How to hire a transition specialist

How to hire a transition specialist, step by step

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

What does a transition specialist do?

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1. Identify your hiring needs

   First, determine the employments status of the transition specialist you need to hire. Certain transition 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?

   Yes

   No

   A transition specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, transition 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 shows salaries for various types of transition specialists.

   Type of Transition Specialist	Description	Hourly rate
   Transition Specialist	Social and human service assistants provide client services, including support for families, in a wide variety of fields, such as psychology, rehabilitation, and social work. They assist other workers, such as social workers, and they help clients find benefits or community services.	$11-35
   Children's Program Coordinator	A children's program coordinator is someone who develops programs for children and toddlers. The children's program coordinator creates child-centered programs to educate and entertain children and infants... Show more	$13-26
   Transition Coordinator	A transition coordinator is responsible for preparing the students and their clients with programs and courses appropriate for them according to their level of progression. Transition coordinators identify the students' goals and objectives to guide them on their professional paths and career development... Show more	$17-32

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Customer Service
   • Social Work
   • Rehabilitation
   • Community Resources
   • Community Agencies
   • Mental Health
   • Autism
   • Professional Development
   • Home Health
   • Social Services
   • PowerPoint
   • Good Interpersonal
   • Data Entry

   Check all skills

   Responsibilities:

   • Manage incoming/outgoing referrals and some ICD-9 medical coding.
   • Provide job site assessment and training in collaboration with vocational rehabilitation counselor for follow-up.
   • Refer students to community resources for financial, medical, educational, and rehabilitation services.
   • Complete daily progress notes in medical record per ISP and pertinent events.
   • Collaborate with clinicians to ensure patients receive recommended products prior to discharge.
   • Support patients residing in psychiatric hospital settings to successfully transition into the community.

   More transition specialist duties

3. Make a budget

   Including a salary range in the transition specialist job description is a good way to get more applicants. A transition specialist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a transition specialist in Tennessee may be lower than in New Jersey, and an entry-level engineer typically earns less than a senior-level transition specialist. Additionally, a transition specialist with lots of experience in the field may command a higher salary as a result.

   Average transition specialist salary

   $42,506yearly

   $20.44 hourly rate

   ---

   Entry-level transition specialist salary

   $24,000 yearly salary

   Updated December 5, 2025

   Average transition specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$71,268	$34
   2	Washington	$62,878	$30
   3	Massachusetts	$58,915	$28
   4	Connecticut	$58,906	$28
   5	Illinois	$56,624	$27
   6	New York	$55,827	$27
   7	Colorado	$51,132	$25
   8	Virginia	$50,182	$24
   9	Minnesota	$49,705	$24
   10	Arizona	$49,672	$24
   11	Wisconsin	$49,294	$24
   12	Michigan	$49,021	$24
   13	Florida	$43,160	$21
   14	North Carolina	$41,865	$20
   15	Kansas	$41,673	$20
   16	Texas	$41,324	$20
   17	Iowa	$41,323	$20
   18	Ohio	$39,960	$19
   19	Alabama	$35,802	$17
   20	Missouri	$33,562	$16

   Average transition specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	A.T. Kearney	$114,116	$54.86
   2	BNY Mellon	$105,709	$50.82
   3	Parsons	$91,848	$44.16	14
   4	IBM	$91,435	$43.96	14
   5	Accenture	$84,772	$40.76	5
   6	BMO Capital Markets	$81,608	$39.23
   7	Western Asset Management	$72,248	$34.73
   8	Bristol Hospice	$70,515	$33.90	22
   9	Axiologic Solutions	$69,475	$33.40
   10	HonorHealth	$68,777	$33.07
   11	Fisher Investments	$68,271	$32.82
   12	Cooley	$67,834	$32.61	12
   13	Yuma Regional Medical Center	$65,111	$31.30
   14	Newton Public Schools	$64,193	$30.86
   15	Cape Cod Healthcare	$63,790	$30.67
   16	Washington State University	$59,123	$28.42	1
   17	Irving Isd	$57,298	$27.55	5
   18	Chicago Public Schools	$57,242	$27.52	5
   19	OSF HealthCare	$57,183	$27.49	1
   20	The City University of New York	$56,438	$27.13	8

4. Writing a transition specialist job description

   A transition 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 transition specialist job description:

   Transition specialist job description example

   The Franchisee Transition Specialist is responsible for franchise transitions (transfers) from day of listing for sale and making an inquiry to purchase (transition) until the onboarding process is completed. This role reports directly to the Associate SVP of Business Development.
   CLASSIFICATION: Salaried, Exempt
   
   PRINCIPAL ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS:
   
   This is not a comprehensive list for this position. Tasks and projects may be assigned as necessitated by business demands. These are general functional areas that need coverage:
   
   Diligent attention to customer service and detail to the relationship with the franchise and prospective franchisee until they complete the onboarding process. Manages list of franchises for sale and schedules licensure consult, if applicable. Monitors franchisees' progress in accordance with the timeline and checklist. Schedules routine calls with the seller and the prospective buyer. Manages deadlines in accordance with the transition policy and procedure. Prepares and maintains an accurate list of all pending transactions and outstanding items. Reviews the applications and documents for accuracy, identifies and escalates concerns. Prepares final files and records for internal team review and the board meeting. Schedules and actively participates on the transition calls. Partners with cross functional partners of the home office to make sure they are prepared to deliver timely onboarding. Tracks the transaction close dates and tracks the onboarding process. Completes data tracking form. Maintains information within FranConnect and Wrike. Prepares report and handoff to the assigned Operations team member. Prepares pre and post transition metrics. Process partnership changes in a timely basis Source potential Franchise owners by identifying prospective owners within requirements and standards
   Other Duties: Please note: this is not a comprehensive listing of the details of the activities, duties or responsibilities that are required of the employee for this job. These may change at any time with or without notice.
   
   REQUIRED JOB KNOWLEDGE AND SKILLS:
   Bachelor's degree in a business related field is required; Master's degree or MBA preferred. A minimum of 5 years of experience in a sales and/or inside sales environment with emphasis on business development and or management consulting. Franchise sales experience is a plus. Experience reading and interpreting financial statements, problem solving and business deal negotiations strongly preferred. Ability to deliver a high touch, high customer service experience on a consistent basis across multiple delivery channels - email, telephone and virtual. Evidence of having navigated interdepartmental projects and managed cross-functional issues or concerns. Analyzes key reports (Financial projections, Profit and Loss Statements, Business Plans) Can simplify key business indicators. Track and maximize these indicators to ensure a successful transition process. Proficient in Microsoft Office Suite or related software. Excellent organizational skills and attention to detail plus analytical and management skills. Excellent interpersonal skills with the ability to listen and communicate clearly, fluently and diplomatically in a business setting, oral & written. Ability to listen and communicate clearly, fluently and diplomatically in a business setting, oral & written. Work independently and proactively with minimal direction and/or supervision. Ability to plan, organize and prioritize projects and to accurately complete work activities within allotted deadlines while managing interruptions. Ability to build rapport and relationships within the department and with department managers. Ability to lawfully work in the U.S.
   PHYSICAL/ENVIRONMENTAL DEMANDS:
   This is largely a sedentary role; however, some filing is required. This would require the ability to stoop/crouch, crawl, and bend or stand as necessary. Must be able to properly operate office equipment. Must be able to maintain verbal and written communication with co-workers, leadership team, supervisors, vendors and all business associates within or outside the company. All of the above demands are subject to ADA requirements.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with transition 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 transition specialist

   Once you've found the transition specialist 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.

   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.

   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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How much does it cost to hire a transition specialist?