How to hire a folder

How to hire a folder, step by step

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

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

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1. Identify your hiring needs

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

   Type of Folder	Description	Hourly rate
   Folder		$11-22
   Bindery Operator	In the publishing industry, a bindery operator is primarily in charge of operating the machine that binds the pages of magazines, books, and other products. They are also responsible for following guidelines and schedules, maintaining records, conducting regular maintenance checks on machines, and performing basic repairs and adjustments when necessary... Show more	$14-21

2. Create an ideal candidate profile

   Common skills:

   • Safety Standards
   • Quality Standards
   • Fold Laundry
   • Blankets
   • Clean Linen
   • T-Shirts
   • Assembly Line
   • Dryers
   • RAN
   • Machine Operators
   • Customer Specifications
   • Embroidery
   • Mathematics
   • Load Tags

   Check all skills

   Responsibilities:

   • Provide functionality and or technical expertise in resolving inquiries from management, CSS, and corporate staff.
   • Help and run various production machines.
   • Position and clamp stitching heads on crossbars to space stitches as specified
   • Complete finishing services including binding, cutting, folding, stitching, perforating, gluing.
   • Operate Docutech 6180 and Baum 2018 machinery, correct any malfunctions encounter (with belts, rollers, etc . )
   • Change bindery machine devices, such as knives, guides, rollers, and perforators to accommodate sheets of specify sizes.

3. Make a budget

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

   • Location. For example, folders' average salary in louisiana is 41% less than in alaska.
   • Seniority. Entry-level folders earn 51% less than senior-level folders.
   • Certifications. A folder 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 folder's salary.

   Average folder salary

   $16.16hourly

   $33,623 yearly

   ---

   Entry-level folder salary

   $23,000 yearly salary

   Updated December 19, 2025

4. Writing a folder job description

   A folder 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. Below, you can find an example of a folder job description:

   Folder job description example

   Performs work as part of a team in an industrial laundry facility. Responsible for the safe, expeditious, and accurate handling of merchandise into and/or out of the laundry facility.
   • Responsibilities/Essential Functions:
   
   Essential duties and responsibilities of the position include but are not limited to: Stages cart in lift table, secures safety chain, and raises the table; Folds linen, aprons, towels, table napkins, and/or fender/seat covers; Identifies and segregates merchandise not meeting specified quality standards in terms of rips, tears, holes, and stains; Accurately verifies merchandise quantity and bundles by type. Places bundles in correct storage bins, carts, or on shelves; Maneuvers full and empty baskets; Maintains safe and clean work environment, and observes best practices in all production activities; Other duties as assigned.
   
   • Knowledge/Skills/Abilities:
   
   Ability to understand all required training, written, and verbal instructions; Working knowledge of basic math skills; Good verbal and/or written communication skills; Ability to work independently and as part of a team; Ability to meet attendance schedule. Working Conditions Work is performed in a warehouse setting and regularly exposed to outside weather conditions, extreme heat and cold conditions as well as dust and noise. Work is based on a shift schedule, and may include weekends. Overtime required as needed.
   
   • Working Environment/Safety Requirements:
   
   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Position involves repetitive motions over the duration of an entire shift; Requires bending, reaching, pulling, twisting, and lifting; Requires the use of hands for grasping and other manipulations; Requires standing and walking for long periods of time.
   
   • Experience:
   
   • Travel Requirements:
   
   • Education:
   
   High school degree or equivalent preferred.
   
   • License Requirements/ Certifications:
   
   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)
   
   Connect With Us!
   
   Not ready to apply? Connect with us for general consideration.
   
   Interested in this opportunity?
   
   ARAMARK is an EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION employer - Minority/Female/Disability/Veteran
   
   Aramark will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance ordinance.

   Copy this example

   

5. Post your job

   There are a few common ways to find folders 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 folder job on Zippia to find and recruit folder 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 folders, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 folder

   Once you've found the folder 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.

   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 folder. 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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How much does it cost to hire a folder?