Share
If you’ve Googled “Claims Specialist job description”, you’ve probably noticed they all look the same.
Bullet points. Corporate jargon. Zero personality.
Here’s the problem — those posts don’t actually help you attract a great Claims Specialist.
Sure, they might get you a stack of applications, but not necessarily from the kind of person who can keep your claims process accurate, efficient, and customer-friendly under pressure.
Most job descriptions are just a checklist of duties and requirements. But top candidates aren’t motivated by bullet points alone — they want to know what impact they’ll make, who they’ll work with, and why the role matters.
That’s exactly what this guide will show you.
We’ll break down how to write a Claims Specialist job description that gets noticed by top talent — with plain-English role definitions, real examples, and ready-to-use templates you can customize for your company.
Before we dive in, I recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — it explains why generic posts fail to convert quality applicants and how to turn your job ad into a genuine recruiting tool.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What a Claims Specialist Actually Does - Their Roles
A Claims Specialist is the person who makes sure insurance or warranty claims are handled smoothly, accurately, and fairly.
They review claim details, verify information, assess eligibility, and decide how the claim should be resolved — all while keeping communication clear and respectful with the claimant.
In many ways, they’re both a detective and a customer advocate.
They gather evidence, check policies, and coordinate with other departments to make sure every decision is backed by facts and in line with company policy.
At the same time, they represent your company’s values in how they handle each case — showing empathy, professionalism, and fairness, even when delivering tough news.
A great Claims Specialist doesn’t just “process paperwork.”
They protect your company from fraud, help customers feel heard, and keep the claims pipeline moving without delays — which directly impacts customer satisfaction, brand trust, and your bottom line.
Two Great Claims Specialist Job Description Templates
Template 1 — Job Description For Experienced Claims Specialist
📌 Job Title: Claims Specialist — HarborGate Insurance (Austin, TX | Hybrid) | $60,000–$75,000 + Bonus
💼 Type: Full-Time | Hybrid (3 days on-site)
🕒 Schedule: Mon–Fri, 9:00 AM–5:30 PM CT
📹 A quick word from our hiring manager: [Insert Loom/YouTube link]
Who We Are — HarborGate Insurance
HarborGate Insurance is a mid-sized P&C carrier serving 250,000+ policyholders across the Southwest. We’re known for fair decisions, fast turnaround, and a customer-first claims experience. Our claims team is the heartbeat of our promise—helping families and small businesses recover when it matters most.
What You’ll Be Doing
- Review, investigate, and adjudicate auto/property claims from intake to resolution
- Verify coverage, assess liability, and document all findings in Guidewire (or similar)
- Communicate empathetically with policyholders, agents, repair partners, and counsel
- Identify potential fraud and coordinate with SIU where appropriate
- Recommend reserves/settlements in line with company guidelines
- Track KPIs (cycle time, accuracy, customer satisfaction) and suggest process improvements
What We’re Looking For
- 2+ years in P&C claims (auto, property, or general liability)
- Strong investigative skills; high attention to detail under deadlines
- Clear, professional written and verbal communication
- Experience with claims platforms (Guidewire, Duck Creek, or similar)
- Sound judgment and de-escalation skills when delivering tough decisions
Perks & Benefits
- Competitive base + performance bonus
- Medical, dental, vision (90% employer-paid for employee)
- 401(k) with 4% match
- 18 days PTO + 10 paid holidays + 2 volunteer days
- Annual learning stipend ($1,000)
- Home office setup reimbursement ($600)
- Commuter benefits for in-office days
Why This Role Is a Great Fit
- Meaningful impact: your decisions help people recover from real losses
- Autonomy with support: clear guidelines, seasoned mentors, modern tools
- Growth path: senior specialist, team lead, or subrogation/SIU tracks
- Pragmatic culture: we value accuracy, empathy, and continuous improvement
Our Hiring Process
We review every application and respond within 7–10 days. Shortlisted candidates complete a WorkScreen skills evaluation, followed by a video interview and a case walkthrough. Finalists receive timely, clear decisions.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]
Complete the short evaluation so we can understand your strengths right away.
