How to hire a rating board specialist

How to hire a rating board specialist, step by step

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

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1. Identify your hiring needs

   The rating board specialist 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 rating board 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 rating board specialist that fits the bill.

   This list presents rating board specialist salaries for various positions.

   Type of Rating Board Specialist	Description	Hourly rate
   Rating Board Specialist	Lawyers advise and represent individuals, businesses, and government agencies on legal issues and disputes.	$15-44
   Attorney At Law	An Attorney at Law is responsible for preparing and examining contracts involving leases, licenses, purchases, sales, etc. They advise clients concerning business transactions, claim liability, or legal rights and obligations.	$33-79
   Lawyer	A lawyer is a legal practitioner who specializes in understanding and interpreting laws and other legal matters. Their responsibilities revolve around providing legal counseling and advice, representing clients in different kinds of court proceedings, conducting research, collecting evidence, and coordinating with various experts... Show more	$30-100

   Show more

2. Create an ideal candidate profile

   Common skills:

   • I-9
   • IRB
   • Human Subjects
   • Federal Regulations
   • Customer Service
   • Background Checks
   • Data Entry
   • HR
   • AML
   • Drug Screens
   • Salesforce
   • Merchant Applications
   • ADP
   • HRIS

   Check all skills

   Responsibilities:

   • Achieve award for increasing efficiency by extensively communicating with debtors' attorneys and monitoring trustee activities on a daily basis.
   • Provide ongoing monitoring of existing clients to ensure AML and compliance.
   • Create sharepoint for hiring managers to house temp requests and approvals.
   • Identify, research and resolve simple/complex issues relate to treasury management products and other depository services.
   • Monitor and process reimbursement and billing appeals for the Medicaid population by adhering to strict time requirements.
   • Perform a variety of TennCare program work including resolving TennCare/Medicaid eligibility appeals, assisting long-term care facilities with claims processing issues.

   More rating board specialist duties

3. Make a budget

   Including a salary range in your rating board specialist job description helps attract top candidates to the position. A rating board 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 rating board specialist in Oklahoma may be lower than in Massachusetts, and an entry-level rating board specialist usually earns less than a senior-level rating board specialist. Additionally, a rating board 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 rating board specialist salary

   $55,033yearly

   $26.46 hourly rate

   ---

   Entry-level rating board specialist salary

   $32,000 yearly salary

   Updated January 9, 2026

   Average rating board specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$75,484	$36
   2	New York	$72,673	$35
   3	California	$67,367	$32
   4	New Jersey	$62,339	$30
   5	Arizona	$55,568	$27
   6	Illinois	$55,330	$27
   7	Texas	$54,632	$26
   8	Washington	$54,586	$26
   9	Florida	$52,524	$25
   10	Pennsylvania	$48,905	$24
   11	Michigan	$46,227	$22
   12	Minnesota	$44,657	$21

   Average rating board specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Western Alliance Bank	$102,992	$49.52
   2	Mayo Clinic	$65,361	$31.42
   3	Research Foundation of The City University of New York	$58,604	$28.18
   4	Egon Zehnder	$56,594	$27.21
   5	Cogent Communications	$55,555	$26.71
   6	DipJar	$55,405	$26.64
   7	Integrated Resources	$54,717	$26.31
   8	Riverside Payments	$54,089	$26.00
   9	University of Central Florida	$49,985	$24.03
   10	County Of Los Angeles Public Library	$48,265	$23.20
   11	WellSpan Health	$47,068	$22.63
   12	Animal Humane Society	$44,029	$21.17
   13	Kelly Services	$40,136	$19.30

4. Writing a rating board specialist job description

   A rating board 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. Below, you can find an example of a rating board specialist job description:

   Rating board specialist job description example

   Under the general supervision of the Director, Human Research Protection Program (HRPP), provides technical and administrative support for the WellSpan Health (WSH) Institutional Review Board (IRB), investigators and research support staff. Assists in ensuring that the health system's clinical research activities are conducted in compliance with institutional SOPs and international, federal, state, and local laws and regulations and ethical principles regarding the use of human subjects in research. Ensures that research activities involving human subjects or their personal information are conducted in a manner that protects the safety, rights, and welfare of participants.
   Duties and Responsibilities
   
