How to hire a cold header operator

How to hire a cold header operator, step by step

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

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1. Identify your hiring needs

   The cold header 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

   A cold header operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, cold header 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 presents cold header operator salaries for various positions.

   Type of Cold Header Operator	Description	Hourly rate
   Cold Header Operator	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$18-47
   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

2. Create an ideal candidate profile

   Common skills:

   • Calipers
   • Grinders
   • SPC
   • Formax

   Responsibilities:

   • Use measuring equipment (calipers, micrometers, etc . )
   • Enforce QMS compliance fulfilling BSI regulate certification.
   • Maintain parts to blue-print specifications using micrometers, vernier calipers and measuring gages.
   • Enforce QMS compliance fulfilling BSI regulate certification.

3. Make a budget

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

   • Location. For example, cold header operators' average salary in hawaii is 38% less than in new jersey.
   • Seniority. Entry-level cold header operators earn 61% less than senior-level cold header operators.
   • Certifications. A cold header 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 cold header operator's salary.

   Average cold header operator salary

   $62,538yearly

   $30.07 hourly rate

   ---

   Entry-level cold header operator salary

   $39,000 yearly salary

   Updated February 1, 2026

4. Writing a cold header operator job description

   A cold header 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 cold header operator job description:

   Cold header operator job description example

   Operators are responsible for all aspects of safely operating Rivet Manufacturing machines. Candidates will load and feed wire; setup tools; adjust and ensure all settings are proper to achieve optimal results; follow work instruction processes; and keep work area clean and organized.
   RESPONSIBILITIES:
   
   Learn and apply the use of cold forming principles
   
   Operate cold heading machines
   
   Setup and operated a variety of thread rollers and cold heading machines (SP 18, 28, 38, & 560).
   
   Performed tool changes and tooling modifications
   
   Identify the difference in wire size
   
   Grip and operate various hand tools including, electric grinder, bolt cutters, and wrenches
   
   Troubleshoot quality issues during production
   
   Follow 5-S principles
   
   Safely operate powered industrial trucks
   
   Ability to use and analyze micrometers, calipers and all other measuring devices
   
   Always work in a safe manner, understanding safety and quality are priority
   
   Ability read and understand steel-labels and lot-control tags
   
   Able to lift up to 50 lbs.
   
   Must be able to move around production area, including standing and bending
   
   Must have good visual acuity to read and use software
   
   Push or pull tool/welding kits
   
   Occasionally crouch or bend to operate controls (lower than 36" from ground)
   
   Ability to understand and operate controller
   
   Ability to understand and measure parts using appropriate measuring tools
   
   Basic computer skills
   
   Basic mathematic skills to include the use of decimals and fractions
   
   Strong oral and written communication skills Punctual, reliable, and team-oriented
   
   Positive attitude
   
   **Top Skills Details:**
   
   Production,Machine operation
   
   **Additional Skills & Qualifications:**
   
   MUST HAVE:
   
   6+ months of manufacturing experience
   
   Quality experience
   
   -be able to be on feet 8-10 hours a day
   
   -lift up to 50 pounds unassisted
   
   -basic computer skills (typing, data entry)
   
   **Experience Level:**
   
   Entry Level
   
   **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 Aerotek.com.
   
   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

   There are various strategies that you can use to find the right cold header operator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit cold header operators, 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.

   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 cold header operator

   Once you have selected a candidate for the cold header operator 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.

   Once that's done, you can draft an onboarding schedule for the new cold header 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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