How to hire a die cutter

How to hire a die cutter, step by step

Here's a step-by-step die cutter hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the die cutter you need to hire. Certain die cutter roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a die cutter to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a die cutter that fits the bill.

   Here's a comparison of die cutter salaries for various roles:

   Type of Die Cutter	Description	Hourly rate
   Die Cutter		$12-21

2. Create an ideal candidate profile

   Common skills:

   • Machine Operation
   • Quality Checks
   • Die Cut
   • Pallets
   • Safety Standards
   • Safety Policies
   • ISO
   • Machine Performance
   • Punch Press
   • Assembly Line
   • Customer Specs
   • Production Schedules

   Responsibilities:

   • Maintain and run wire cutting machine that crimp and solder leads to the wire.
   • Unload product utilizing over-head cranes and fork-lifts
   • Inspect product for defects house keeping, AIB, preventive maintenance.

3. Make a budget

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

   • Location. For example, die cutters' average salary in texas is 32% less than in delaware.
   • Seniority. Entry-level die cutters 42% less than senior-level die cutters.
   • Certifications. A die cutter 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 die cutter's salary.

   Average die cutter salary

   $16.75hourly

   $34,836 yearly

   ---

   Entry-level die cutter salary

   $26,000 yearly salary

   Updated December 15, 2025

4. Writing a die cutter job description

   A die cutter job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a die cutter job description:

   Die cutter job description example

   Job Title:	Die Cutter
   Job Type:	Temp to Hire
   Location:	Plymouth
   Shift/Hours:	1st shift 7:00-3:30pm M-Thur
   Career Level:	Entry
   Education:	High School Degree/GED
   Salary:	1st $17+
   Company Info:	This company manufactures, fabricates, and distributes high-quality rubber products. They have served commercial and industrial customers since 1976, and offer flexible capabilities and experienced personnel in North America, Asia, and Europe. They offer opportunities for growth and training. Once hired-on, their employees receive Medical, Dental, Dependent Flex Spending, 401K, Life, 3 weeks of paid vacation, and more!
   Description:	1. Measure area of big sheets of rubber to be manufactured 2. Set-up the machine based on the cutting dye 3. Place the sheet of rubber on the machine and punch out the desired product 4. Trim off extra scraps 5. Package the product for shipping 6. Keep work area tidy 7. Attend and participate in all required meetings
   Requirements:	1. Follow directions 2. Work independently 3. Read a tape measure and blueprints 4. Problem solve 5. Speak, read, and understand English 6. Basic math calculations 7. Operate a computer
   Physical Requirements:	1. Stand and move around all day 2. Lift up to 40lbs

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with die cutter candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 die cutter

   Once you've found the die cutter candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   Once that's done, you can draft an onboarding schedule for the new die cutter. 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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