Hiring guide · Arts, Media & Design
How to Hire a Curator
Pay benchmarks, qualifications, sourcing, screening and interview questions for hiring curators, plus a plan to get them productive fast.
Write a clear job description, offer competitive pay (the national median is $63,420), recruit through portfolio sites and creative communities, verify Master’s where applicable, run a structured interview with a practical skills check, and onboard with a 30-60-90 day plan.
Pay data: BLS OEWS, May 2025 · Outlook: BLS 2025–35 · Checked October 15, 2026
The hiring market for curators
There are about 14,200 curators employed in the U.S., with roughly 1,600 openings each year. Employment is projected to change +4.9% from 2025–35 (about as fast as average). Most openings come from replacing workers who retire or change careers, so a steady pipeline matters.
Pay benchmarks for offers
| Candidate level | Annual | Hourly* |
|---|---|---|
| Entry level (10th–25th percentile) | $40,470–$48,870 | $19.46–$23.50 |
| Typical / mid-career (median) | $63,420 | $30.49 |
| Experienced (75th percentile) | $83,080 | $39.94 |
| Top of market (90th percentile) | $107,140 | $51.51 |
*Annual ÷ 2,080 hours except median. National BLS data; adjust for your state and metro area. Many states and cities now require pay ranges in job postings.
What to look for
Must-haves
- Master's degree (typical entry level)
- Research
- Storytelling
Nice-to-haves
- Master’s
- Ph.D.
- Museum studies certificate
- Experience with collections databases
Where to find curators
- Portfolio sites and creative communities
- Art, design, film and journalism school career centers
- Freelancers who have already worked with your team
- Professional associations such as AIGA and PRSA
- Job postings that use common alternate titles: Museum Curator, Collections Curator, Exhibition Curator, Gallery Curator
Screening checklist
- Portfolio or reel review
- A short paid test project
- Software proficiency check
- References from clients or creative directors
Follow federal, state and local rules on background checks, drug testing and fair-chance hiring, and apply screening consistently to all candidates for the role.
Interview questions to ask
Ask every candidate the same questions and score answers on a structured scorecard.
1. “Describe your research.”
What a strong answer includes: Share.
2. “Describe an exhibition you’d create.”
What a strong answer includes: Explain.
3. “How do you work with donors?”
What a strong answer includes: Share.
4. “How do you write for visitors?”
What a strong answer includes: Explain.
5. “Why museums?”
What a strong answer includes: Share.
Practical skills checks
A short demonstration beats a perfect resume. Ask candidates to talk you through, or perform under supervision, tasks such as:
- Plan a Museum Exhibition (see the steps)
- Research an Object’s Provenance (see the steps)
- Write Exhibit Labels Visitors Read (see the steps)
Red flags
- Can’t describe basic safety practices for the role
- Vague or inconsistent work history with no explanation
- Unfamiliar with core terms such as Collection, Accession, Provenance
- Negative talk about every past employer or coworker
Onboard for retention
The first 90 days decide whether a new hire stays. Use our Curator 30-60-90 day onboarding plan and give every new hire the same foundation with Curator training. Show them the path forward: Curatorial Assistant → Assistant Curator → Curator → Chief Curator.
Hiring curators: FAQ
How much should I pay a curator?
The U.S. median wage for curators is $63,420 per year ($30.49/hour), according to BLS May 2025 data. Entry-level offers often fall near the 25th percentile ($48,870), while experienced hires command closer to the 75th percentile ($83,080). Adjust for your local market.
What qualifications should a curator have?
BLS lists “master's degree” as the typical entry-level education. Look for Master’s and Ph.D. where relevant, plus skills such as research, exhibition planning, and writing.
How long does it take to train a new curator?
Becoming qualified typically takes 2 years after a bachelor’s plus experience. After hire, plan for a structured 30-60-90 day onboarding period; BLS classifies on-the-job training for this occupation as “none.”