How to hire a corrugator operator

How to hire a corrugator operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a corrugator 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?

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   No

   Hiring the perfect corrugator 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 corrugator operator salaries for various roles:

   Type of Corrugator Operator	Description	Hourly rate
   Corrugator Operator		$13-21
   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:

   • Data Entry
   • Quality Checks
   • Safety Committee
   • Dry End
   • Production Data
   • Starch
   • Wet End
   • Clamp Truck
   • Flexo
   • Quality Issues
   • Stackers
   • Control Room
   • Detect Defects
   • Production Problems

   Check all skills

   Responsibilities:

   • Manage proper removal and allocation for full yarn spindles.
   • Ensure that all products that come from extrusion are fit for the dryers.
   • Manufacture starch adhesive by manually combining raw materials and keeping the finished batch results within desire SPC ranges.
   • Thread paper into the machine make adjustments with the starch (glue) so all paper will stick together.
   • Programme and regulate all raw materials allocate for the production of gypsum wall board through SPC and ADC computer systems.
   • Experience with laminating, extrusion and multi-color printing.

   More corrugator operator duties

3. Make a budget

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

   • Location. For example, corrugator operators' average salary in vermont is 31% less than in california.
   • Seniority. Entry-level corrugator operators 38% less than senior-level corrugator operators.
   • Certifications. A corrugator 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 corrugator operator's salary.

   Average corrugator operator salary

   $36,032yearly

   $17.32 hourly rate

   ---

   Entry-level corrugator operator salary

   $28,000 yearly salary

   Updated December 16, 2025

   Average corrugator operator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Wisconsin	$43,718	$21
   2	Indiana	$39,008	$19
   3	Arizona	$38,236	$18
   4	Ohio	$37,879	$18
   5	Virginia	$36,372	$17
   6	Texas	$31,059	$15
   7	Massachusetts	$30,651	$15

   Average corrugator operator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Hexcel	$43,800	$21.06	4
   2	International Paper	$39,666	$19.07	22
   3	MeadWestvaco	$39,285	$18.89
   4	WestRock	$38,738	$18.62	13
   5	Liberty Diversified International	$37,898	$18.22	6
   6	Sealed Air	$35,429	$17.03	2

4. Writing a corrugator operator job description

   A job description for a corrugator 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 corrugator operator job description:

   Corrugator operator job description example

   **About WestRock**
   
   WestRock Company (NYSE: WRK) aspires to be the premier partner and unrivaled provider of paper and packaging solutions in consumer and corrugated markets. WestRock's 39,000 team members support customers around the world from more than 250 operating and business locations spanning North America, South America, Europe and Asia. Learn more at www.westrock.com.
   
   **The Opportunity**
   
   The Corrugator Operator is responsible for setting up, running and maintaining the single facer and doublebacker as well as associated equipment, i.e., E&L, roll stands, and glue pumps. The ideal candidate will have a strong commitment to working safe, good communication skills, a demonstrated ability to work in a fast-paced environment, experience in a manufacturing environment, and a strong desire to succeed and advance in the company.
   
   **How you will impact WestRock:**
   
   + Follow all machine specific safety and lockout/tagout procedures on an as needed basis. Identify and communicate unsafe conditions.
   
   + Ability to work safely, comply with all safety rules, lift, push or pull >50lbs, navigate stairs, stand, walk, bend, and kneel throughout the entire shift.
   
   + Inspect and identify quality concerns
   
   + Able to adjust steam and heat vessels to maintain proper paper temperatures.
   
   + Inspect finished product to ensure quality specifications are met.
   
   + Read, understand, and follow product specification sheets.
   
   + Communicate with crew on dry end to assure quality and efficiency is being maintained and adjusted.
   
   + Assist and coordinate with wet end crew to assure rolls are hung and spliced properly.
   
   + Identify and communicate equipment issues on the wet end with maintenance and Supervisor.
   
   + Meet or exceed productivity goals.
   
   + Maintain waste generation at or below budgeted standard.
   
   + Accurately and thoroughly enter computer information.
   
   + Properly fill out paperwork (i.e. daily production, machine performance logs, and consumption reports).
   
   + Able to clearly communicate efficiently with shift supervisor.
   
   + Able to train wet end employees in basic machine operations
   
   + Perform scheduled machine PMs and enter work orders as needed.
   
   + Ability to read a tape measure (to 1/16" measurement, do basic math, and some computer skills).
   
   + General mechanical aptitude & trouble shooting skills
   
   + Maintain full compliance of all GMPs, 5S, and housekeeping standards.
   
   + Maintain Waste and Efficiency standards
   
   **What you need to succeed:**
   
   + Ability to effectively manage time.
   
   + Ability read and fill out manual and computerized reports.
   
   + HS diploma or GED required.
   
   + Must be self-starting/self-motivated and able to work independently. Must be flexible on shift as overtime is required.
   
   + Must have the ability to work in a fast-paced environment and have a sense of urgency to complete tasks accurately and on time.
   
   + Good communication skills including the ability to interact with other levels of management and staff.
   
   + Must pass a background check, pre-employment drug screen and physical
   
   **What we offer:**
   
   + Corporate culture based on integrity, respect, accountability, and excellence
   
   + Comprehensive training with numerous learning and development opportunities
   
   + An attractive salary reflecting skills, competencies, and potential
   
   + A career with a global packaging company where Sustainability, Safety and Inclusion are business drivers and foundational elements of the daily work.
   
   WestRock Company is an Equal Opportunity Employer committed to creating and maintaining a diverse workforce: Minorities/Females/ Disabled/Veterans.
   
   \#GA
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right corrugator 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 corrugator operator job on Zippia to find and recruit corrugator operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting corrugator operators 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.

   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 corrugator operator

   Once you've decided on a perfect corrugator 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new corrugator 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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