maintain a future focus to determine what direction to take and how to use resources appropriately to achieve optimal resolution.
   
   •Balanced Decision Making: The ability to be objective and to fairly evaluate the different aspects of a situation and to create win/win solutions.
   
   •Empathy and Reality Checking: Occasionally the job demands a balanced approach when expressing an understanding of the customers concerns and communicating the reality of their situation.
   
   •Cross-Cultural Dynamics: A high percentage of time may be spent in listening, understanding, and successfully working with a wide range of people from diverse backgrounds and languages to achieve positive outcomes.
   
   MINIMUM QUALIFICATIONS, JOB SKILLS, ABILITIES
   
   •Bachelor's degree required
   
   •Basic mediation trained or equivalent course work
   
   •Excellent verbal and written communication, problem solving skills, and the ability to make decisions based on sound reasoning
   
   •Results oriented with ability to self-manage, while contributing to a positive work environment
   
   •A team player, someone that naturally collaborates with others (at all levels) and doesn't hesitate to engage other teams to achieve the best results
   
   •Experience in using web-based applications, including Microsoft Office; proficiency in Excel
   
   •Strong time management and organizational skills
   
   •Excellent problem resolution, persuasion, and customer service skills
   
   •A desire to begin a career in dispute resolution
   
   PREFERRED QUALIFICATIONS
   
   •Prior working experience in de-escalating high-stress situations
   
   •Knowledge of retail, liquidation, and wholesale principles, methods, practices and techniques
   
   •Online auction or ecommerce experience is very helpful
   
   •Professional proficiency in a second language
   
   EMPLOYEE BENEFITS
   
   Competitive compensation packages including bonus and options
   Medical, dental, and vision benefits
   Matching 401(K)
   Paid time off
   Telecommuting and remote-work options
   Support for continuing education
   Team off-sites, social events, annual company events, and frequent extracurricular activities
   Unlimited snacks and drinks
   
   THE COMPANY
   
   B-Stock is the world's largest B2B recommerce marketplace for excess [or surplus] merchandise. Businesses of all sizes leverage the B-Stock platform to sell and buy customer returns, overstock and other excess merchandise - ranging from top brands and retailers who want best-in-class inventory management to entrepreneurs looking to source valuable merchandise for their resale businesses.
   
   Tens of thousands of small business owners all over the globe use B-Stock to launch and power their resale business. We take pride in empowering these innovators and entrepreneurs of commerce.
   
   In 2020 we sold 120 million items across our platform, giving a second life to this otherwise would be "waste" merchandise. In fact, we kept 400 million pounds of goods in use and saved millions from the landfill. It feels good to be B-Stock!
   
   The amount of returned or unsold inventory continues to grow each year, and in 2020, it was estimated at over $1 trillion worth worldwide. We know there is tremendous value in and demand for this inventory - no matter the category, condition, or location. The B-Stock platform gives buyers a simple way to buy brand-name merchandise directly from top retailers and manufacturers. At the same time, we offer companies an automated, trusted replacement for traditional liquidation while boosting operational efficiency, recovery rates, and cycle time.
   
   Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.
   
   For more information, visit bstock.com/careers/
   
   OUR VALUES
   
   Make Each Dollar Count
   Whether it's the recovery amount or a buyer's budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.
   
   Take Our Work Seriously, Not Ourselves
   Everything at B-Stock continues to grow - everything but our egos, that is. We're not afraid to let loose and laugh (often at ourselves).
   
   Do The Hard Things Today That Will Pay Off Tomorrow
   We're willing to sacrifice and endure, fail and adapt to reach our long-term goals.
   
   Use Trust As The Best Measure Of Success
   The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won't succeed.
   
   Find Strength In Numbers
   Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.
   
   No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on "protected categories," B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock.
   
   Work Authorization required.

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5. Post your job

   There are various strategies that you can use to find the right mediator 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 mediator job on Zippia to find and recruit mediator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit mediators, 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.

   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 mediator

   Once you've decided on a perfect mediator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new mediator. 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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