Template 2 —Job Description For Entry-Level / Willing-to-Train Claims Specialist
📌 Job Title: Entry-Level Claims Specialist (Training Provided) — NorthBridge Warranty Services (Remote-First, USA) | $45,000–$55,000
💼 Type: Full-Time | Remote-First (optional coworking stipend)
🕒 Schedule: Mon–Fri, 9:00 AM–6:00 PM local time
📹 A quick word from our hiring manager: [Insert Loom/YouTube link]
Who We Are — NorthBridge Warranty Services
NorthBridge partners with e-commerce brands to provide extended warranties for consumer electronics and home appliances. We’re a fast-growing team focused on making warranty claims simple, fast, and transparent—turning a frustrating moment into a positive brand experience.
What You’ll Be Doing
- Learn our end-to-end warranty claims process through a structured 6-week program
- Review documentation, verify eligibility, and assist with approvals/denials
- Communicate clearly and kindly with customers via chat, email, and phone
- Update case notes, request additional info, and coordinate replacements/repairs
- Flag patterns and share ideas to improve workflows and customer experience
What We’re Looking For
- No prior claims experience required—we’ll train you
- Strong organization, problem-solving, and note-taking
- Empathetic communication; calm under pressure
- Comfortable with web-based tools; willing to learn new systems
- Reliable, curious, and team-oriented
Perks & Benefits
- Competitive salary + quarterly customer experience bonus
- Medical, dental, vision (employee coverage 100% paid)
- 401(k) with 3% match
- 15 days PTO + 8 paid holidays + birthday off
- $750 annual learning budget + certification support
- $50/month wellness stipend + $75/month internet/coworking stipend
- Laptop + peripherals provided
Why This Role Is a Great Fit
- Launchpad role: we hire for potential and promote from within
- Real customer impact: turn stressful situations into great experiences
- Clear progression: specialize in product lines, QA, or team lead within 12–24 months
- Supportive culture: coaching, weekly 1:1s, and transparent feedback loops
Our Hiring Process
Every application is reviewed. Expect a response within 5–7 days. Shortlisted candidates complete a WorkScreen skills assessment tailored for entry-level talent, then a video interview, and a short simulated case.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]
The evaluation showcases your strengths—even if you’ve never worked in claims before.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Claims Specialist Job Descriptions Work
Both templates follow the best practices from our master job post guide, but tailored for the Claims Specialist role.
Here’s what makes them stand out:
1. Clear, Specific Titles
- Instead of the vague “Claims Specialist,” we add company name, location/remote status, and compensation range.
- This sets expectations upfront and helps job boards match your listing to the right audience.
2. Warm, Human Intros
- A quick video from the hiring manager or CEO gives a personal welcome and instantly humanizes your brand.
- The “Who We Are” sections focus on the company’s mission and customers served, not just generic corporate speak.
- By naming the industry (insurance, warranty) and describing the real-world impact, the post attracts candidates aligned with your work.
3. Transparent Responsibilities
- The duties are written in plain English and linked to the larger purpose (“helping families recover” or “turning warranty frustrations into positive experiences”).
- Tasks are specific to the claims field, avoiding generic phrases like “handle paperwork.”
4. Defined Requirements Without Overkill
- Experienced template lists essential, role-specific skills without padding it with unrealistic “nice-to-haves.”
- Entry-level template openly says “No prior claims experience required” to encourage fresh talent.
5. Perks & Benefits Are Spelled Out
- Both templates separate Perks & Benefits from “Why This Role Is a Great Fit” so candidates can scan quickly.
- Benefits are tangible—health coverage percentages, PTO amounts, learning stipends—not just “great culture” claims.
6. Strong “Why This Role Is a Great Fit” Section
- This is the emotional hook for candidates:
- Impact: How the role matters.
- Growth: Where they can go next.
- Support: How they’ll be developed and treated.
