How to hire a foreman/operator

How to hire a foreman/operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a foreman/operator, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 foreman/operator 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 foreman/operator that fits the bill.

   The following list breaks down different types of foreman/operators and their corresponding salaries.

   Type of Foreman/Operator	Description	Hourly rate
   Foreman/Operator		$18-34
   Crew Leader	Crew leaders are restaurant workers who act as the team leader of the restaurant's crew. They are usually tenured employees with leadership skills who are respected by the team... Show more	$12-24
   Site Supervisor	A site supervisor oversees the work operations in a construction site, ensuring the efficiency of workflow and safety of the workforce. The tasks of a site supervisor primarily revolve around conducting inspections and assessing risks, managing and evaluating workers, and coordinating with site foreman and suppliers... Show more	$15-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Backhoe
   • Dozer
   • Sewer Lines
   • CDL
   • Dump Truck
   • Front End Loader
   • Bobcat
   • Safety Procedures
   • Safety Regulations
   • Track Hoe
   • Underground Utilities
   • Water Lines
   • Equipment Maintenance
   • GPS

   Check all skills

   Responsibilities:

   • Manage and cross-train subordinates in several job-relate tasks while promoting leadership.
   • Assist new employees with obtaining CDL license.
   • Perform roof work as needed, collaborate with HVAC crew.
   • Operate dozers, excavator, maintainer, rollers, compactors and backhoes.
   • Instruct personnel in techniques and procedures for installation, repair and operation of HVAC control systems.
   • Unclassify excavations and other day by day activities such as under cuts, structural back fills and clearing operations.

3. Make a budget

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

   • Location. For example, foreman/operators' average salary in mississippi is 49% less than in new york.
   • Seniority. Entry-level foreman/operators 46% less than senior-level foreman/operators.
   • Certifications. A foreman/operator 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 foreman/operator's salary.

   Average foreman/operator salary

   $52,844yearly

   $25.41 hourly rate

   ---

   Entry-level foreman/operator salary

   $38,000 yearly salary

   Updated December 19, 2025

4. Writing a foreman/operator job description

   A foreman/operator 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 foreman/operator job description:

   Foreman/operator job description example

   • Weekly paychecks
   • Opportunity to travel – all expenses paid (travel, lodging, per diem)
   • Generous paid time off
   • A comprehensive benefits package plus 401K & match
   • A clothing allowance, new work boots, PPE to keep you safe
   • Employee assistance programs
   • Professional development

   What You Will Do:

   As the Foreman Operator, you are part of a crew and will oversee production and safety of the crew and equipment, as well as perform the duties of a Field Technician, Jet Vac and/or Camera Truck Operator as needed to complete the job/project.

   • Oversee performance and safety for small field crew
   • Oversee production and reporting on productivity
   • Perform the duties of a Field Technician and Operator as needed such as manhole inspections, flow monitoring, smoke testing, Jet Vac and CCTV Camera Truck operations
   • Collect field data and maintain daily and weekly reports
   • Maintain all company tools, vehicles, and equipment

   Ready to start your adventure with us? Apply now if you:

   • Are able and willing to travel up to 100% of the time - regionally or nationally, depending on project location
   • Are at least 21 years old
   • Are willing to undergo a background check (including MVR check), a DOT physical and drug screen
   • Hold a valid driver’s license; able and willing to attain CDL A or B later down the road as we grow.
   • Have at least two (2) years of industry experience working in the municipal water, wastewater, or underground pipeline infrastructure field
   • Have at least two (2) years of field crew supervisory experience with strong interpersonal communication skills
   • Strong understanding of safety and OSHA regulations
   • Are willing to assume responsibility for the safe operation and maintenance of company vehicles, equipment, and tools
   • Have solid computer skills (i.e., use of computer tablets, uploading and downloading files)
   • Are comfortable working around water/wastewater pipelines and chemicals
   • Are able to lift 65lbs continuously (or more with assistance)
   • Are able to work in confined spaces, wear and use confined space entry restraints, and enter structures with 24” internal diameter openings or larger continuously throughout the day
   • Will abide by all safety procedures and policies, including wearing required PPE for your safety and the safety of your crew
   • Enjoy being physically active and working outdoors in all types of weather

   We look forward to talking with YOU!

   Who We Are:

   Duke’s is a dynamic, growing business that specializes in services and products for the municipal water and wastewater industry. With over 300 million miles of pipes serviced, we focus on improving the wastewater/stormwater collection system through our innovative and cost-effective inspection, maintenance, and repair services. With long-standing customers across the country, and the continued growing need to solve our nation’s infrastructure problems, Duke’s is looking to continue growing our team .

   Duke's is a Drug-Free Workplace.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right foreman/operator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your foreman/operator job on Zippia to find and attract quality foreman/operator candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   Recruiting foreman/operators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 foreman/operator

   Once you've decided on a perfect foreman/operator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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