   Maintain a current understanding and knowledge of federal and state regulations, state and local law, and WSH IRB SOPs. Interpret research protocol information in relation to federal guidelines and internal policies, exercise sound judgment and make recommendations and/or decisions regarding research policies for discussion with the Board and/or Board Chair. Responsible for the ensuring timely processing, pre-review and disposition of assigned protocols, modifications, continuing reviews, unanticipated problems involving risks to subjects or others, and investigator responses. Perform screening/review of submitted protocols to ensure completeness and conformance with IRB SOPs. Prepare agenda and minutes for committee meetings in accordance with SOPs. Work closely with, and in support of, the respective IRB Chair, Vice Chair, reviewers and other members. Participate in all relevant institutional research educational activities related to human subject protections and IRB operations. Maintain and ensure retention of all required IRB records, communications, and other documents. Assist in the coordination of IRB activities with other WSH Service Lines and Departments. Provide education and training on use of IRB electronic management system and other research-related programs with the research community. Timely communication with investigators/designees regarding IRB submissions. Independently apply the framework of applicable federal regulations, laws, guidance, and WSH IRB policies and procedures to assigned reviews. Advise the research community about human subjects protection issues and institutional policies. Maintain and further develop personal knowledge about applicable statutes, policies and procedures governing human subject research and related ethical codes and guidelines; continuously interpret and apply these requirements to IRB submissions and ongoing research activities. Notify designated HRPP staff when guidance and/or policies require updating, including identification of policy/guidance gaps. Manage pre-, intra- and post-meeting activities in partnership with the respective staff and IRB Chair, including agenda management, meeting facilitation and all aspects of IRB meeting documentation. Provide technical support and guidance on regulatory matters during convened IRB meetings. Serve on committees constituted to improve the functioning and climate of the HRPP. Maintain awareness of institutional entities, policies, and relationships that affect HRPP and IRB operations. Develop positive relationships with researchers and colleagues throughout WellSpan to facilitate compliance and greater efficiency of HRPP and IRB processes. Participate in evaluation of enhancements or other modifications to the IRB and/or HRPP. Clearly conveys information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
   Qualifications
   Notes: Other combinations of formal education, training and experience may be considered. Remote but needs to be within 2-3 hours of Wellspan Facilities.
   
   Minimum Experience: 3 - 5 years of experience in IRB administration, clinical research or human subject protection, regulatory compliance, or research related job.
   
   Minimum Education: Bachelor's Degree in biology, psychology, or other clinical research-related area.
   
   Minimum Field Of Expertise: Institutional Review Board coordinator or administrative work in clinical research.
   
   #remote
   
   Required Certification: Registration: Certified IRB Professional (CIP) Certification or equivalent certification or willing to become certified within 2 years of eligibility.
   
   Skills: Advanced knowledge of federal regulations pertaining to research, ICH GCP, HIPAA at a level sufficient to function independently as a consultant to clinical investigators; Intermediate knowledge of clinical research; Intermediate knowledge of medical terminology; Advanced proficiency with office software (Microsoft Office) including word processing and spreadsheet software (Word, Excel); Advanced proficiency with database software; Excellent verbal and written communications skills; Strong time management skills; Strong organizational skills; Ability to gather, analyze and make recommendations/decisions based on data; Ability to convey complex or technical information in an easy to understand manner; Ability to maintain confidentiality and professionalism; Ability to work independently with minimal supervision; Ability to collaborate with stakeholders at all levels; Ability to be flexible and adaptable to change. Training/experience in the responsible conduct of research, including medical/ research ethics and protection of the safety and welfare of human subjects in research. Experience in providing technical instructions to others.
   
   #remote

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5. Post your job

   To find the right rating board specialist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with rating board specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit rating board specialists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with rating board 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 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 rating board specialist

   Once you've selected the best rating board specialist candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   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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