- Impact: How the role matters.
- Shows your company values more than productivity—this is where you win over selective, high-quality applicants.
7. Respectful, Clear Hiring Process
- Timelines for responses are stated clearly (e.g., “within 5–10 days”).
- WorkScreen is introduced as a fair, skills-first evaluation tool, signaling modern hiring practices and respect for candidate time.
8. Culture and Values Are Embedded, Not Tacked On
- Instead of a generic “we value teamwork,” the job descriptions demonstrate it—through descriptions of how teams interact, decision-making approaches, and customer impact.
9. Industry-Relevant Language
- Mentions of specific tools (Guidewire), processes (SIU escalation), and metrics (cycle time, accuracy) make the experienced template credible to top-tier candidates.
- Entry-level version focuses on transferable skills and learning, signaling inclusivity.
10. Balanced Professionalism and Warmth
- The tone is confident and professional without being stiff.
- Candidates can tell they’re applying to a company that’s serious about performance and about people.
Example of a Bad Claims Specialist Job Description (And Why It Fails)
📌 Job Title: Claims Specialist
Company: XYZ Insurance
Location: New York, NY
Type: Full-Time
Job Summary
We are seeking a Claims Specialist to handle incoming claims and process them according to company guidelines.
Responsibilities
- Review and process claims.
- Maintain records and documentation.
- Communicate with clients as needed.
Requirements
- Bachelor’s degree preferred.
- Good communication skills.
- Ability to work independently.
Salary: Not disclosed
How to Apply:
Send your CV to hr@xyzinsurance.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic, Uninspired Title
- Just “Claims Specialist” with no location, salary, or context. Offers nothing to differentiate the role from hundreds of others.
- Just “Claims Specialist” with no location, salary, or context. Offers nothing to differentiate the role from hundreds of others.
- Cold, Minimal Introduction
- No mission, no company values, no context on why the role exists. Feels like it could be for any company in any industry.
- No mission, no company values, no context on why the role exists. Feels like it could be for any company in any industry.
- Vague Responsibilities
- “Review and process claims” tells the candidate nothing about the type of claims, process complexity, or systems used.
- “Review and process claims” tells the candidate nothing about the type of claims, process complexity, or systems used.
- Weak Requirements Section
- Lacks clarity on whether industry experience is required. No mention of key skills that actually matter for success in this role (e.g., investigation, fraud detection, empathy).
- Lacks clarity on whether industry experience is required. No mention of key skills that actually matter for success in this role (e.g., investigation, fraud detection, empathy).
- No Salary or Benefits Information
- Omitting salary range and perks signals a lack of transparency, which can drive top candidates away.
- Omitting salary range and perks signals a lack of transparency, which can drive top candidates away.
- Cold, Dismissive Hiring Process
- “Only shortlisted candidates will be contacted” is impersonal and leaves applicants uncertain about timelines or next steps.
- “Only shortlisted candidates will be contacted” is impersonal and leaves applicants uncertain about timelines or next steps.
- Zero Personality in the CTA
- The “send your CV” line feels transactional and gives no reason to feel excited about joining the team.
- The “send your CV” line feels transactional and gives no reason to feel excited about joining the team.
This section creates the before-and-after contrast that makes your “good” examples even stronger.
Bonus Tips to Make Your Job Post Stand Out
Even with a well-structured, human job post, you can make it even more appealing and trustworthy with a few extra touches:
1. Add a Security & Privacy Notice
This builds trust from the start and reassures candidates that applying is safe.
Example:
“We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
2. Highlight Paid Time Off or Flex Days
Work-life balance is a major selling point.
Example:
“Enjoy up to 20 paid days off per year, plus 2 volunteer days to give back to the community.”
3. Mention Training & Career Growth Opportunities
Candidates want to know there’s a path forward.
Example:
“We invest in your growth — from ongoing claims training to leadership development programs. Many of our team leads started as claims specialists.”
