How to hire a traveler

How to hire a traveler, step by step

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

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

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1. Identify your hiring needs

   The traveler 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.

   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 traveler 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 travelers and their corresponding salaries.

   Type of Traveler	Description	Hourly rate
   Traveler	Travel agents sell transportation, lodging, and entertainment activities to individuals and groups planning trips. They offer advice on destinations, plan trip itineraries, and make travel arrangements for clients... Show more	$12-44
   Corporate Travel Consultant	As corporate travel agents, they primarily work to coordinate all travel-related concerns such, reservation, flight cancellations, itinerary adjustments, and other unanticipated circumstances happen. They work in travel agencies or departments handling personnel travel details... Show more	$15-37
   Corporate Travel Agent	A corporate travel agent assists people in planning, choosing, and arranging holidays. Corporate travel agents will work to the budget set out by those planning the holiday... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patient Care
   • OT
   • PTA
   • International Travel
   • Customer Service
   • Ultrasound
   • Cultural Differences
   • Unexpected Events
   • MRI
   • ICU
   • Language
   • QA

   Responsibilities:

   • Manage special projects including off-site meeting support for VIP meeting attendees requiring last minute travel changes.
   • Execute complex domestic and international reservations, entrust to negotiate and secure the lowest rates/fares.
   • Attend stand up, PPS, Medicare, and QA meetings.
   • Travel PTA in state of Washington
   • Staff PTA, work on a travel assignment.
   • Train client supervisor at request on MRI protocols.

3. Make a budget

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

   • Location. For example, travelers' average salary in nebraska is 50% less than in california.
   • Seniority. Entry-level travelers earn 72% less than senior-level travelers.
   • Certifications. A traveler 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 traveler's salary.

   Average traveler salary

   $49,930yearly

   $24.00 hourly rate

   ---

   Entry-level traveler salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a traveler job description

   A traveler 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 traveler job description:

   Traveler job description example

   • +1 year of experience working in an industrial/shop environment powder coating
   • Able to work up to 10 hours a day
   • A team player
   • Phone screen required
   • Benefits are offered on contract!
   • Lodging and travel not included, you will have to be able to do that on your own

   LENGTH OF CONTRACT: up to 9 months depending on how fast things get done

   LOCATION: North Wyoming

   SHIFT : 1st and 2nd shifts Monday-Friday with OT on Saturdays (LOTS OF MONEY IN YOUR POCKET!!)

   PAY: $18-26hr depending on experience and $155/day per diem

   We offer full range benefits and help after the project!

   Call me to learn more or email me @

   About Aerotek:

   We know that a company's success starts with its employees. We also know that an individual's success starts with the right career opportunity. As a Best of Staffing Client and Talent leader, Aerotek's people-focused approach yields competitive advantage for our clients and rewarding careers for our contract employees. Since 1983, Aerotek has grown to become a leader in recruiting and staffing services. With more than 250 non-franchised offices, Aerotek's 8,000 internal employees serve more than 300,000 contract employees and 18,000 clients every year. Aerotek is an Allegis Group company, the global leader in talent solutions. Learn more at

   The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right traveler for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your traveler job on Zippia to find and recruit traveler candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit travelers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 traveler

   Once you have selected a candidate for the traveler position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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 traveler. 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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