How to hire a staff appraiser

How to hire a staff appraiser, step by step

Here's a step-by-step staff appraiser hiring guide:

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

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1. Identify your hiring needs

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

   Here's a comparison of staff appraiser salaries for various roles:

   Type of Staff Appraiser	Description	Hourly rate
   Staff Appraiser	Appraisers and assessors of real estate provide an estimate of the value of land and the buildings on the land usually before it is sold, mortgaged, taxed, insured, or developed.	$14-30
   Real Estate Appraiser	Reading Teachers are specialists in helping individuals increase their reading and literacy levels. Their duties include implementing lessons appealing to different learning styles, diagnosing literacy disorders, and helping students overcome reading difficulties... Show more	$17-38
   Residential Appraiser	Just as the name suggests, the residential appraiser assesses buildings and properties before it is sold, mortgaged, taxed, insured, or developed. They evaluate properties by establishing market value and property ratings... Show more	$13-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • USPAP
   • Residential Real Estate
   • FHA
   • Appraisal Software
   • Appraisal Assignments
   • Market Trends
   • Condominiums
   • Origination
   • MLS
   • Residential Properties
   • Market Data
   • REO
   • Real Property

   Check all skills

   Responsibilities:

   • Achieve specialization in servicing REO clients and knowledge of REO market and asset liquidation procedures as they relate to valuation.
   • Develop single family residential, small commercial, large commercial, FHA, REO and bankruptcy appraisals.
   • Interpret mortgages and MLS data, land descriptions and property sales contracts.
   • Ensure that all reports are in compliance with all applicable federal and state laws, USPAP, FIRREA and client requirements.
   • Apply valuation methods utilizing MLS and EVC analysis in determining market adjustments and data evaluation, resulting in appropriate loan funding.
   • Appraise distressed properties (REO's & short sales) and complex properties deem beyond the scope/expertise of the contract appraisers.

3. Make a budget

   Including a salary range in your staff appraiser job description is one of the best ways to attract top talent. A staff appraiser can vary based on:

   • Location. For example, staff appraisers' average salary in florida is 39% less than in alaska.
   • Seniority. Entry-level staff appraisers 52% less than senior-level staff appraisers.
   • Certifications. A staff appraiser with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a staff appraiser's salary.

   Average staff appraiser salary

   $43,583yearly

   $20.95 hourly rate

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   Entry-level staff appraiser salary

   $30,000 yearly salary

   Updated December 15, 2025

4. Writing a staff appraiser job description

   A job description for a staff appraiser 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 staff appraiser job description:

   Staff appraiser job description example

   At Wells Fargo, we are looking for talented people who will put our customers at the center of everything we do. We are seeking candidates who embrace diversity, equity, and inclusion in a workplace where everyone feels valued and inspired. Help us build a better Wells Fargo. It all begins with outstanding talent. It all begins with you.
   
   Real Estate Valuation Services (REVS) protects the Wells Fargo brand, shareholder value, and the communities we serve by ensuring all real estate valuations are reliable. We do this by setting industry leading policies, guidelines, and practices for real estate valuations that are risk-based and analytics supported.
   
   As the largest mortgage originator and servicer in the country, understanding the value of real estate is critical. Real Estate Valuation Services (REVS) serves as an independent risk management function within the Chief Operating Office that:
   * Interprets appraisal regulation and sets Corporate Valuation Policy
   
   * Communicates with regulators on pending and proposed regulations
   
   * Assumes responsibility for ensuring that compliant valuation processes and practices are in place for all valuations across Wells Fargo
   
   * Leads the industry in real estate valuation processes and execution
   
   Wells Fargo is seeking a Certified Residential Real Estate Appraiser. As a Certified Residential Real Estate Appraiser, the candidate will be expected to complete valuation assignments of all types of residential properties and vacant land at any transaction amount. The candidate must be able to work independently with a minimal amount of supervision and is expected to meet production goals as well as service and high-quality standards.
   
   This position is 100% remote, but the Appraiser should reside in the Lake Tahoe, CA surrounding area of CA/NV.
   
   In this role, you will:
   
   * Perform all aspects of complex and non-complex valuation assignments. Assignments consist of residential (1-4 unit properties and vacant land) appraisal and appraisal review assignments which may include full inspection walk-throughs and exterior drive-by assignments in a large geographic territory as well as desk assignments.
   
   * Ensure valuation assignments are completed in a timely manner with the highest level of quality and comply with Federal and State laws, corporate policies and procedures as well as the Uniform Standards of Professional Appraisal Practice (USPAP).
   
   * Work independently but will engage management for coaching and direction on complex assignments.
   
   * Integrate use of various appraisal related technologies throughout the appraisal process.
   
   * Interact with integrity and a professional manner with external customers during appointment setting and in person inspections of real estate.
   
   * Collaborate effectively with internal partners within the context of specific assignments.
   
   Required Qualifications:
   
   * 2+ years of Valuations, Lending, Underwriting experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
   
   * Certified General or Certified Residential Appraiser.
   
   Desired Qualifications:
   
   * Foundational understanding of the principles of real estate appraisal and knowledge of local real estate markets.
   
   * Strong, clear and concise written and oral communication skills.
   
   * Strong organization and analytical skills with high attention to detail and accuracy.
   
   * Ability to take initiative, meet deadlines and work independently with minimal supervision in a structured environment.
   
   * Strong technical skills with appraisal related tools including computer technology, appraisal software, automated valuation tools and Multiple Listing Services.
   
   * Intermediate Microsoft Office (Word, Excel and Outlook) skills.
   
   * Financial services and/or bank experience.
   
   Job Expectations:
   
   * Ability to drive a motor vehicle, have access to reliable transportation and a valid, state issued driver's license.
   
   * Ability to cover a large geographic territory.
   
   * Ability to work remote including reliable internet service.
   
   * Perform work both indoors and outdoors.
   
   * Must have use of two hands or functional equivalent.
   
   * Ability to climb up and down stairs.
   
   * Ability to walk up and down sloped terrain and to bend.
   
   * Ability to stand for extended periods of time.
   
   We Value Diversity
   
   At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
   
   Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit's risk appetite and all risk and compliance program requirements.
   
   Candidates applying to job openings posted in US: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
   
   Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting staff appraisers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 staff appraiser

   Once you've decided on a perfect staff appraiser 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 staff appraiser. 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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