How to hire a cooper

How to hire a cooper, step by step

Here's a step-by-step cooper hiring guide:

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

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1. Identify your hiring needs

   Before you post your cooper job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a cooper for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Type of Cooper	Description	Hourly rate
   Cooper	Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.	$11-22
   Lead Technician	Lead technicians are technicians who oversee the technical needs of a specific project or department. They are usually tenured employees, and their familiarity with the company's technical and technological processes, software, and hardware would be a great advantage in succeeding in their role... Show more	$32-58
   Technical Support Technician	Technical support technicians are skilled professionals who resolve computer or information technology-related concerns. They may do installations, repairs, or maintenance activities of various applications or computer hardware... Show more	$11-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Windows
   • Product Line
   • Financial Statements
   • R
   • Vital Signs
   • Payroll
   • Light Fixtures
   • Purchase Orders
   • CAD
   • Patient Care
   • CNC
   • Troubleshoot
   • EKG
   • ISO

   Check all skills

   Responsibilities:

   • Manage facility projects, produce facility reports preventive maintenance, work orders and administer maintenance program using CMMS and SCADA.
   • Train in-house personnel to handle CNC processes going forward.
   • Analyze and repair failures of electrical components including PLC's.
   • Inspect, polish and pack slot wrenches and operate a CNC machine.
   • Coordinate vehicle inspections and repairs and troubleshoot vehicle malfunctions on the road.
   • Create mapping using GIS for planning staff s use in various projects.

3. Make a budget

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

   • Location. For example, coopers' average salary in wyoming is 42% less than in new york.
   • Seniority. Entry-level coopers 48% less than senior-level coopers.
   • Certifications. A cooper 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 cooper's salary.

   Average cooper salary

   $16.18hourly

   $33,645 yearly

   ---

   Entry-level cooper salary

   $24,000 yearly salary

   Updated December 7, 2025

4. Writing a cooper job description

   A good cooper 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 cooper job description:

   Cooper job description example

   HOW MIGHT YOU DEFY IMAGINATION?
   
   Come explore and discover at Amgen. Learn how we help millions of patients around the world. Do work that inspires your purpose and excites your curiosity. Get the experience that can lead to a new tomorrow, under the guidance of mentors who want you to succeed. Every possibility is here for you. You are #TheNextGenOfAmgen.
   
   Talent Factory Undergrad Co-Op
   
   Live
   
   This could be your everyday
   Let's do this. Let's change the world. We have multiple Talent Factory Co-Op opportunities available starting on January 2023. During this program, you will work closely with cross-functional teams to develop your professional career. You will participate in projects, activities or any initiative within the manufacturing industry and provide support to team members. You may also seek resources outside the organization as needed.
   Measure and analyze current systems/process performance.Improve operational efficiency and productivity within the organization.Identify and implement new process across departments/functions.Support to maintain detailed project plan and/or issue log, follow-up activities and process performance.Participate in continuous improvement initiatives.Prepare project justification.Other functions may be assigned to support business needs.
   
   Win
   
   Here's what it takes to Win
   We are all different, yet we all use our outstanding contributions to serve patients. The professional individual we seek is a passionate contributor with these qualifications:
   
   Basic Qualifications
   Amgen requires that all individuals applying for a grad internship or a co-op assignment at Amgen must meet the following criteria:
   Currently enrolled in a Bachelor's Degree program from an accredited college or university with a 3.20 minimum GPA.Pursuing or completed 3 years of study of the Bachelor's Degree program in; Biomedical Engineering, Industrial Engineering, Mechanical Engineering, Chemical Engineering, Electrical Engineering, Computer Engineering or Life Science (Chemistry, Biology, Microbiology, Biotechnology, Biochemistry).Be enrolled in a Bachelor's degree program following the potential internship or Co-Op assignment.
   
   Preferred Qualifications
   Availability to complete the program for up to 1 year.Bilingual (English / Spanish).Teamwork oriented, organized, basic project management skills, ensuring completion and follow up.Be involved in extracurricular activities.Proficiency in Microsoft Office (Share Point, Power Point, Word and Excel software) with technical writing skills.Presentation, interpersonal and communication skills.Meet landmarks and deliver high quality results.Clear understating of Amgen Values - Visit our site for additional details.
   
   Thrive
   
   Some of the vast rewards of working here
   As we work to develop treatments that take care of others, we also work to care for our teammates' professional and personal growth in addition to their well-being:
   Build a network of colleagues that will endure and grow throughout your time with us and beyond.Bring your authentic self to the table and become the professional you're inspired to be through accepting a culture that values the diversity of thought and experience and will flex to your strengths and possibilities.Participate in executive and social networking events, as well as community volunteer projects.
   
   Apply now
   for an internship/co-op that defies imagination
   If you feel like you're part of something bigger, it's because you are. Join us.
   careers.amgen.com
   
   .

   Copy this example

   

5. Post your job

   There are a few common ways to find coopers 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 cooper job on Zippia to find and attract quality cooper candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting coopers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   If your interviews with cooper applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 cooper

   Once you've selected the best cooper 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.

   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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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How much does it cost to hire a cooper?