How to hire a continuous operator

How to hire a continuous operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a continuous operator, 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

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

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

   Type of Continuous Operator	Description	Hourly rate
   Continuous Operator		$12-27
   Batch Plant Operator	A batch plant operator is in charge of overseeing factory activities and procedures, ensuring the batch adheres to the clients' orders and goes along with the company's standards and regulations. They primarily conduct quality assurance tests to inspect mixtures, recommend solutions to improve the mixtures' quality, produce progress reports, and maintain records... Show more	$14-25
   Washer Operator	A washer operator is tasked with operating laundry machines. They operate and tend to washing machines, dry-cleaning machines, and dryers that, in turn, take care of household or industrial articles... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Lean Six Sigma
   • Lean Manufacturing
   • Improvement Projects
   • Sigma
   • Process Flow
   • Process Improvement
   • Data Collection
   • SharePoint
   • CNC

   Responsibilities:

   • Single, double, and triple tandem extrusion of single and and multiconductor cable.
   • Administer the SharePoint online document storage and are responsible for resolving problems as they occur.
   • Repair fail boards that require SMT soldering and/or through hole soldering of pins, capacitors and resistors.
   • Handle efficient stocking processes while utilizing RF equipment, as well as end of night clean up tasks.
   • position for CNC machining shop specializing in precision mill components for aerospace and custom applications.
   • Conduct routine operating inspections of the unit, troubleshoot operational problems and respond to area emergencies or to changing operational situations.

3. Make a budget

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

   • Location. For example, continuous operators' average salary in florida is 25% less than in illinois.
   • Seniority. Entry-level continuous operators earn 54% less than senior-level continuous operators.
   • Certifications. A continuous 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 continuous operator's salary.

   Average continuous operator salary

   $38,921yearly

   $18.71 hourly rate

   ---

   Entry-level continuous operator salary

   $26,000 yearly salary

   Updated January 30, 2026

4. Writing a continuous operator job description

   A job description for a continuous operator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a continuous operator job description:

   Continuous operator job description example

   Looking for an exciting opportunity to learn more about the Aerospace industry while finishing your degree? Consider joining us here at Collins Aerospace, where we're working side-by-side with customers on exciting industry possibilities. With a comprehensive portfolio, extensive capabilities and broad expertise, we're crafting intelligent solutions to meet the demands of a rapidly evolving global market - all representing the best in innovation and technology for the industries we serve across commercial, business, space, and military and defense aviation.
   
   Partner with our dedicated people leaders to experience meaningful work aligned with your university curriculum, powerful exposure to leadership at all levels, tailored career growth and more! At Collins, we're redefining aerospace and we're just getting started. Come soar with us.
   
   The Phoenix Electronics MRO is looking for a highly motivated, proactive, and self-directed CORE Co-op (Onsite). This candidate will drive continuous improvement efforts for our manufacturing floor and business processes in the site.. This position is full-time, Monday-Friday, and will run a minimum of January- August; it is only eligible for current students with a graduation date past August 2023.
   Primary Responsibilities
   
   + Participate / Lead CORE engagements to drive measurable manufacturing and business process improvements in the site
   
   + Plan, lead, and execute the implementation of the CORE Operating System within the PHX site, which may involve writing standard work, solving problems, etc.
   
   + Report on CORE training, engagement, and certification progression
   
   + Present kaizen report outs to the site leadership team as required
   
   + Assist in planning the site's annual Lean Leadership Week
   
   + Work toward becoming a certified CORE Apprentice, Champion, and Professional
   
   + Work and communicate with shop floor, office, and senior leadership team members
   
   + Partner with Operations, Engineering, Quality and other teams as required to drive improvements in the business
   
   Basic Qualifications
   
   + Requires a High School Diploma or equivalent and student must be pursuing a Bachelor's or advanced degree in an applicable discipline (Business, Supply Chain, Engineering)
   
   + Must be a U.S. Citizen
   
   Preferred Qualifications
   
   + Looking for a candidate who is interested in staying with the site for the entire 2023, and will be looking for a full-time offer at the end of the co-op
   
   + Previous experience/ highly knowledgeable of Microsoft Office (PowerPoint, Excel, Teams, SharePoint, etc.
   
   + Experience in a manufacturing environment
   
   + Experience making process improvements and/or leading kaizens
   
   + Leadership skills
   
   + Holds a CORE Apprentice and/or Champion, Lean / Six Sigma Green Belt, or other equivalent industry certification
   
   + Microsoft Visual Basic for Applications (VBA) or other coding experience
   
   + Experience with Solidworks, NX, or other Computer-Aided Design (CAD) software
   
   + SAP, JDE, or other ERP system
   
   + >= 2 years of college completed
   
   * Please consider the following role type definitions as you apply for this role.
   
   Onsite: Employees who are working in Onsite roles will work primarily onsite. This includes all production and maintenance employees, as they are essential to the development of our products.
   
   Hybrid: Employees who are working in Hybrid roles will work regularly both onsite and offsite. Ratio of time working onsite will be determined in partnership with your leader.
   
   Remote: Employees who are working in Remote roles will work primarily offsite (from home). An employee may be expected to travel to the site location as needed.
   
   Regardless of your role type, collaboration and innovation are critical to our business and all employees will have access to digital tools so they can work with colleagues around the world - and access to Collins sites when their work requires in-person meetings.
   
   Diversity drives innovation; inclusion drives success. We believe a multitude of approaches and ideas enable us to deliver the best results for our workforce, workplace, and customers. We are committed to fostering a culture where all employees can share their passions and ideas so we can tackle the toughest challenges in our industry and pave new paths to limitless possibility.
   
   Collins Aerospace, a Raytheon Technologies company, is a leader in technologically advanced and intelligent solutions for the global aerospace and defense industry. Collins Aerospace has the capabilities, comprehensive portfolio and expertise to solve customers' toughest challenges and to meet the demands of a rapidly evolving global market.
   
   We make modern flight possible for millions of travelers and our military every second. Our major product lines are on-board virtually every aircraft flying. Be it keeping passengers safe with our emergency power generation systems, or creating a positive in flight experience through reliable cabin pressure controls and quieter engines, Power & Controls focuses on delivering a best-in-class experience to our customers. We hire the top people in the industry. Their ideas drive our performance, and their integrity keeps our customers happy. Join us as we take flight!
   
   Nothing matters more to Collins Aerospace than our strong ethical and safety commitments. As such, all U.S. positions require a background check, which may include a drug screen.
   
   + Background check and drug screen required (every external new hire in the U.S.)
   
   + Drug Screen only performed on re-hires who have been gone for more than 1 year
   
   At Collins, the paths we pave together lead to limitless possibility. And the bonds we form - with our customers and with each other -- propel us all higher, again and again.
   
   Apply now and be part of the team that's redefining aerospace, every day.
   
   Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.
   
   Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.

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5. Post your job

   To find continuous 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 continuous operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level continuous 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 continuous operator job on Zippia to find and recruit continuous 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 continuous 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 continuous operator

   Once you've selected the best continuous operator 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.

   After that, you can create an onboarding schedule for a new continuous 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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