How to hire a die maker

How to hire a die maker, step by step

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

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1. Identify your hiring needs

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

   Type of Die Maker	Description	Hourly rate
   Die Maker	Machinists and tool and die makers set up and operate a variety of computer-controlled and mechanically controlled machine tools to produce precision metal parts, instruments, and tools.	$17-33
   Tool Designer	A tool designer is an expert who works to engineer a new equipment's initial design used in industrial manufacturing. Tool designers design machine cutting tools like drills, broaches, and milling-machine cutters... Show more	$22-41
   Tool And Die Designer	A tool and die designer is responsible for creating technical and mechanical components using various computer-aided machines and equipment. Tool and die designers should have an excellent comprehension of schematics and blueprints to verify dimensions and design accurate workpieces... Show more	$15-30

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Grinders
   • Jigs
   • CNC
   • Machine Tools
   • CAD
   • Drill Presses
   • Hoists
   • Cam
   • Calipers
   • Math
   • MIG
   • Manual Lathes
   • Die Repair

   Check all skills

   Responsibilities:

   • Operate manual lathes, large and small boring mills, drill presses, CNC machines.
   • Operate and set-up machines such as drill press, lathe, milling machines and surface grinders, etc.
   • Operate forklifts and overhead cranes.
   • Specialize in building of cam stations.
   • Read micrometers, calipers, scales, indicators etc.
   • Maintain proficiency standard in MIG welding and acquire fresh proficiency in TIG procedures.

3. Make a budget

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

   • Location. For example, die makers' average salary in south dakota is 41% less than in california.
   • Seniority. Entry-level die makers earn 48% less than senior-level die makers.
   • Certifications. A die maker 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 die maker's salary.

   Average die maker salary

   $50,035yearly

   $24.06 hourly rate

   ---

   Entry-level die maker salary

   $36,000 yearly salary

   Updated December 16, 2025

4. Writing a die maker job description

   A job description for a die maker 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 die maker job description:

   Die maker job description example

   • U.S. Department of Labor Completion of Apprenticeship Certificate in Die Maker trade or six (6) years of documented experience as an Die Maker

   • Must be able to satisfactorily complete the General Motors hiring process requirements which include comprehensive assessments, hair drug testing, and a background check

   • At least 18 years of age

   • Eligible to work in the United States

   • Must be willing to work flexible shift hours and day, afternoon, or night shift as well as overtime hours daily, weekends and holidays on those shifts with little notice.

   General Motors UAW hourly employment offers a very competitive compensation and benefit package. An annual incentive payout is also available, as qualified.
   

   Copy this example

   

5. Post your job

   To find die makers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any die makers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level die makers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your die maker job on Zippia to find and recruit die maker candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with die maker 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.

   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.

   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 maker

   Once you've found the die maker 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.

   After that, you can create an onboarding schedule for a new die maker. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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