How to hire a cell worker

How to hire a cell worker, step by step

Here's a step-by-step cell worker hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a cell worker, 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 cell worker 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 cell worker that fits the bill.

   The following list breaks down different types of cell workers and their corresponding salaries.

   Type of Cell Worker	Description	Hourly rate
   Cell Worker		$28-57
   Production Internship	A production internship is a program for a college student who works as a support person and seeks experience in the film or television set. An intern will research topics using various sources such as the internet, assist production staff in developing relevant stories for the television, film, and social media and run errands for a particular project... Show more	$12-19
   Woodworking Shop Hand	A woodworking shop hand is responsible for assisting woodwork tasks, creating high-quality products, and inspecting the items thoroughly before packaging and releasing for delivery. Woodworking shop hands maintain clean and safe construction tools and equipment, perform repairs as needed, and disposing of defective items that may affect operational efficiency... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Operational Metrics
   • Functional Management
   • Continuous Improvement
   • Assembly Line
   • Financial Metrics

   Responsibilities:

   • Work closely with QA dept and use of color sentry and PMS color books to accomplish good end product.
   • Negotiate with suppliers on terms for price, delivery, quality and RMA conditions.
   • Operate a variety grounds maintenance equipment such as power lawn mowers, edgers, trimmers, chainsaws, and weed wickers.
   • Fabricate and install piping systems and HVAC system installation/diagnosis/repair.
   • Provide case management, psychosocial rehabilitation, and crisis intervention services to adults diagnose with severe and persistent mental illnesses.
   • Package and ship the fire sprinklers as per company policy.

3. Make a budget

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

   • Location. For example, cell workers' average salary in new mexico is 38% less than in connecticut.
   • Seniority. Entry-level cell workers 50% less than senior-level cell workers.
   • Certifications. A cell worker 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 cell worker's salary.

   Average cell worker salary

   $84,721yearly

   $40.73 hourly rate

   ---

   Entry-level cell worker salary

   $59,000 yearly salary

   Updated January 24, 2026

4. Writing a cell worker job description

   A good cell worker 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 cell worker job description:

   Cell worker job description example

   At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. With over 260,000 diverse, talented and dedicated employees across 100 locations in 30 countries, our vision is to be the most technologically advanced and trusted manufacturing solutions provider. We combine an unmatched breadth and depth of end-market experience, technical and design capabilities, manufacturing know-how, supply chain insights and global product management expertise to enable success for the world's leading brands. We are driven by a common purpose to make a positive impact for each other, our communities, and the environment.
   
   Drive continuous improvement in operational metrics while maximizing profitability within the business unit. Drive team to exceed customer expectations. Provide exceptional support to customers, team members and shareholders.
   ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
   
   LEADERSHIP AND MANAGEMENT RESPONSIBILITIES
   
   Recruitment and Retention:
   
   · Identify people requirements that meet the needs of the Workcell and the customer/product (i.e. # of ME's, QE's, TE's, IE's)
   
   · Communicate people requirements to Functional Managers (FM).
   
   · Identify key factors in team member turnover that can be improved and make improvements.
   
   Employee and Team Development:
   
   · Identify individual and team strengths and development needs on an ongoing basis.
   
   · Coach and mentor Workcell team members daily to deliver excellence to every internal and external customer.
   
   Performance Management:
   
   · Establish clear measurable goals and objectives to determine individual and team results (i.e. operational metrics, results against project timelines, knowledge of operational roles and responsibilities, personal development goals).
   
   · Provide ongoing feedback to Functional Managers on team member's contribution to the Workcell.
   
   · Express pride in team and encourage members of the Workcell to feel good about their accomplishments.
   
   · Drive individuals and the team to continuously improve in key operational metrics and in the achievement of the customer and Workcell goals.
   
   · Coordinate activities of large teams and keep them focused in times of crises.
   
   · Ensure recognition and rewards are recommended fairly and consistently in the Workcell to Function Managers.
   
   Communication:
   
   · Provide communication forum for the exchange of ideas and information with the workcell.
   
   · Organize verbal and written ideas clearly and use an appropriate business style.
   
   · Ask questions; encourage input from Workcell team.
   
   · Assess communication style of individual team members and adapt own communication style accordingly.
   
