How to hire a bottling line operator

How to hire a bottling line operator, step by step

Here's a step-by-step bottling line operator hiring guide:

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

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1. Identify your hiring needs

   Before you post your bottling line operator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a bottling line operator for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect bottling line operator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of bottling line operator salaries for various roles:

   Type of Bottling Line Operator	Description	Hourly rate
   Bottling Line Operator		$12-20
   Packager	Packagers are skilled employees who place completed products into containers and prepare them for shipment by weighing and labeling each package. As the final checkpoints between buyer and manufacturer, packagers must ensure that items are in proper working order as well as discard defective items according to company procedures... Show more	$10-21
   Packaging Technician	A packaging technician is responsible for planning the packaging design of various products, creating attractive outputs by utilizing software tools and applications, and ensuring that the deliverables adhere to the product's features. Packaging technicians generate new designs according to market trends and public demands... Show more	$13-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Wine
   • Pallets
   • Safety Guidelines
   • Safety Rules
   • Line Equipment
   • Machine Operation
   • Quality Standards
   • Assembly Line
   • Bottle Line

   Responsibilities:

   • Move pallets of empty glass bottles to bottling room.
   • Hand loading pallets with boxes of new glass onto a conveyor belt and operating the bottling machine.
   • Set up and operate an extrusion machine in accordance with establish procedures and guidelines and customer requirements.
   • Used HMI system to operate/regulate machine parameters.

3. Make a budget

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

   • Location. For example, bottling line operators' average salary in wyoming is 46% less than in washington.
   • Seniority. Entry-level bottling line operators 38% less than senior-level bottling line operators.
   • Certifications. A bottling line 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 a bottling line operator's salary.

   Average bottling line operator salary

   $16.07hourly

   $33,417 yearly

   ---

   Entry-level bottling line operator salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a bottling line operator job description

   A good bottling line 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 a bottling line operator job description:

   Bottling line operator job description example

   SEEKING MACHINE OPERATORS ON 2ND AND 3RD SHIFT!! MUST HAVE 2+ YEARS OF MACHINE OPERATING EXPERIENCE!

   JOB DUTIES

   Operates various production machinery including; depalletizing, filling, rinsing, capping, labeling, case packing, case labeling, palletization, and other duties as assigned:

   • Operate bottling line machines/equipment in a correct, safe and efficient manner.
   • Detect malfunctions of bottling line machines/equipment and troubleshoot problems correctly and in a timely manner.
   • Address and resolve equipment issues as appropriate or escalate to Team Coordinator/Supervisor.
   • Make adjustments to machines to achieve optimal performance while following all safety protocols.
   • Inspect product and packaging materials throughout the various stages for quality to ensure product is bottled and packaged according to quality standards and specifications.
   • Perform and document all reports and product quality inspections in accordance with SOP's.
   • Actively participates and is engaged in safety initiatives, problem solving, Lean, Self-Directed Teams, continuous improvement and line efficiencies.
   • Perform changeovers and autonomous maintenance on equipment.
   • Participate in SMED activities to improve overall changeover process and line performance.
   • Ensure all safety procedures and standard operating procedures (SOP) are accurately followed and documented.

   PAY: $20/HR

   SHIFTS

   2nd Shift: 3PM - 1AM

   3rd Shift: 11PM-7AM

   BENEFITS

   Major Beverage Company with tremendous growth opportunity

   401(k)

   401(k) Match

   Paid Time Off

   Company Paid Holidays

   Flexible Spending Account

   Education Assistance

   Medical

   Dental

   Vision

   Life Insurance

   If interested please call !

   About Aerotek:

   We know that a company's success starts with its employees. We also know that an individual's success starts with the right career opportunity. As a Best of Staffing Client and Talent leader, Aerotek's people-focused approach yields competitive advantage for our clients and rewarding careers for our contract employees. Since 1983, Aerotek has grown to become a leader in recruiting and staffing services. With more than 250 non-franchised offices, Aerotek's 8,000 internal employees serve more than 300,000 contract employees and 18,000 clients every year. Aerotek is an Allegis Group company, the global leader in talent solutions. Learn more at

   The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

   Copy this example

   

5. Post your job

   To find the right bottling line operator for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with bottling line operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit bottling line operators who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your bottling line operator job on Zippia to find and recruit bottling line operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit bottling line operators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 bottling line operator

   Once you've decided on a perfect bottling line operator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   Once that's done, you can draft an onboarding schedule for the new bottling line 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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