How to hire a board runner

How to hire a board runner, step by step

Here's a step-by-step board runner hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a board runner, 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

   You should also consider the ideal background you'd like them a board runner 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 a board runner that fits the bill.

   The following list breaks down different types of board runners and their corresponding salaries.

   Type of Board Runner	Description	Hourly rate
   Board Runner		$11-20
   Finisher Operator	A finisher operator finalizes a product. They put on the final layer of paint, stitching, engraving or cloth on the product to complete it... Show more	$13-21
   SMT Operator	Surface mount technology (SMT) operators monitor and maintain any equipment used in establishing SMT electronic circuits. The task of SMT operators involves SMT machine operation to mount electronic components onto the circuit boards... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Surgery
   • Reservations
   • Greeting Guests
   • Cath Lab

   Responsibilities:

   • Manage expediter window paying close attention to garnishes and presentation.
   • Monitor and maintain cleanliness, sanitation, and organization of assign station and service areas.
   • Manage expediter window paying close attention to garnishes and presentation.

3. Make a budget

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

   • Location. For example, board runners' average salary in arkansas is 43% less than in minnesota.
   • Seniority. Entry-level board runners earn 44% less than senior-level board runners.
   • Certifications. A board runner 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 board runner's salary.

   Average board runner salary

   $15.91hourly

   $33,094 yearly

   ---

   Entry-level board runner salary

   $24,000 yearly salary

   Updated December 23, 2025

4. Writing a board runner job description

   A board runner 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. Below, you can find an example of a board runner job description:

   Board runner job description example

   This is a 12 week RN position in the operating room.

   Previous OR RN experience is required.

   
   Ministry Benefits
   
   

   • Paid time off (PTO)
   • Various health insurance options & wellness plans
   • Retirement benefits including employer match plans
   • Long-term & short-term disability
   • Employee assistance programs (EAP)
   • Parental leave & adoption assistance
   • Tuition reimbursement
   • Ways to give back to your community

   Benefits can vary. Please note, your Talent Advisor can provide specifics to the role should you have questions.

   
   Responsibilities
   
   

   Provide direct nursing care in accordance with established policies, procedures and protocols of the healthcare organization.

   • Implement and monitor patient care plans. Monitor, record and communicate patient condition as appropriate.
   • Serve as a primary coordinator of all disciplines for well-coordinated patient care.
   • Note and carry out physician and nursing orders.
   • Assess and coordinate patient's discharge planning needs with members of the healthcare team.

   
   Requirements
   
   

   Licensure / Certification / Registration:

   • BLS Provider credentialed from the American Heart Association (AHA) obtained prior to hire date or job transfer date required.
   • Licensed Registered Nurse credentialed from the Tennessee Board of Nursing or current home state license for multi-state license recognition "Compact State" obtained prior to hire date or job transfer date required.

   Education:

   • Diploma from an accredited school/college of nursing required.

   
   Why Join Our Team
   
   

   Ascension Saint Thomas in Tennessee is one of the largest healthcare providers in the state. Offering rewarding careers across 12 hospital campuses and a comprehensive network of affiliated joint ventures, medical practices, clinics, and rehabilitation facilities, you will find an environment that allows you to thrive and create a career path you love. As we continue to grow, we need compassionate caregivers, like you, to join us and influence care across our our communities.

   Ascension is a leading non-profit, faith-based national health system made up of over 150,000 associates and 2,600 sites of care, including more than 140 hospitals and 40 senior living communities in 19 states.

   Our Mission, Vision and Values encompass everything we do at Ascension. Every associate is empowered to give back, volunteer and make a positive impact in their community. Ascension careers are more than jobs; they are opportunities to enhance your life and the lives of the people around you.

   
   Equal Employment Opportunity Employer
   
   

   For further information regarding your EEO rights, click on the following link to the "EEO is the Law" poster:
   
   EEO is the Law Poster Supplement
   
   Please note that Ascension will make an offer of employment only to individuals who have applied for a position using our official application. Be on alert for possible fraudulent offers of employment. Ascension will not solicit money or banking information from applicants." " data-sheets-userformat=" "2":,"3": "1":0 ,"5": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"6": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"7": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"8": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"9":0,"10":1,"11":4,"12":0,"16":10,"23":1 " data-sheets-textstyleruns=" "1":0,"2": "2": "1":2,"2": "1":22 "1":434,"2": "2": "1":2,"2": ,"9":1 "1":498 "1":499,"2": "2": "1":2,"2": ,"9":1 "1":532 " data-sheets-hyperlinkruns=" "1":434,"2":"" "1":498 "1":499,"2":"" "1":532 ">Ascension Saint Thomas is an equal opportunity employer (EEO) and affords equal opportunity to all associates and applicants without regard to race, color, religion, national origin, citizenship, gender identity, sexual orientation, age, physical or mental disability, veteran status, genetic data, or other legally protected status.
   
   For further information regarding your EEO rights, click on the following link to the "EEO is the Law" poster:
   
   EEO is the Law Poster Supplement
   
   Please note that Ascension will make an offer of employment only to individuals who have applied for a position using our official application. Be on alert for possible fraudulent offers of employment. Ascension will not solicit money or banking information from applicants.

   
   E-Verify
   Right to Work" " data-sheets-userformat=" "2":,"3": "1":0 ,"5": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"6": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"7": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"8": "1": "1":2,"2":0,"5": "1":2,"2":0 , "1":0,"2":0,"3":3 , "1":1,"2":0,"4":1 ,"9":0,"10":1,"11":4,"12":0,"16":10,"23":1 " data-sheets-textstyleruns=" "1":0 "1":138,"2": "2": "1":2,"2": ,"9":1 "1":146 "1":147,"2": "2": "1":2,"2": ,"9":1 " data-sheets-hyperlinkruns=" "1":138,"2":"" "1":146 "1":147,"2":"" "1":160 ">This employer participates in the Electronic Employment Verification Program. Please click the E-Verify link below for more information.
   
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5. Post your job

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

6. Interview candidates

   To successfully recruit board runners, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 board runner

   Once you have selected a candidate for the board runner position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new board runner. 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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