How to hire an audio operator

How to hire an audio operator, step by step

Here's a step-by-step audio 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 audio operator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new audio operator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The audio 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

   An audio operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, audio operators 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 audio operators.

   Type of Audio Operator	Description	Hourly rate
   Audio Operator	Broadcast and sound engineering technicians set up, operate, and maintain the electrical equipment for radio programs, television broadcasts, concerts, sound recordings, and movies.	$44-93
   Stage Technician	A stage technician is part of the production and technical side of a stage play performance. The stage technician's job is to work alongside the floor director and the props team in the set up of the stage before a performance and packing it up afterward... Show more	$12-27
   Gas Technician	A gas technician specializes in installing and repairing gas systems and appliances in commercial establishments or residential areas. They visit sites to identify service requirements, inspect systems or equipment for any damage or gas leaks, troubleshoot problems, and perform the necessary installations, repairs, adjustments, or replacements... Show more	$12-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • RF
   • IFB
   • TV
   • Control Room
   • Audio Console
   • SSL
   • Video Production
   • Audio Board
   • Sound Effects
   • Master Control
   • Replay
   • Live Shots
   • Wireless Microphones
   • News Stories

   Check all skills

   Responsibilities:

   • Maintain microphone integrity and quality for transmitters, receivers, and IFB.
   • Receive and process audio transmissions from remote locations including IFB assignments and troubleshooting.
   • Conduct staff training on office software, internet usage, and PC troubleshooting.
   • Operate the administrative and technical aspects of a video teleconferencing center for clients ranging from civilian executives to four-star generals.
   • Mix FOH and monitors for all annual international conference events including performances.

3. Make a budget

   Including a salary range in your audio operator job description is one of the best ways to attract top talent. An audio operator can vary based on:

   • Location. For example, audio operators' average salary in kentucky is 49% less than in new hampshire.
   • Seniority. Entry-level audio operators 53% less than senior-level audio operators.
   • Certifications. An audio operator with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an audio operator's salary.

   Average audio operator salary

   $134,230yearly

   $64.53 hourly rate

   ---

   Entry-level audio operator salary

   $92,000 yearly salary

   Updated December 19, 2025

4. Writing an audio operator job description

   A good audio operator job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an audio operator job description:

   Audio operator job description example

   AUDIO OPERATOR - NewsNation
   
   Who we are: NewsNation is a national news cable network currently reaching 75 million television households across the United States. The network is owned and operated by Nexstar Media Group (NXST). NewsNation is currently searching for a freelance Audio Operator (A1) and (A2) for our national newscasts based at our HQ in Chicago , with the opportunity for full-time staff positions as operations expand.
   
   This opportunity is for someone that doesn't mind rolling up their sleeves and do something few have done before - launch a new 24-hour news network.
   
   Responsibilities:
   
   + The successful candidate will be able to listen to director's commands and react swiftly and accurately to mix a clean show during live and pre-recorded programming.
   
   + Must be able to route good mix minus to remotes, set up RF microphones and IFBs - proficient in operation of AZ Edit.
   
   + The successful candidate should add creativity and ideas that enhance the final product
   
   + The successful candidate should be a problem solver and quick thinker to resolve issues and to work around problems that arise during live news broadcasts.
   
   + Must be able to communicate and document effectively and concisely to the rest of the team.
   
   + All day parts (mornings, evenings, weekends, and holidays) may be a part of the schedule with overtime as situations demand.
   
   Qualifications:
   
   + Five plus (5+) years' experience in professional live television broadcast operations required
   
   + Previous live show audio mixing experience required.
   
   + Must work well in a collaborative team environment and be able to multitask.
   
   + Working knowledge of common business software applications, particularly Microsoft Word, Excel and Outlook.
   
   + Must be self-sufficient and have a "press-on-regardless" attitude.
   
   + Experience with Wheatstone audio boards preferred.
   
   + Bachelor's degree in Communications or related field preferred.
   
   This position is a full-time staff position which will require membership in IBEW.
   
   If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with audio 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 audio operator

   Once you've found the audio operator candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new audio operator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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