How to hire an edger

How to hire an edger, step by step

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

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

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1. Identify your hiring needs

   The edger 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

   You should also consider the ideal background you'd like them an edger 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 an edger that fits the bill.

   The following list breaks down different types of edgers and their corresponding salaries.

   Type of Edger	Description	Hourly rate
   Edger	Woodworkers manufacture a variety of products such as cabinets and furniture, using wood, veneers, and laminates. They often combine and incorporate different materials into wood.	$45-97
   Saw Operator	Saw operators are responsible for setting up and operating power saws to slot, cut, and trim metallic and non-metallic materials. They are the ones who choose and install blades on machinery using hand-tools and verify dimensions of finished material using measuring devices... Show more	$12-18

2. Create an ideal candidate profile

   Common skills:

   • CNC

   Responsibilities:

   • Operate all 3 CNC machines.
   • Operate battery of circular saws to cut plastic blocks containing ceramic-coat aluminum rods to length for processing into electronic resistors.
   • Receive bottom snowboard base cut to size with distinct product logo.
   • Operate 3000 ton extrusion press utilizing computerize control panels and diagnostics systems.

3. Make a budget

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

   • Location. For example, edgers' average salary in arkansas is 34% less than in maine.
   • Seniority. Entry-level edgers 54% less than senior-level edgers.
   • Certifications. An edger 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 an edger's salary.

   Average edger salary

   $138,635yearly

   $66.65 hourly rate

   ---

   Entry-level edger salary

   $94,000 yearly salary

   Updated December 17, 2025

4. Writing an edger job description

   A job description for an edger 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 an edger job description:

   Edger job description example

   Infosys is seeking an Associate Manager of Client Services. The Associate Manager-Client Services (AMCS) is responsible for all client interfaces within the assigned account(s) scope. The AMCS works together with their manager (Manager-Client Services/Senior Manager-Client Services) to build an account plan and is responsible for client management based on the account plan. Usually, the AMCS handles a single large account or a portfolio of small accounts to sell specific products and services of EdgeVerve.
   About EdgeVerve
   EdgeVerve Systems Limited, a wholly owned subsidiary of Infosys, is a global leader in AI and Automation, assisting clients thrive in their digital transformation journey. Our mission is to create a world where our technology augments human intelligence and creates possibilities for enterprises to thrive. Our comprehensive product portfolio across AI (XtractEdge), Automation (AssistEdge) and Supply Chain (TradeEdge) helps businesses develop deeper connections with stakeholders, power continuous innovation and accelerate growth in the digital world. Today EdgeVerve's products are used by global corporations across financial services, insurance, retail, consumer & packaged goods, life sciences, manufacturing telecom and utilities. Visit us to know how enterprises across the world are thriving with the help of our technology : Building Innovative Intelligent Enterprise Software Products on RPA, AI and Banking (edgeverve.com)
   
   Responsibilities Develop trusted and long-term engagements, drive net new business focused on enterprise accounts, build customer relationships in chosen market segment (geographical) Hunt, identify, and qualify leads for EdgeVerve suite of products and service offerings and own the opportunity management cycle Drive long-term product adoption with EdgeVerve products Execute on Go-To-Market (GTM) strategy, marketing campaigns, assist with sales efforts to make the products relevant to the specific industry vertical context Prioritization of opportunities to achieve consistent growth in targets and prepare customers for the digital transformation journey Grow and effectively manage sales pipeline using CRM tools and, keep an updated and accurate pipeline Client delivery assurance: collaborate with all delivery stakeholders involved to ensure fulfilment of all commitments to the client Collaborate closely with the Infosys client services group to make sure that EdgeVerve products are relevant and are a part of the broader account growth agenda
   Basic Qualifications Bachelor's degree or foreign equivalent required from an accredited institution. Will also consider three years of progressive experience in the specialty in lieu of every year of education and 7+ years of experience in Software Product / IT solution selling Proven track record driving enterprise accounts with a focus on growth and expansion Experience in selling RPA Automation/ Document digitization and AI / Supply Chain digital AI applications to enterprise clients Conversant with automation, digital, cloud, managed services concepts to enable product expertise Driving net new business focused on enterprise accounts and building customer relationships in the chosen market segment (geographical) Experience with hunting, identifying, and qualifying leads for IT products and services U.S. citizens and those authorized to work in the U.S. are encouraged to apply, we are unable to sponsor this position at this time
   Preferred Qualifications Having Products + Services experience Domain experience in certain industry verticals such as Manufacturing, Services, Financial Services, Healthcare Experience collaborating within a Matrix organization
   About Us
   Infosys is a global leader in next-generation digital services and consulting. We enable clients in more than 50 countries to navigate their digital transformation.
   With over four decades of experience in managing the systems and workings of global enterprises, we expertly steer our clients through their digital journey. We do it by enabling the enterprise with an AI-powered core that helps prioritize the execution of change. We also empower the business with agile digital at scale to deliver unprecedented levels of performance and customer delight. Our always-on learning agenda drives their continuous improvement through building and transferring digital skills, expertise, and ideas from our innovation ecosystem.
   
   EOE/Minority/Female/Veteran/Disabled/Sexual Orientation/Gender Identity/National Origin

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5. Post your job

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

6. Interview candidates

   During your first interview to recruit edgers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 edger

   Once you've selected the best edger 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new edger. 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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