How to hire a cut out operator

How to hire a cut out operator, step by step

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

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1. Identify your hiring needs

   The cut out 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 cut out operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, cut out 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 cut out operator salaries for various roles:

   Type of Cut Out Operator	Description	Hourly rate
   Cut Out Operator	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$15-24
   Press Brake Operator	A press brake is a machine used to manipulate metal into various shapes and forms. Press brake operators manufacture tools, metal, and other pieces of equipment using a press brake to make punches, bends, and cuts into sheet or plate metal... Show more	$13-21
   Machine Operator	Machine operators are responsible for managing the machines assigned to them. They set up, install, operate, maintain, troubleshoot, and ensure quality output... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Math
   • Quality Checks
   • Tape Measure
   • Calipers
   • Quality Standards
   • Customer Specifications
   • Grinders
   • Demolition
   • Laser Cutting
   • General Maintenance
   • CNC
   • Tow Motor
   • Lean Manufacturing

   Check all skills

   Responsibilities:

   • Operate CNC wood working machines.
   • Serialize wax parts on a CNC engraver.
   • Document dimensions and procedure to guarantee ISO standards are meet.
   • Calculate requirements, usingbasic math.
   • Operate precision measuring instruments including micrometers, calipers and scales.
   • Operate a computer numerical control (CNC), fork lift, and overhead crane

   More cut out operator duties

3. Make a budget

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

   • Location. For example, cut out operators' average salary in florida is 35% less than in nevada.
   • Seniority. Entry-level cut out operators earn 37% less than senior-level cut out operators.
   • Certifications. A cut out 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 cut out operator's salary.

   Average cut out operator salary

   $40,930yearly

   $19.68 hourly rate

   ---

   Entry-level cut out operator salary

   $32,000 yearly salary

   Updated December 13, 2025

   Average cut out operator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Colorado	$50,958	$25
   2	Idaho	$49,812	$24
   3	Washington	$49,710	$24
   4	Montana	$48,642	$23
   5	Oregon	$48,259	$23
   6	Massachusetts	$48,023	$23
   7	Michigan	$47,464	$23
   8	California	$45,885	$22
   9	Tennessee	$43,438	$21
   10	Ohio	$43,330	$21
   11	Indiana	$42,906	$21
   12	Arizona	$39,738	$19
   13	Georgia	$39,301	$19
   14	Texas	$38,989	$19
   15	North Carolina	$38,522	$19
   16	Florida	$32,910	$16

   Average cut out operator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Smiths Group	$56,278	$27.06	2
   2	BD	$50,865	$24.45	6
   3	Kloeckner Metals	$46,215	$22.22	5
   4	J.R. Simplot	$44,746	$21.51
   5	Precision Castparts	$43,373	$20.85	42
   6	Cambria	$42,880	$20.62	5
   7	Culp	$42,768	$20.56
   8	North American Stainless	$42,607	$20.48
   9	Sunstate Equipment Co.	$42,367	$20.37
   10	Reliance Steel & Aluminum Co	$41,876	$20.13	16
   11	LaCrosse Footwear	$41,209	$19.81
   12	ASSA ABLOY Door Security Solutions - US	$41,000	$19.71	6
   13	Graphic Packaging International	$39,889	$19.18	31
   14	Advance Holding Corporation	$39,708	$19.09	20
   15	Anvil International	$39,698	$19.09
   16	A-Core Concrete	$39,671	$19.07	9
   17	RBC Bearings	$39,639	$19.06	1
   18	BEPC	$39,380	$18.93
   19	WestRock	$39,323	$18.91	29
   20	Oberg Industries	$39,191	$18.84

4. Writing a cut out operator job description

   A good cut out 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 cut out operator job description:

   Cut out operator job description example

   Job DescriptionCenveo, a world leader in the management and distribution of print and related offerings, we are seeking an PHP Cutting Operator to work out of our Dallas, Texas location. A High School Diploma or equivalent is required. The ideal candidate will have experience setting up and operating manufacturing equipment and the ability to be forklift certified. Cenveo offers a competitive salary and a comprehensive benefits package.
   
   Under minimal supervision sets up and adjusts PHP cutting machine for scheduled orders for safe and efficient operation in the production process. This includes the start-up, operation, adjustment of cutting dies to proper parameters involving close tolerances, maintenance, troubleshooting, and cleaning of the equipment.
   Primary Duties & Responsibilities (Essential Functions)
   These are functions a qualified incumbent or applicant must be able to perform with or without reasonable accommodation.
   
   * Ability to run ALL cutting equipment -- AMC / PHP / Straight Knife
   * Receives production order and determines that adequate webs are available.
   * Strips and loads rolls onto machine with use of forklift/clamp truck.
   * Sets up and adjusts machine for scheduled orders.
   * Inspects product after initial run and makes adjustments or repairs.
   * Stacks blanks on skids. Transports skids to holding area using forklift.
   * Completes production and roll usage reports; reports delays and cause of delays.
   * Makes repairs on equipment. Assists maintenance mechanic with major repairs and overhauls.
   * Notifies supervisor of any major incidence or recurring equipment malfunction or poor quality raw material or production.
   * Cleans and lubricates equipment.
   * Reads work order, locates and selects proper dies, and determines that adequate paper has been placed at the machine. Notifies lead cutter or supervisor if additional paper is needed.
   * Determines die layout to ensure minimum waste of paper.
   * Sets up PHP layout programming or adjusts machine settings; operates presses to meet production standards.
   * Utilize straight knife machine to cut corrugated divided partitions, slip sheets, and labels.
   * Inspects and measures product for conformance to specifications.
   * Packs blanks on designated pallets; places identification paperwork on pallets.
   * Reports production on production report.
   * Reports to production supervisor or team lead any malfunction of assigned equipment or any major incidence of defective paper or dies.
   * Assists with maintenance of machines.
   * Pulls stock when necessary.
   * Provide coverage for baler. Other (Non-Essential) Functions
   Includes functions which are normally performed by persons holding this title. However, these functions may be reassigned to other employees as part of a "Reasonable Accommodation" under the ADA.
   * Cleans and lubricates equipment.
   * Sweeps up around equipment during and at end of shift.
   * May cross train and act for other cutting department positions when PHP machine is down, i.e. HP, AMC, sheeter, baler.
   * May train new cutting machine operators.
   * Other duties as required. Physical Requirements & Environmental Conditions
   * Ability to operate machinery in a standing position for a full shift; constant reaching, bending, turning.
   * Ability to lift and carry up to 100 pounds on a frequent basis.
   * Ability to push up to 100 lbs. and pull up to 75 lbs. on a frequent basis.
   * Manual dexterity required--exposure to arm and wrist fatigue.
   * Exposure to noise--must wear hearing protection.
   * Safety shoes required.
   * Willingness to work overtime. Cenveo is an Equal Opportunity Employer

   Copy this example

   

5. Post your job

   There are a few common ways to find cut out operators 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 cut out operator job on Zippia to find and recruit cut out operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit cut out 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 cut out operator

   Once you have selected a candidate for the cut out 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new cut out 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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