   · Act as a communication link between the Business Unit and Operations Unit.
   
   FUNCTIONAL MANAGEMENT RESPONSIBILITIES
   
   Business Strategy and Direction:
   
   · Know and understand the campus strategic directions.
   
   · Define, develop and implement a customer/workcell strategy that contributes to the campus strategic directions.
   
   · Develop an understanding of the Functional business strategies as they pertain to the workcell/customer.
   
   · Provide regular updates to the Function Manager, Business Unit Manager, and Assistant Operations Manager on the execution of the strategy.
   
   · Identify resource requirements that meet the needs of the workcell and the customer/product (i.e. machines, lines, visuals).
   
   · Communicate resource requirements to Function Managers.
   
   Cost Management:
   
   · Develop the monthly business unit forecast with the Business Unit Manager.
   
   · Identify creative ways to reduce cost by streamlining processes and systems (i.e. modification of responsibilities or consolidation of tasks, elimination of non-value-added processes, or complete re-engineering of processes and systems).
   
   · Utilize tools to monitor department cost and cost trends, striving continuously to improve value.
   
   · Provide feedback to Business Unit Manager and Assistant Operations Manager on costs and cost trends.
   
   Forecast Development and Accuracy:
   
   · Prepare timely forecasts for the workcell.
   
   · Compare forward forecast results to historical actual results for trend assessment and analysis.
   
   · Complete variance of actual results versus the forecast on time and communicate results to Business Unit Manger, Assistant Operations Manager, Operations Manager and Workcell Team.
   
   TECHNICAL MANAGEMENT RESPONSIBILITIES
   
   · Train the workcell teams on the validity of management by metrics and with the team monitor all workcell metrics.
   
   · Drive continuous improvement through trend reporting analysis and metrics management.
   
   · Assure that procedures and work instructions are efficient and not redundant.
   
   · Offer new ideas and suggestions for improvement. Identify and implement new practices and processes.
   
   · Demonstrate a commitment to customer service; anticipate, meet, and exceed expectations by solving problems quickly and effectively; making customer issues a priority.
   
   · Lead by example.
   
   · Exchange knowledge and information with other in-house units and Jabil facilities to ensure best practices are shared throughout the Jabil organization.
   
   · Ensure all sensitive and confidential information is handled appropriately.
   
   · Review all internal and external business plans, process changes, and personnel changes related to Workcell. Influence win/win outcome on unreasonable demands and bad plans.
   
   · Adhere to all safety and health rules and regulations associated with this position and as directed by supervisor.
   
   · Comply and follow all procedures within the company security policy.
   
   MINIMUM REQUIREMENTS
   
   Bachelor's degree preferred; and five years experience, one year in a supervisory role; or equivalent combination of education and experience.
   
   LANGUAGE SKILLS
   
   Ability to read, analyze, interpret and communicate regarding common scientific and/or technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to effectively present information to top management, public groups, and/or boards of directors. Advanced PC skills, including training and knowledge of Jabil's software packages.
   
   MATHEMATICAL SKILLS
   
   Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry
   
   REASONING ABILITY
   
   Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
   
   PHYSICAL DEMANDS
   
   The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. Ability to work effectively under pressure with constantly changing priorities and deadlines. Individual may be required to sit, stand, walk regularly and occasionally lift up to 15 lbs. Be accessible to production floor and office staff and to use required office equipment. Specific vision requirements include reading of written documents and use of computer monitor screen frequently.
   
   WORK ENVIRONMENT
   
   The work environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. Individual's primary workstation is located in the office area, where the noise level is low. Team member may frequently be present on the manufacturing floor where the noise level is low to moderate.
   
   BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver's license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact the Federal Bureau of Investigations internet crime hotline (www.ic3.gov), the Federal Trade Commission identity theft hotline (www.identitytheft.gov) and/or your local police department. Any scam job listings should be reported to whatever website it was posted in.
   
   Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identify, age, disability, genetic information, veteran status, or any other characteristic protected by law.

   Copy this example

   

5. Post your job

   There are a few common ways to find cell workers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your cell worker job on Zippia to find and recruit cell worker 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 cell workers, 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 cell worker

   Once you've selected the best cell worker candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   To prepare for the new cell worker first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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