4. Include a Loom or YouTube Video from the Hiring Manager
This makes the role feel personal and authentic. Candidates get a sense of who they’ll work with and the company culture.
Example:
“[Insert link] — Meet your future manager and hear why this role is important to our mission.”
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Call Out Unique Perks
Even small perks can make your listing memorable:
- Wellness stipend
- Annual learning allowance
- Commuter benefits
- Pet-friendly office
6. Show Candidate-Centric Hiring Practices
Top applicants appreciate clarity and respect.
Example:
“We review every application and respond to all candidates within 7 business days. You’ll never be left wondering where you stand.”
By adding these elements, your job post signals professionalism, transparency, and a genuine commitment to employee well-being — all things that help you stand out from the flood of generic listings.
Should You Use AI to Write Job Descriptions?
These days, it feels like every hiring manager has tried asking ChatGPT or an ATS tool to “write a job description” — and ended up with something bland, overstuffed with buzzwords, and completely generic.
The problem?
When you give AI little or no context, it can only give you average — and average job posts don’t attract top-tier Claims Specialists.
The Risks of Using AI Blindly
- Generic wording that could apply to any role, in any company.
- Wrong emphasis — AI might overfocus on minor admin tasks and underplay critical skills like fraud detection or customer empathy.
- No cultural alignment — Without your values, mission, and tone, the post feels robotic and unmemorable.
- Attracting the wrong candidates — Vague language invites low-effort, “apply to everything” applicants.
The Right Way to Use AI for a Claims Specialist Job Post
Think of AI as your editor, not your author.
Feed it the right details, and it can help you polish language, improve clarity, and tighten structure.
Here’s a sample prompt formula that actually works:
“Help me write a job description for a Claims Specialist at [Company Name]. We handle [type of claims: auto, property, warranty, etc.] for [target customer]. This role involves [list 5–7 key responsibilities]. Our culture is [describe your culture and values]. We want to attract candidates who are [list key personality traits]. The salary range is [$X–$Y] and our benefits include [list perks]. Our hiring process is [briefly outline process]. Use a warm, professional tone that reflects our customer-first mindset. Make sure the responsibilities and requirements are specific to claims work, not generic office duties. Here are a few notes I’ve written to get you started: [paste your notes]”
Then, once AI gives you a draft:
- Fact-check the details.
- Add human touches like a manager video link, your company mission story, or a personal note about the team.
- Split perks and role fit into separate sections so candidates can scan quickly.
Bottom line: AI can speed up the writing process — but only if you give it the ingredients for a post that reflects your company and attracts the right talent.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Quick Copy-Paste Claims Specialist Job Description?
✅ Option 1: Culture-First Style
📌 Job Title: Claims Specialist — [Company Name] ([Location] | [Job Type]) | $[Salary Range] + [Bonus/Benefits]
🕒 Schedule: [Standard Hours]
📹 Meet Your Manager: [Loom/YouTube link]
Who We Are
[Company Name] helps [target customers] with [brief mission/what you do]. We’re known for [2–3 credibility points: e.g., fast, fair decisions; high CSAT; modern tooling]. Our claims team is the heart of that promise—helping people recover when it matters most.
What You’ll Be Doing
- Review, investigate, and resolve [auto/property/warranty/etc.] claims from intake to resolution
- Verify coverage, assess liability, and document findings in [claims platform]
- Communicate empathetically with claimants, agents, and partners
- Identify potential fraud and escalate to SIU as needed
- Track KPIs (cycle time, accuracy, CSAT) and suggest process improvements
What We’re Looking For
- [X]+ years in [claims/insurance/related field] (or equivalent experience)
- Strong investigative skills and attention to detail under deadlines
- Clear written and verbal communication; de-escalation skills
- Familiarity with [Guidewire/Duck Creek/other claims systems] is a plus
Perks & Benefits
- Competitive base + performance bonus
- Medical, dental, vision: [employer contribution details]
- 401(k) with [X]% match
- PTO days + [X] paid holidays + [X] volunteer days
- Annual learning stipend $[Amount]
- [Remote/hybrid] stipend: $[Amount] for home office/internet
Why This Role Is a Great Fit
- Meaningful impact: your decisions help people recover from real losses
- Autonomy with support: clear guidelines, modern tools, and experienced mentors
- Growth path: advance to senior specialist, team lead, or [subrogation/SIU/QA] tracks
- People-first culture: accuracy, empathy, and continuous improvement
How to Apply
Apply via WorkScreen: [WorkScreen link]
We review every application and respond within [X–Y] days. Shortlisted candidates complete a concise skills evaluation before interviews.
