How to hire a veteran appeals reviewer

How to hire a veteran appeals reviewer, step by step

Here's a step-by-step veteran appeals reviewer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a veteran appeals reviewer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Type of Veteran Appeals Reviewer	Description	Hourly rate
   Veteran Appeals Reviewer	Judges and hearing officers apply the law by overseeing the legal process in courts. They also conduct pretrial hearings, resolve administrative disputes, facilitate negotiations between opposing parties, and issue legal decisions.	$12-41
   Hearing Officer	A hearing officer is sometimes also known as an administrative law judge. They are an officer of the law in charge of legal processes in courts... Show more	$20-44
   Reviewer	A reviewer specializes in providing constructive and insightful feedback over forms of literature, goods, or services. Moreover, a reviewer is primarily responsible for examining and understanding all aspects of a product, remaining professional and unbiased, relaying areas needing improvement, and suggesting ways to make the product better... Show more	$15-34

2. Create an ideal candidate profile

   Common skills:

   • Appeals
   • CMS
   • CPT
   • Identify Trends
   • Healthcare
   • Appeal Process
   • Medicaid
   • Analyze Data

   Responsibilities:

   • Manage afive person team responsible for covering scope, assigning, analysis and then final review ofInvestigation ROI.
   • Complete enrollment per CMS guidelines.
   • Participate in meetings with inter agencies and other entities as appropriate to facilitate and enhance the Medicaid eligibility determination process.
   • Interview veterans to gather claim relate information according to establish policy and procedures.

3. Make a budget

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

   • Location. For example, veteran appeals reviewers' average salary in utah is 62% less than in connecticut.
   • Seniority. Entry-level veteran appeals reviewers earn 71% less than senior-level veteran appeals reviewers.
   • Certifications. A veteran appeals reviewer 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 veteran appeals reviewer's salary.

   Average veteran appeals reviewer salary

   $47,422yearly

   $22.80 hourly rate

   ---

   Entry-level veteran appeals reviewer salary

   $25,000 yearly salary

   Updated December 18, 2025

4. Writing a veteran appeals reviewer job description

   A job description for a veteran appeals reviewer 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 veteran appeals reviewer job description:

   Veteran appeals reviewer job description example

   Margate, FL, USA
   
   Req #1093
   
   Monday, October 3, 2022
   
   Centers Plan for Healthy Living's goal is to create the ultimate healthcare experience that provides our members, their families, healthcare decision makers, and general caregivers with the guidance and plans they need for healthy living.
   
   JOB SUMMARY: The Grievance & Appeal Clinical Reviewer performs complex medical necessity reviewed on Initial Adverse Determinations or Organization Determinations that have been appealed. The Clinical Reviewer will handle expedited and standard requests and ensures that the appeals are processed in accordance with regulations, compliance standards and policy and procedures. Investigation and preparation of case narratives and statements of position based on clinical information, benefits, applicable regulations related to member or provider dispute of decisions.
   
   PRIMARY RESPONSIBILITIES:
   
   + Prepares clinical reviews based on clinical guidelines and provides monitoring of cases involving medical decisions and quality of care or service decisions; ensures all cases are completed in accordance with state and federal regulatory requirements including timelines.
   
   + Presents recommendations based on clinical review, criteria, and organizational policies
   
   + Communicates clearly and concisely, both verbally and in writing.
   
   + Analyze and complete written summaries on clinical cases.
   
   EDUCATION AND EXPERIENCE: Education: BA or BSN, Degree or 3 years equivalent experience.
   
   Required: Current New York State required; RN license to practice in the State of New York required.
   
   Preferred: 2 years of health care experience required; preferably in a managed care environment in related area of responsibility, (i.e. utilization management, quality management, grievances, and appeals)
   
   Type of Experience
   
   Required:
   
   + Strong analytical skills focusing on accuracy and attention to detail.
   
   + Sound judgement.
   
   + The ability to understand and apply medical criteria and product knowledge and experience.
   
   + Excellent verbal and written communication skills.
   
   + Computer literacy in order to navigate through internal/external computer systems, including Excel and Microsoft Word
   
   Preferred: Specific Technical Skills: Outlook, Word, Excel
   
   Certifications/Licensure:
   
   Required: N/A
   
   Knowledge and Skills:
   
   Working Knowledge of Health Care
   
   Preferred:
   
   SCOPE INFORMATION
   
   # Direct Reports: n/a
   
   PHYSICAL REQUIREMENTS:
   
   The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   The above statements are intended to describe the general nature and level of work performed by individuals assigned to the job classification. They should not be construed as an exhaustive list of all responsibilities, duties and skills required.
   
   Centers Plan For Healthy Living is committed to leveraging the diverse backgrounds, perspectives and experiences of our workforce to create opportunities for our employees and our business. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or any other characteristic protected by law and will not be denied employment.
   
   Other details
   
   + Pay Type Salary
   
   Apply Now
   
   + Margate, FL, USA

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5. Post your job

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

6. Interview candidates

   Recruiting veteran appeals reviewers 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.

   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 veteran appeals reviewer

   Once you've selected the best veteran appeals reviewer 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new veteran appeals reviewer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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