How to hire a Senior Associate

How to hire a senior associate, step by step

Here's a step-by-step senior associate hiring guide:

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

What does a Senior Associate do?

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1. Identify your hiring needs

   The senior associate 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.

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   Hiring the perfect senior associate 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 senior associates and their corresponding salaries.

   Type Of Senior Associate	Description	Hourly Rate
   Senior Associate	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$26-58
   Audit Manager	An audit manager is responsible for the complete audit process of finances in an organization. They work for banks and report directly to the audit committee... Show More	$39-85
   Module Lead	The primary duties of a Module Lead include academic leadership, management, and assessment of the assigned modules. They conduct all monitoring, evaluation, and review of activities, as well as respond to students feedback.	$32-45

   Show more

2. Create an ideal candidate profile

   Common Skills:

   • Project Management
   • Business Development
   • PowerPoint
   • Financial Services
   • GAAP
   • Risk Management
   • Customer Service
   • Visualization
   • Client Facing
   • Enterprise Resource Planning
   • Power Bi
   • Portfolio
   • Client Relationships
   • Healthcare

   Check All Skills

   Responsibilities:

   • Ensure timely filing for all payer mix including, manage care, medicare and Medicaid.
   • Demonstrate work assessment and supervise the Midwest ISO in implementing a process driven model to achieve compliance against current energy tariff.
   • Lead team in successful internal implementation of integration of PeopleSoft with consultant billing system
   • Perform audit and reviews on diversify clientele involving examination of financial statements in accordance with GAAP and validating internal controls.
   • Conduct data analysis and visualization to support recommendation to shed the second largest business unit and return to core business model.
   • Audit and review appeals for medical necessity.

   More Senior Associate duties

3. Make a budget

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

   • Location. For example, senior associates' average salary in alaska is 72% less than in new jersey.
   • Seniority. Entry-level senior associates earn 54% less than senior-level senior associates.
   • Certifications. A senior associate 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 senior associate's salary.

   Average senior associate salary

   $83,034yearly

   $39.92 hourly rate

   ---

   Entry-level senior associate salary

   $56,000 yearly salary

   Updated January 14, 2025

   Average senior associate salary by state

   Rank	State	Avg. Salary	Hourly Rate
   1	New Jersey	$100,801	$48
   2	Washington	$96,004	$46
   3	District of Columbia	$95,628	$46
   4	California	$95,337	$46
   5	New York	$94,773	$46
   6	Massachusetts	$91,697	$44
   7	Virginia	$90,499	$44
   8	Illinois	$89,376	$43
   9	Maine	$88,729	$43
   10	Connecticut	$88,591	$43
   11	Maryland	$87,674	$42
   12	Minnesota	$87,103	$42
   13	Pennsylvania	$83,262	$40
   14	Michigan	$78,449	$38
   15	Colorado	$78,065	$38
   16	Texas	$78,060	$38
   17	Oregon	$77,349	$37
   18	North Carolina	$77,213	$37
   19	Ohio	$76,913	$37
   20	Georgia	$76,824	$37

   Average senior associate salary by company

   Company

   Rank	Company	Average Salary	Hourly Rate	Job Openings
   1	Sheppard Mullin Richter & Hampton	$202,855	$97.53
   2	Skadden	$192,663	$92.63
   3	Shearman & Sterling	$180,839	$86.94
   4	Paul Hastings	$179,987	$86.53
   5	Kirkland & Ellis	$179,506	$86.30
   6	Davis Polk & Wardwell	$179,379	$86.24
   7	Ropes & Gray	$178,533	$85.83
   8	Cleary Gottlieb Steen & Hamilton	$178,240	$85.69
   9	Sidley Austin	$176,497	$84.85
   10	Linklaters	$175,489	$84.37	3
   11	Seyfarth Shaw	$174,180	$83.74
   12	Reed Smith	$172,191	$82.78
   13	Davis Wright Tremaine	$170,511	$81.98	2
   14	Paul, Weiss, Rifkind, Wharton & Garrison	$169,357	$81.42
   15	Fried Frank	$168,829	$81.17
   16	Clifford Chance	$167,062	$80.32
   17	Sullivan & Cromwell	$165,569	$79.60
   18	Morrison & Foerster	$164,757	$79.21
   19	Alston & Bird	$156,482	$75.23
   20	The Citadel	$155,082	$74.56

4. Writing a Senior Associate Job Description

   A senior associate 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 senior associate job description:

   Senior Associate job description example

   **Work Environment** : Office and outside regardless of weather conditions. Fast paced office environment working with computers, phones, feeder drivers and other administrative assistants.
   
   **Job Summary** : A dispatch/yard controller works with feeder drivers and other dispatch offices to ensure feeder schedules are staffed with drivers and schedules are being adhered to. Will also need to work with yard shifters to make sure building lineups are in and the unloads have trailers on them during operations. Individual must multi-task both dispatch duties and yard control duties.
   
   **Detailed Job Description** : A dispatcher must ensure all feeder jobs are covered. Many jobs must be staffed using on-call drivers. Will handle many additional schedules that need to be built or requested from other dispatch locations. Will need to work with DOT Hours of Service guidelines in order to fill these additional runs and understand time in transit calculations to ensure service is maintained. Will need to understand building line-ups and unload schedules when working Yard Control function of the job. Must be able to interpret Feeder schedules and understand how the changes could affect the schedules that operate during your shift.
   
   **Minimum Required Skills/Qualifications** : Must be willing to learn internal feeder systems (AHCS & TFCS). Must be at an intermediate level of knowledge in MS-Office (Word, Excel, Access and PowerPoint). Must be able to multi-task and problem solve quickly during the operations portion of your shift. Must have good interpersonal skills to work with drivers and other dispatch personnel. Must use good telephone etiquette and be able to relay information in a concise manner.
   
   **Additional (Desired) Skills/Knowledge/Qualifications** : Previous experience working with FT union employees is preferred.
   
   **Interpersonal Skills and abilities** : Must be a self-starter who enjoys a challenging work environment. Must be able to handle stress and be able to think clearly during stressful situations. Must be confident in your abilities and be able to project confidence in the course of your job duties.
   
   UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law
   **Company:** UNITED PARCEL SERVICE
   
   **Category:** Administrative
   
   
   **Location:** Plainfield,Indiana

   Copy This Example

   

5. Post your job

   To find the right senior associate 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 senior associates they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit senior associates 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 senior associate job on Zippia to find and recruit senior associate candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with senior associate 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.

   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 senior associate

   Once you've decided on a perfect senior associate 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 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.

   Once that's done, you can draft an onboarding schedule for the new senior associate. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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