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements”
📌 Job Title: Claims Specialist — [Company Name] ([Location] | [Job Type]) | $[Salary Range] + [Bonus/Benefits]
🕒 Schedule: [Standard Hours]
Job Brief
[Company Name] partners with [industry/customers] to deliver a fast, transparent claims experience. We’re hiring a Claims Specialist to manage [claim type] cases with accuracy, empathy, and speed in a [remote/hybrid/on-site] environment.
Responsibilities
- Review documentation, verify eligibility, and adjudicate claims
- Communicate with customers and partners via phone, email, and chat
- Maintain detailed, accurate case notes in [claims platform]
- Identify patterns and recommend workflow improvements
- Collaborate with cross-functional teams ([legal/repairs/provider network])
Requirements
- years of experience in [claims/insurance/customer operations] or equivalent transferable skills
- Strong organization, analysis, and problem-solving
- Clear, empathetic communication; calm under pressure
- Comfortable with web-based tools and quick to learn new systems
Perks & Benefits
- Competitive salary + [quarterly/annual] bonus
- Medical, dental, vision: [coverage details]
- 401(k) with [X]% match
- PTO days + [X] holidays + birthday off
- $[Amount] annual learning budget + $[Amount]/month wellness/internet stipend
- Company-provided laptop + peripherals
How to Apply
Apply via WorkScreen: [WorkScreen link]
We’ll review your application and follow up within [X–Y] days. Shortlisted candidates complete a short, role-relevant evaluation.
Next Step: Let WorkScreen Handle the Hard Part
Once you’ve written a job post that actually attracts the right candidates, the real challenge begins: sorting through applications and finding the people who can actually do the job well.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
- Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Easily administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Eliminate low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
💡 How to use it for your Claims Specialist role:
Once your job description is live, share your unique WorkScreen application link on job boards, LinkedIn, and your careers page. Candidates will go through a short, targeted evaluation that’s specific to the Claims Specialist role — saving you hours of manual screening and helping you avoid costly hiring mistakes.
create your job post, send candidates your WorkScreen link, and let the platform streamline everything from evaluation to shortlisting.
FAQ
Look for a blend of analytical and soft skills that reflect the daily realities of claims work:
- Analytical thinking & attention to detail: Critical for assessing documentation and determining claim legitimacy.
- Communication (written & verbal): Essential for clear explanations, updates, and interactions with claimants and colleagues.
- Problem-solving & critical thinking: Allows specialists to navigate unclear or complex cases effectively.
- Organization & time management: With multiple cases at once, managing priorities smoothly is a must.
- Technical aptitude: Comfort with claims platforms (e.g. Guidewire) and office tools speeds on-boarding and accuracy.
Salary varies by industry, experience, and location. Here are some current figures:
- ZipRecruiter (2025): average annual pay is $48,885 ($23.50/hour).
- Glassdoor (August 2025): average ~ $67,891/year (~$33/hour), with most salaries ranging between $54,058 and $86,180.
- PayScale (mid‑2025): average base salary of ~$62,366/year, ranging from ~$44,000 to ~$90,000.
** Tip for employers:** When building your salary range, consider your region, industry benchmarks, and the level of experience you’re targeting.
Certifications like CPCU, AIC, or product-specific ones (e.g., auto/property focused) can improve credibility and career mobility, though not always mandatory—especially in entry-level roles.
