How to hire a cooler operator

How to hire a cooler operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a cooler 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

   Hiring the perfect cooler operator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

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

   Type of Cooler Operator	Description	Hourly rate
   Cooler Operator	Material moving machine operators use machinery to transport various objects. Some operators move construction materials around building sites or excavate earth from a mine... Show more	$15-24
   Forklift Driver	A forklift operator is responsible for managing and operating industrial trucks and machines to ensure its performance safety and stability. Forklift operators' duties include safely handling of deliveries, securely moving items to storage areas, monitoring inventories and supplies, running diagnostic tests, reporting inspected malfunctions and deficiencies, performing basic troubleshooting, and adhering to safety procedures... Show more	$12-19
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Pallets
   • Production Floor
   • GMP

   Responsibilities:

   • Use automate systems and RF units to pull, put away and load customer product, in addition to managing inventory
   • Maintain soap spraying on tape alignment for lubrication of tape to shingles.
   • Maintain tape measurement alignment, nail setting, line, headlape and priming for the production fiber glass shingles.
   • Perform specialized production line and quality control duties in a professional production environment specializing in plastic extrusion.
   • Experience with hand scanners, electric sit down forklifts, electric power pallet jacks, and grinder.
   • Operate extractors and driers, or direct their operation.

3. Make a budget

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

   • Location. For example, cooler operators' average salary in north carolina is 33% less than in north dakota.
   • Seniority. Entry-level cooler operators 34% less than senior-level cooler operators.
   • Certifications. A cooler operator 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 cooler operator's salary.

   Average cooler operator salary

   $41,007yearly

   $19.71 hourly rate

   ---

   Entry-level cooler operator salary

   $33,000 yearly salary

   Updated December 16, 2025

4. Writing a cooler operator job description

   A good cooler 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 cooler operator job description:

   Cooler operator job description example

   General information
   
   All posting locations: Avon, New York, United States of America
   
   Job Function: 06 - Manufacturing
   
   Date Published: 11-Oct-2022
   
   Ref #: R-61904
   
   Description & Requirements
   
   Job Description
   
   Our Benefits:
   
   * Compensation: $20.17 - $20.85 (based on role)
   * Shift Differential +$0.75 2nd shift- +$1.00 3rd shift
   * Sign-on Bonus: $1-500*
   * On-the-Job Training
   * Add EXTRA money to your paycheck by referring friends and family to work for us.
   * Benefits include Medical- Dental- Vision- Health Reimbursement Accounts- Employee Assistance Programs- Company Paid Life Insurance- Company paid Short-term Disability
   * Company match to 401(k) plan
   * Company provided uniforms and safety shoes
   
   Work Schedule:
   
   Schedules have temporarily been changed to service holiday season demands. Normal schedules will resume after the new year.
   
   Holiday Schedules:
   
   6am-6:30pm
   
   1 weekday + Friday-Sun (7 openings)
   
   6pm-6:30am
   
   Monday-Thursday (1 opening)
   
   1 weekday + Friday-Sunday (4 openings)
   
   Normal Schedules Monday-Frida
   
   1st shift: 7:30am - 4:00pm
   
   2nd shift: 3:30pm - 12:00am
   
   3rd shift: 11:30pm - 8:00am
   
   Kraft Heinz and Avon Manufacturing Overview
   
   The Kraft Heinz Company is one of the largest foods and beverage companies in the world- with eight $1 billion+ brands and global sales of approximately $25 billion. We're a globally trusted producer of high-quality- great-tasting- and nutritious foods for over 150 years.
   
   At our location in Avon- NY we produce our iconic brands- including Oscar Mayer Lunchables and Cool Whip.
   
   * 260 employees across 3 shifts
   * Union Plant- represented by Teamsters Local 118
   
   Job Description / Responsibilities:
   
   * Perform cleaning and sanitizing activities. Including safe handling of chemicals- cleaning and sanitizing of production equipment- floor scrubbing- and CIP control
   * Visually inspects line/ equipment and monitors for jams and responds to alarms in a safe and timely manner.
   * Operate all components of the weight control system.
   * Understand and operate robotic systems- human interface systems- and panel mates
   * Perform quality checks such as- but not limited to- verification of material- code date- allergen labeling- weight control
   * Perform changeovers of equipment / product
   * Keep work area in a clean and orderly fashion
   * Communicate with team and leads on day to day operations and concerns
   * Responsible for compliance with the safety policy and accident prevention and compliance programs.
   * Work toward achieving an injury free environment.
   * Other duties may be assigned
   
   Qualifications:
   
   * Read and interpret documents such as safety rules- operating and maintenance instructions- and procedures
   * Computer proficient
   * Basic Math Skills
   * Ability to stand for duration of shift
   * Good hand/ eye coordination
   
   Equal Opportunity Employer-minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity

   Copy this example

   

5. Post your job

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

   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 cooler operator

   Once you've decided on a perfect cooler 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new cooler operator 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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