How to hire a structurer

How to hire a structurer, step by step

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

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

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1. Identify your hiring needs

   Before you post your structurer 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 structurer 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 structurer 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.

   This list shows salaries for various types of structurers.

   Type of Structurer	Description	Hourly rate
   Structurer		$19-87
   Finance Engineer	Basically, a finance or financial engineer tests and issues investment analysis methods and tools in an organization. Finance engineers collaborate with asset management firms, insurance companies, banks, and hedge funds... Show more	$34-71

2. Create an ideal candidate profile

   Common skills:

   • Derivative
   • Origination
   • Fixed Income
   • Approval Process
   • Financial Institutions
   • Asset Classes
   • Interest Rates
   • Financial Models
   • DCF
   • Credit Risk
   • Bloomberg

   Responsibilities:

   • Manage financial operations such as account management, book keeping, wire transfers, and transaction, position reconciliations.
   • Develop bespeak equity derivative solutions for high net worth private banking clients.
   • Ensure, clients without an execute ISDA, adhere to all internal requirements within first month of trading.
   • Develop executive PowerPoint presentations detailing investment performance.
   • Design, price, trade and hedge FX derivatives products on a live basis for corporate and institutional clients.
   • Develop executive PowerPoint presentations detailing investment performance.

3. Make a budget

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

   • Location. For example, structurers' average salary in wyoming is 49% less than in delaware.
   • Seniority. Entry-level structurers 78% less than senior-level structurers.
   • Certifications. A structurer 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 structurer's salary.

   Average structurer salary

   $86,077yearly

   $41.38 hourly rate

   ---

   Entry-level structurer salary

   $40,000 yearly salary

   Updated January 20, 2026

   Average structurer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Connecticut	$129,185	$62
   2	New York	$129,167	$62
   3	District of Columbia	$107,891	$52
   4	California	$107,039	$51
   5	Massachusetts	$101,867	$49
   6	Illinois	$99,585	$48
   7	New Jersey	$95,486	$46
   8	Pennsylvania	$95,132	$46
   9	Texas	$86,363	$42
   10	Georgia	$85,456	$41
   11	Ohio	$84,224	$40
   12	Arizona	$83,608	$40
   13	North Carolina	$83,255	$40
   14	Tennessee	$77,766	$37
   15	Arkansas	$76,011	$37
   16	Alabama	$73,337	$35
   17	Florida	$71,303	$34
   18	Colorado	$65,257	$31

   Average structurer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Citi	$154,187	$74.13	22
   2	Connor Group	$137,692	$66.20
   3	Morgan Stanley	$136,575	$65.66	27
   4	Deutsche Bank	$136,018	$65.39	3
   5	Barclays	$128,493	$61.78	3
   6	UBS	$126,016	$60.58	2
   7	HSBC Bank	$119,997	$57.69
   8	Abs Consulting	$119,848	$57.62
   9	Rivian	$118,713	$57.07
   10	Natixis North America LLC	$113,091	$54.37
   11	RBS Securities	$111,905	$53.80
   12	MD Helicopters	$111,796	$53.75
   13	Martin/Martin	$111,460	$53.59
   14	Swiss Reinsurance America Corporation	$108,855	$52.33	1
   15	Ernst & Young	$105,009	$50.49
   16	Trailstone Group	$98,470	$47.34
   17	Colorado State Express	$98,470	$47.34
   18	CONSOR Engineers	$98,470	$47.34
   19	Jacobs Enterprises	$98,456	$47.33
   20	*n/a*	$98,392	$47.30

4. Writing a structurer job description

   A structurer 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 structurer job description:

   Structurer job description example

   This is a great career opportunity with a growing company. We offer real advancement opportunity, great starting salary plus bonus on top! If you succeed where others come up short, we're interested in you!
   Are you the following...
   • Are you naturally persuasive?
   • Do your achievements put you in the top 10% of everything you do?
   • Do you like building relationships and delivering top notch customer service?
   • Do you have a high level of energy?
   • Do you find yourself always obtaining or exceeding your goals?
   
   If this describes you, this is your opportunity to be a part of a high-growth, privately-held organization named by Glassdoor as one of the nation’s top 50 workplaces.
   
   The Connor Group is a national leader in operating upscale apartment communities and is considered the best in its industry. In just 25 years, we’ve grown from zero to $3.7 billion in assets. Along the way we’ve won national awards for innovation and community involvement. But we’re most proud of our more than 400 associates, who remain our No. 1 key to success. Apartment experience is NOT necessary!
   
   What's GREAT about The Connor Group...
   • Opportunity to work for one of the places named, Top 50 Places to Work in the US.
   • Employees are rewarded and recognized based off performance and results.
   • Real advancement opportunities based off performance.
   • Outstanding compensation and bonus plan.
   • Best in the industry benefits, 401k, longevity bonus and more!
   Monday - Friday: 9am - 6pm or 10am -7pm
   Saturday: 9:30am - 5 or 6pm
   Sunday: 12 or 1pm - 5pm (if needed)
   40 hour work week Monday-Friday, up to 3 Saturdays per month (based off needs of the business)

   Copy this example

   

5. Post your job

   To find the right structurer 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 structurers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit structurers 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 structurer job on Zippia to find and recruit structurer candidates who meet your exact specifications.
   • Use field-specific websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with structurer 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 structurer

   Once you've found the structurer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   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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