Post job

How to hire a subrogation specialist

Subrogation specialist hiring summary. Here are some key points about hiring subrogation specialists in the United States:

  • In the United States, the median cost per hire a subrogation specialist is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new subrogation specialist to become settled and show total productivity levels at work.

How to hire a subrogation specialist, step by step

To hire a subrogation specialist, you need to identify the specific skills and experience you want in a candidate, allocate a budget for the position, and advertise the job opening to attract potential candidates. To hire a subrogation specialist, you should follow these steps:

Here's a step-by-step subrogation 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 subrogation specialist job description
  • Step 5: Post your job
  • Step 6: Interview candidates
  • Step 7: Send a job offer and onboard your new subrogation specialist
  • Step 8: Go through the hiring process checklist
jobs
Post a subrogation specialist job for free, promote it for a fee
  1. Identify your hiring needs

    First, determine the employments status of the subrogation specialist you need to hire. Certain subrogation specialist roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

    Determine employee vs contractor status
    Is the person you're thinking of hiring a US citizen or green card holder?

    A subrogation specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, subrogation 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.

    This list presents subrogation specialist salaries for various positions.

    Type of Subrogation SpecialistDescriptionHourly rate
    Subrogation SpecialistClaims adjusters, appraisers, examiners, and investigators evaluate insurance claims. They decide whether an insurance company must pay a claim, and if so, how much... Show more$19-33
    Claims AdjusterA claim's adjuster is responsible for the handling of the insurance claims and investigating the extent of property damage and processing the business or a person's liability. Claims adjusters have a broad range of duties such as damage inspection to evaluate incident reports, communicating with property owners and spectators as well as referring to legal documents... Show more$19-30
    Field AdjusterA field adjuster is a professional who creates property and contents estimates based on the field inspection using the Xactimate estimating software with photos and diagrams. Field adjusters are required to investigate and evaluate property damage to determine and negotiate a monetary settlement for each claim... Show more$18-36
  2. Create an ideal candidate profile

    Common skills:
    • Insurance Carriers
    • Arbitration
    • Subrogation Claims
    • Litigation
    • Workers Compensation
    • Liability Claims
    • Auto Claims
    • Claims Handling
    • Potential Recovery
    • Payment Arrangements
    • Insurance Claims
    • Subrogation Recovery
    • Medicaid
    • Insurance Adjusters
    Check all skills
    Responsibilities:
    • Apply strong customer service, organizational and multitasking skills to efficiently manage auto insurance claims.
    • Finalize claim settlements, process reimbursement checks and forward unsettled claim files to litigation or arbitration.
    • Run CCC evaluations to determine vehicle values for proper settlement negotiations.
    • Claim handling, negotiation and settlements of files within the CCC guidelines.
    • Review and complete title and DMV transfer forms to process and dispose salvage vehicles.
    • Assist auto owners with salvage title guidelines respective to their state DMV's rules.
  3. Make a budget

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

    • Location. For example, subrogation specialists' average salary in indiana is 29% less than in kentucky.
    • Seniority. Entry-level subrogation specialists 42% less than senior-level subrogation specialists.
    • Certifications. A subrogation specialist 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 subrogation specialist's salary.

    Average subrogation specialist salary

    $52,739yearly

    $25.36 hourly rate

    Entry-level subrogation specialist salary
    $40,000 yearly salary
    Updated December 14, 2025
  4. Writing a subrogation specialist job description

    A good subrogation specialist job description should include a few things:

    • Summary of the role
    • List of responsibilities
    • Required skills and experience

    Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a subrogation specialist job description:

    Subrogation specialist job description example

    • Minimum 5 years of claims experience, to include subrogation claims handling and leadership.
    • Bachelor's Degree or equivalent work experience required.
    • Strong understanding of the claims process to include proper coverage and liability decisions.
    • High level of organizational, communication, and presentation skills.
    • The ability to negotiate, adapt, influence others, manage conflict and make solid decisions while being flexible as you work with different team members and departments.
    • Salvage recovery experience helpful

    Benefits and Perks:

    Hippo treats its team members with the same level of dedication and care as we do our customers, which is why we're fortunate to provide all of our Hippos with:

    • Healthy Hippos Benefits - 100% Employer paid medical, dental & vision plan options for our team members AND their families (yes, you read that correctly). As well as 401(k), long & short-term disability, employer-paid life insurance, flexible spending accounts for health and dependent care, and an Employee Assistance Program (EAP).
    • Training and Career Growth - Paid training opportunities and countless internal career growth opportunities
    • Award-Winning Culture - Recognized by BuiltIn and Inc. Magazine as a top place to work - we value integrity, inclusiveness, empathy, and being proactive and dedicated
    • Flexible Time Off - You know when and how you should recharge
    • Little Hippos Program - We offer 12 weeks of parental leave for primary and secondary caregivers.

    Hippo is an equal opportunity employer, and we are committed to building a team culture that celebrates diversity and inclusion.

    Hippo's applicants are considered solely based on their qualifications, without regard to an applicant's disability or need for accommodation. Any Hippo applicant who requires reasonable accommodations during the application process should contact the Hippo's People Team to make the need for an accommodation known.

    All Hippo employees who are required to report to a Hippo office or voluntarily enter a Hippo office must be fully vaccinated against COVID-19, unless a reasonable accommodation is approved. Employees in Office Based and Hybrid roles are required to report to a Hippo office. Fully vaccinated is defined as 2 weeks after receiving the second dose of a 2 dose vaccine and two weeks after receiving a single dose vaccine. Please acknowledge you have read and understand this requirement.

  5. Post your job

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

    Your first interview with subrogation 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.

    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 subrogation specialist

    Once you've selected the best subrogation 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.

    You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

    After that, you can create an onboarding schedule for a new subrogation 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.)
    Sign up to download full list

How much does it cost to hire a subrogation specialist?

There are different types of costs for hiring subrogation specialists. One-time cost per hire for the recruitment process. Ongoing costs include employee salary, training, onboarding, benefits, insurance, and equipment. It is essential to consider all of these costs when evaluating hiring a new subrogation specialist employee.

You can expect to pay around $52,739 per year for a subrogation specialist, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for subrogation specialists in the US typically range between $19 and $33 an hour.

Find better subrogation specialists in less time
Post a job on Zippia and hire the best from over 7 million monthly job seekers.

Hiring subrogation specialists FAQs

Search for subrogation specialist jobs

Ready to start hiring?

Browse business and financial jobs