How to hire a gluer

How to hire a gluer, step by step

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

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

Post a gluer job for free, promote it for a fee

Post free

1. Identify your hiring needs

   Before you start hiring a gluer, 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

   Hiring the perfect gluer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of gluers.

   Type of Gluer	Description	Hourly rate
   Gluer		$9-16
   Production Employee	In a manufacturing setting, a production employee is in charge of assembling and processing products, ensuring efficiency and timelines. Their responsibilities include adhering to guidelines and blueprints, monitoring the products for any defects or inconsistencies, operating machines and equipment, keeping an eye on the assembly line, and maintaining the cleanliness of work areas... Show more	$12-20
   Finisher Operator	A finisher operator finalizes a product. They put on the final layer of paint, stitching, engraving or cloth on the product to complete it... Show more	$13-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cushions
   • Assembly Line

   Responsibilities:

   • Glue cushions to foam according to specs.
   • Operate press machine, cut air docks out for Subaru parts and blow molding.
   • Operate press machine, cut air docks out for Subaru parts and blow molding.

3. Make a budget

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

   • Location. For example, gluers' average salary in arkansas is 40% less than in minnesota.
   • Seniority. Entry-level gluers 41% less than senior-level gluers.
   • Certifications. A gluer 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 gluer's salary.

   Average gluer salary

   $12.58hourly

   $26,162 yearly

   ---

   Entry-level gluer salary

   $20,000 yearly salary

   Updated December 28, 2025

4. Writing a gluer job description

   A gluer 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 gluer job description:

   Gluer job description example

   **Experience on Jaggenburg and/or J&L Gluers is preferred but not required.**
   
   **We will pay T2 rate to start and move to T1 rate after 60 days of demonstrated proficiency.**
   
   Apply Today
   
   WestRock Jobs
   
   "WestRock will be a company where each of us genuinely belongs, is respected and valued, and can do our best work, and where diversity, inclusion and equity are competitive advantages."
   
   *******2nd and 3rd shift know available********
   
   The opportunity:
   
   Entry level positions now available! Starting Pay: $20.71/hr + Full benefits day one + OT Pay and Shift Differential. Primary duties include safely performing a wide range of tasks that includes stacking product, conducting quality checks, material set-up, and maintaining a clean and organized work space. The ideal candidate will have a strong commitment to working safe, demonstrated ability to work in a fast-paced environment, a strong desire to learn manufacturing processes and operating complex machinery and have a desire to advance within the company. 2nd and 3rd shift are now available.
   
   How you will impact WestRock:
   
   · Contribute to a collaborative safety culture that drives results.
   
   · Utilize problem solving skills, to maintain seamless production.
   
   · Provide quality products to ensure an exceptional customer service experience.
   
   What you need to succeed:
   
   - Manufacturing experience (preferred) however not required - full training provided.
   
   · Ability to operate various manufacturing equipment, follow specific direction, operate power hand tools, and other duties as assigned.
   
   · Maintain a clean work environment. Ability to read a tape measure, basic math, and computer skills.
   
   · Ability to work safely and comply with all safety regulations. Ability to lift, push or pull 50lbs, navigate stairs, stand, walk, bend, and kneel throughout the entire shift.
   
   · Required to work daily overtime, weekend work and various shifts depending on position.
   
   · High school diploma or equivalent
   
   · Military training and or Technical School preferred
   
   - available to work over time and weekend.
   
   What we offer:
   
   Benefits available on your first day.
   
   · Comprehensive benefits package- including but not limited to medical, dental, vision, 401K, and short term disability coverage.
   
   - Rate increase after probationary period. Vacation time accrual starts on Day One!
   
   · Corporate culture based on integrity, respect, accountability, and excellence
   
   · Comprehensive training with numerous learning and development opportunities ·
   
   - A career with a global packaging company where Safety, Sustainability, and Inclusion are business drivers and foundational elements of the daily work.
   
   \#IL
   
   \#CBWRK
   
   WestRock Company is an Equal Opportunity Employer committed to creating and maintaining a diverse workforce: Minorities/Females/ Disabled/Veterans.
   
   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)

   Copy this example

   

5. Post your job

   To find gluers 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 gluers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level gluers 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 gluer job on Zippia to find and recruit gluer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting gluers 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.

   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 gluer

   Once you've decided on a perfect gluer 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.

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

   Sign up to download full list

   Sign up

How much does it cost to hire a gluer?