How to hire an accelerator operator

How to hire an accelerator operator, step by step

Here's a step-by-step accelerator operator hiring guide:

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

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1. Identify your hiring needs

   The accelerator operator 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

   You should also consider the ideal background you'd like them an accelerator operator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an accelerator operator that fits the bill.

   The following list breaks down different types of accelerator operators and their corresponding salaries.

   Type of Accelerator Operator	Description	Hourly rate
   Accelerator Operator	Nuclear technicians assist physicists, engineers, and other professionals in nuclear research and nuclear energy production. They operate special equipment used in these activities and monitor the levels of radiation that are produced.	$20-61
   Operator	Operators are skilled workers who are in charge of working on an industrial machine or a specific aspect of the manufacturing business. They are trained to operate machines, learning how to use them... Show more	$12-25

2. Create an ideal candidate profile

   Common skills:

   • RF
   • R
   • Computer Control Systems

   Responsibilities:

   • Manage the development and implementation of a PMO infrastructure including responsibility for recruiting, hiring, training and performance management.
   • Operate & maintain high current cyclotrons used for production of medical radio-isotopes.
   • Review loans that are scheduled for foreclosure auction ensure that they meet all applicable qualifications, investor guidelines and legal requirements.
   • Devise and document system specifications, tuning methods, and other operating procedures for ReA and the CCF.
   • Identify business through analyzing results, sales plan and effectively utilize payroll hours

3. Make a budget

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

   • Location. For example, accelerator operators' average salary in hawaii is 42% less than in rhode island.
   • Seniority. Entry-level accelerator operators earn 66% less than senior-level accelerator operators.
   • Certifications. An accelerator operator 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 an accelerator operator's salary.

   Average accelerator operator salary

   $75,221yearly

   $36.16 hourly rate

   ---

   Entry-level accelerator operator salary

   $43,000 yearly salary

   Updated December 14, 2025

4. Writing an accelerator operator job description

   An accelerator operator 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 an accelerator operator job description:

   Accelerator operator job description example

   Accelerated Management Program - Operations
   
   Seeking a career and not just a job? Daikin is looking for students to join our Accelerated Management Program (AMP). AMP can provide you with the tools you need for success within our company. On this twelve month program, you will work hands-on from the ground up and be provided with the opportunity to explore the facets of our company that could fit your personal skills and interests. Daikin's Accelerated Management Program includes two focuses: Branch Operations and Outside Sales Track
   
   Branch Operations Focus
   
   Focus your career on service oriented and relationship-based selling. You will work from the ground up to ensure you have a solid foundation of product, operational and customer knowledge to excel in your career. Parts of this track involve:
   
   + Counter Sales: Work face-to-face with customers while gaining product knowledge and learning our systems and processes.
   
   + Warehouse: Hands-on experience with our products, including shipping and receiving materials.
   
   + Inside/Showroom Sales: Further develop the daily skills needed to become a successful Branch leader, while building relationships with our customers and sales force.
   
   + Other aspects include: developing leadership skills, providing accurate pricing and inventory information, and developing and maintaining relationships
   
   Outside Sales Focus
   
   Help drive business development and prospecting. You will start your fast-track training into outside sales with an actual territory in one of designated markets.
   
   + Managing Customer priorities: Learn the importance of meeting the customer's demand for quick response times, on-site solutions, and on-time complete delivery. You will also focus time on learning how to manage all sales functions for existing and prospective customers.
   
   + Houston Training: Visit our corporate location in Houston, TX to network and build relationships with corporate leaders and other support teams.
   
   + Other aspects include: a focus on new business development, meeting sales goals, and building relationships with key stakeholders
   
   The AMP will provide you with a roadmap for success and support you with mentors and formal training. Are you ready to accelerate your career? Apply today!
   
   + Bachelor's degree in Management, Marketing, Sales, Entrepreneurial Studies (or similar)
   
   + Graduation Date: May 2022
   
   + Must have at least a 3.0 GPA (overall and major);
   
   + Successful students would have the following skills: detailed oriented, leadership, team oriented, self-motivated and entrepreneurial spirit.
   
   + Must have long term flexibility in location within the region (but national opportunities may be available as well) and be willing to relocate for career opportunity upon completion of program;
   
   + Must be eligible to work in the US without sponsorship now and in the future.
   
   The Company provides equal employment opportunity to all employees and applicants regardless of a person's race, color, religion (including religious dress or grooming practices), creed, national origin (including language use restrictions), citizenship, uniform service member or veteran status, ancestry, disability, physical or mental disability (including HIV/AIDS), medical condition (including cancer and genetic characteristics), genetic information, request for protected leave, marital status, sex, pregnancy, age (over 40), sexual orientation, gender, gender identity or expression, political affiliation, or any other characteristic protected by law. The Company will comply with all federal and state regulations and statutes pertaining to individuals with disabilities.
   
   32209
   
   ID: 2022-21260
   
   Education: Bachelor's Degree
   
   External Company Name: Daikin Comfort Technologies
   
   External Company URL: www.daikincomfort.com
   
   Street: 1934 West Beaver Street

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with accelerator operator 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 accelerator operator

   Once you've selected the best accelerator operator 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new accelerator operator. 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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