How to hire a membership specialist

How to hire a membership specialist, step by step

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

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1. Identify your hiring needs

   Before you post your membership specialist 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 membership specialist 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 membership specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, membership specialists 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.

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

   Type of Membership Specialist	Description	Hourly rate
   Membership Specialist	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$13-37
   Membership Representative	A membership representative is responsible for assisting clients and customers with their inquiries and concerns and processing their membership requests for organizations and agencies. Membership representatives sell membership services to the customers, process their orders, and post their payments in the database... Show more	$11-18
   Membership Coordinator	Membership coordinators act as the liaison between an organization and its members. Their goal is to increase the number of members and guarantee their satisfaction... Show more	$14-26

2. Create an ideal candidate profile

   Common skills:

   • Marketing Campaigns
   • Customer Service
   • Lead Generation
   • Flyers
   • Membership Sales
   • Front Desk
   • Administrative Tasks
   • Membership Applications
   • Telephone Calls
   • AAA
   • Outbound Calls
   • Community Organizations
   • Membership Database
   • Medicare

   Check all skills

   Responsibilities:

   • Achieve sales goals and performance requirements by differentiating brand from other athletic facilities.
   • Maintain data integrity between parallel systems, including auditing and reconciling payroll and benefits interface discrepancy and edit reports.
   • Provide meeting support including creating PowerPoint presentations for new business development.

   More membership specialist duties

3. Make a budget

   Including a salary range in your membership specialist job description helps attract top candidates to the position. A membership specialist salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a membership specialist in Tennessee may be lower than in New Jersey, and an entry-level membership specialist usually earns less than a senior-level membership specialist. Additionally, a membership specialist with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average membership specialist salary

   $47,654yearly

   $22.91 hourly rate

   ---

   Entry-level membership specialist salary

   $29,000 yearly salary

   Updated December 15, 2025

   Average membership specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$73,238	$35
   2	New Jersey	$70,785	$34
   3	Oregon	$64,262	$31
   4	New York	$62,856	$30
   5	Maryland	$61,612	$30
   6	Washington	$61,118	$29
   7	Illinois	$59,711	$29
   8	Pennsylvania	$56,980	$27
   9	Minnesota	$54,475	$26
   10	California	$54,226	$26
   11	Nevada	$51,513	$25
   12	Hawaii	$50,576	$24
   13	Texas	$50,374	$24
   14	Indiana	$49,877	$24
   15	North Carolina	$48,668	$23
   16	Florida	$46,637	$22
   17	Arizona	$44,616	$21
   18	Missouri	$44,445	$21
   19	Oklahoma	$40,301	$19

   Average membership specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Seattle Metropolitan Chamber of Commerce	$68,846	$33.10
   2	American Psychiatric Association	$67,444	$32.42
   3	Beacon Hill Staffing Group	$52,504	$25.24
   4	Ymca Of Metropolitan Atlanta	$49,960	$24.02	14
   5	American Nurses Association	$48,846	$23.48	1
   6	YMCA of Metro Knoxville	$46,440	$22.33	6
   7	Randstad North America, Inc.	$40,853	$19.64	3
   8	Robert Half	$39,424	$18.95	42
   9	Club	$39,407	$18.95	11
   10	MHC Healthcare	$37,384	$17.97
   11	YMCA of Greater Indianapolis	$37,346	$17.95
   12	Kelly Services	$37,111	$17.84	13
   13	YMCA of Metro Chicago	$30,736	$14.78	1
   14	Ymca Of Greater St. Louis	$30,016	$14.43	1
   15	Girl Scouts of the USA	$29,873	$14.36	10
   16	BJ's Wholesale Club	$27,897	$13.41	1
   17	Girl Scouts of Oregon and Southwest Washington	$27,442	$13.19

4. Writing a membership specialist job description

   A membership specialist 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 membership specialist job description:

   Membership specialist job description example

   Provide legendary service and contribute to Auto Club Enterprises (ACE) Membership growth by performing a variety of duties, including, but not limited to, reviewing member related correspondence, contacting members, providing problem resolution, as well as analyzing and processing various reports.
   
   Provide quality support on both incoming and outbound calls to members and employees of ACE Clubs, regarding membership and roadside assistance inquiries, including policies, procedures, and services.
   
   Utilize analytical skills to evaluate multiple sources of information and determine the appropriate processing method or resolution to maximize quality and quantity.
   Ability to key high volumes and update changes into the membership systems from various sources. Assist in monitoring system deliverables to ensure accuracy and integrity of membership systems and report any concerns. Achieve stated individual, team, and department goals. Perform other duties and responsibilities, including assisting other ACE departments, as assigned, or required. Qualifications: High School diploma/GED required. Some college or equivalent combination of education and work experience is preferred. Knowledge of membership, roadside assistance and insurance systems preferred. Professional verbal and written communication skills are required. Excellent organization, decision making, strong evaluation, and time management skills, as well as the ability to meet deadlines as set by management. Knowledge of Microsoft Office software products, including Outlook, Word, and Excel is required. Teamwork is essential. Flexibility on work shifts is required. Voluntary overtime, if offered, may include weekends. Occasional travel to other ACE Markets may be needed for training. Remarkable benefits:
   • Health coverage for medical, dental, vision
   • 401(K) saving plan with company match AND Pension
   • Tuition assistance
   • PTO for community volunteer programs
   • Wellness program
   • Employee discounts AAA Texas is part of the largest federation of AAA clubs in the nation. We have 14,000 employees in 21 states helping 17 million members. The strength of our organization is our employees. Bringing together and supporting different cultures, backgrounds, personalities, and strengths creates a team capable of delivering legendary, lifetime service to our members. When we embrace our diversity - we win. All of Us! With our national brand recognition, long-standing reputation since 1902, and constantly growing membership, we are seeking career-minded, service-driven professionals to join our team "Through dedicated employees we proudly deliver legendary service and beneficial products that provide members peace of mind and value.” AAA is an Equal Opportunity Employer

   Copy this example

   

5. Post your job

   To find membership 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 membership specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level membership 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 membership specialist job on Zippia to find and recruit membership specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with membership 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 membership specialist

   Once you have selected a candidate for the membership 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.

   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 membership specialist. 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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