How to hire a burner operator

How to hire a burner operator, step by step

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

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1. Identify your hiring needs

   Before you post your burner 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 burner 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

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

   Type of Burner Operator	Description	Hourly rate
   Burner Operator		$14-20
   Machine Operator/Forklift Operator	A machine operator/forklift operator is responsible for operating industrial trucks to move merchandise around the warehouse facilities and other assigned areas. Machine operators/forklift operators also assist with inventory tasks by scanning orders and ensuring the correct merchandise for shipment... Show more	$12-18
   Material Handler/Forklift Operator	A material handler and forklift operator is responsible for transporting and storing various kinds of goods, even including fragile or hazardous shipments. The duties and location will vary depending on the line of work or industry involved... Show more	$13-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CNC
   • Propane
   • Calipers
   • Cranes
   • Torches
   • Hoists
   • Safety Procedures
   • Customer Specifications
   • Arc Welding
   • Bobcat
   • Steel Plates
   • Assembly Line
   • End Loaders

   Responsibilities:

   • Exhibit leadership skills by managing co-worker assignments while simultaneously monitoring the skate floor
   • Pull stock orders, cut steel, operate overhead cranes and CNC burners, cold see, bandsaw.
   • Operate battery of circular saws to cut plastic blocks containing ceramic-coat aluminum rods to length for processing into electronic resistors.
   • Exhibit leadership skills by managing co-worker assignments while simultaneously monitoring the skate floor

3. Make a budget

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

   • Location. For example, burner operators' average salary in arkansas is 35% less than in minnesota.
   • Seniority. Entry-level burner operators earn 29% less than senior-level burner operators.
   • Certifications. A burner 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 a burner operator's salary.

   Average burner operator salary

   $35,893yearly

   $17.26 hourly rate

   ---

   Entry-level burner operator salary

   $30,000 yearly salary

   Updated December 18, 2025

4. Writing a burner operator job description

   A good burner 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 burner operator job description:

   Burner operator job description example

   Burn Table Operator
   
   

   • 2nd shift, Monday - Friday, 2 pm-10 pm- Pay Rate $17/hr + $2/hr shift premium.
   • Eligible for $1,000 Sign On Bonus (minus applicable taxes) after 90 days. Sign on Bonus is subject to eligibility requirements and all applicable taxes are withheld.

   
   Make Your Mark. Shape Your Future.
   
   It takes great people to achieve greatness. People with a sense of purpose and integrity. People with a relentless pursuit of excellence. People who care about making things better For Those Who Make The World™. Sound like you? Join our top-notch team of 54,000+ professionals in 60 countries who are making their mark on some of the world's most beloved brands, including DEWALT, CRAFTSMAN, STANLEY, BLACK+DECKER, IRWIN, LENOX and more.
   
   What You'll Do
   As a Burn Table Operator, you'll be part of our manufacturing team located in Akron, OH. You'll get to:

   • Clean, deburr, grind and torch machine parts as needed.
   • Read production schedule and work orders to determine items to be burned.
   • Load and unload steel plate onto burn table via forklift or overhead cranes.
   • Set-up and operate CNC burn table to burn steel plate according to specifications.
   • Perform other duties as assigned.
   • Focus on safety, quality, and achievement of specific/exact objectives.

   Who You Are
   You always strive to do a good job...but wouldn't it be great if you could do your job and do a world of good? You care about quality - at every level. You love to learn and grow and be acknowledged for your valuable contributions. You're not intimidated by innovation. In fact, you embrace it. You also have:

   • High school diploma or general education degree (GED) preferred.
   • Minimum of 6 to 12 months related experience and/or training in a manufacturing environment.
   • Previous experience using a Burn Table preferred.
   • Previous experience operating a forklift or an overhead crane preferred.
   • Blueprint reading skills required.
   • Ability to read and interpret documents such as safety rules, procedures, etc.

   What You'll Receive
   You'll receive a competitive salary and a great benefits plan:

   • Medical, dental, life, vision, wellness program, disability, 401(k), Employee Stock Purchase Plan, paid time off and tuition reimbursement.
   • Discounts on Stanley Black & Decker tools and other partner programs.

   What's more, you'll get that pride that comes from empowering makers, doers, protectors and everyday heroes all over the world. We're more than the #1 tools and storage company and #2 security solutions provider, with a leading presence in engineered fastening. We're visionaries. Industry 4.0 innovators. As successful as we've been in the past, we have so much further to go. That's where you come in. Join us!
   
   All qualified applicants to Stanley Black & Decker are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran's status or any other protected characteristic.

   Copy this example

   

5. Post your job

   To find the right burner 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 burner operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit burner 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 burner operator job on Zippia to find and recruit burner 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 burner 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.

   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 burner operator

   Once you've decided on a perfect burner 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 burner 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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