How to hire a carding machine operator

How to hire a carding machine operator, step by step

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

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1. Identify your hiring needs

   The carding machine 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 a carding machine 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 a carding machine operator that fits the bill.

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

   Type of Carding Machine Operator	Description	Hourly rate
   Carding Machine Operator		$12-20
   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
   Machine Operator	Machine operators are responsible for managing the machines assigned to them. They set up, install, operate, maintain, troubleshoot, and ensure quality output... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • DOD
   • Operator Level Maintenance
   • Identification System
   • Defense Enrollment
   • Production Equipment
   • ID
   • Machine Operation
   • Quality Products
   • Production Process
   • Safety Procedures
   • Quality Checks

   Responsibilities:

   • Machine operator, run multiple machines for fabric company.
   • Record statistics on ISO documentation, and coordinate with machine technicians and electrical technicians to keep machines operating at maximum efficiency.
   • Record statistics on ISO documentation, and coordinate with machine technicians and electrical technicians to keep machines operating at maximum efficiency.

3. Make a budget

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

   • Location. For example, carding machine operators' average salary in district of columbia is 33% less than in wisconsin.
   • Seniority. Entry-level carding machine operators earn 36% less than senior-level carding machine operators.
   • Certifications. A carding machine 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 carding machine operator's salary.

   Average carding machine operator salary

   $16.38hourly

   $34,063 yearly

   ---

   Entry-level carding machine operator salary

   $27,000 yearly salary

   Updated January 19, 2026

4. Writing a carding machine operator job description

   A carding machine 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. Below, you can find an example of a carding machine operator job description:

   Carding machine operator job description example

   About the Team
   Fanatics Collectibles is a new company working at the intersection of collectibles and technology. Backed by some of the best investors, sports properties and operators in the world, we are integrating with Fanatics' global digital sports platform - which includes 900 sports relationships and more than 81 million reachable fans - to reimagine the collectibles business for the 21st century.
   
   The Manufacturing Associate supports the Memorabilia Department with processing game used sports materials (jersey's, bat's, collectibles) for specialty trading cards. A passion for sports and interest in growing within the Topps organization is exactly what we are looking for!
   Duties & Responsibilities: Provide estimates for the Relic materials received Deconstruct the Relic materials for production Apply self-adhesive material for Relic stability Follow written instructions of work orders Cut materials based to specified size, type, and requirements Estimate production surplus for inventory Support physical count at mid-year and year-end
   Experience, Skills & Abilities:Strong Working knowledge in MS office (Excel, etc.) Strong attention to detail and quick learning ability Strong communication skills Ability to work on your feet Keen attention to detail is required
   Fanatics is building the leading global digital sports platform to ignite and harness the passions of fans, and maximize the presence and reach for hundreds of partners globally. Leveraging these long-standing partnerships, a database of more than 80 million global consumers and a trusted, recognizable brand name, Fanatics is expanding beyond its position as the global leader for licensed sports merchandise to now becoming a next-gen digital sports platform, featuring an array of offerings across the sports ecosystem.
   
   The Fanatics family of companies currently includes Fanatics Commerce, a vertically-integrated licensed merchandise business that has changed the way fans purchase their favorite team apparel, jerseys, headwear and hardgoods through a tech-infused approach to making and quickly distributing fan gear in today's 24/7 mobile-first economy; Candy Digital, a digital collectibles company that is partnering with prominent sports properties, including MLB and MLBPA, to build an official NFT ecosystem; Fanatics Collectibles, a transformative company that is building a new model for the hobby and giving collectors an end-to-end collectibles experience; and Fanatics Betting & Gaming, a mobile betting, gaming and retail sportsbook platform. Additional ventures that will build out Fanatics' footprint across the broader digital sports landscape will be rolled out soon. Fanatics' partners include all major professional sports leagues (NFL, MLB, NBA, NHL, NASCAR, MLS, PGA) and hundreds of collegiate and professional teams, which include several of the biggest global soccer clubs.
   
   As a market leader with more than 8,000 employees, and hundreds of partners, suppliers, and vendors worldwide, we take responsibility for driving toward more ethical and sustainable practices. We are committed to building an inclusive Fanatics community, reflecting and representing society at every level of the business, including our employees, vendors, partners and fans. Fanatics is also dedicated to making a positive impact in the communities where we all live, work, and play through strategic philanthropic initiatives.
   
   At Fanatics, we're a diverse, passionate group of employees aiming to ignite pride and passion in the fans we outfit, celebrate and support. We recognize that diversity helps drive and foster innovation, and through our IDEA program (inclusion, diversity, equality and advocacy) at Fanatics we provide employees with tools and resources to feel connected and engaged in who they are and what they do to support the ultimate fan experience.
   
   Ensure your Fanatics job offer is legitimate and don't fall victim to fraud. Fanatics never seeks payment from job applicants. Feel free to ask your recruiter for a phone call or other type of communication for interview, and ensure your communication is coming from a Fanatics or Fanatics Brand email address. For added security, where possible, apply through our company website at www.fanaticsinc.com/careers
   
   Tryouts are open at Fanatics! Our team is passionate, talented, unified, and charged with creating the fan experience of tomorrow. The ball is in your court now.
   
   Fanatics is committed to responsible planning and purchasing (RPP) practices, working with its business partners across its global and multi-layered supply chain, to ensure that planning, sourcing, and purchasing decisions, along with other supporting processes, do not impede or conflict with the fulfillment of Fanatics' fair labor practices.
   
   NOTICE TO CALIFORNIA RESIDENTS/APPLICANTS: In connection with your application, we collect information that identifies, reasonably relates to or describes you (“Personal Information”). The categories of Personal Information that we collect include your name, government issued identification number(s), email address, mailing address, other contact information, emergency contact information, employment history, educational history, criminal record, and demographic information. We collect and use those categories of Personal Information about you for human resources and other business management purposes, including identifying and evaluating you as a candidate for potential or future employment or other types of positions, recordkeeping in relation to recruiting and hiring, conducting criminal background checks as permitted by law, conducting analytics, and ensuring compliance with applicable legal requirements and Company policies.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with carding machine 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 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 carding machine operator

   Once you've decided on a perfect carding machine 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.

   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 carding machine 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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