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How to hire a Grader

Grader hiring summary. Here are some key points about hiring graders in the United States:

  • In the United States, the median cost per hire a grader is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new grader to become settled and show total productivity levels at work.

How to hire a grader, step by step

To hire a grader, you should create an ideal candidate profile, determine a budget, and post and promote your job. Here's a step-by-step guide on how to hire a grader:

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

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

What does a Grader do?

A grader or lumber grader is an individual who works at a commercial establishment grading lumber, lumber yard, or sawmill. Lumber graders work with softwood and hardwood species for the identification of their grade, dimension, and any other qualities. They are responsible for working with inspectors and mill employees to ascertain whether logs are good for lumber or pulp. Their duties also include lumber scanning and labeling. They should be equipped with skills that include attention to detail, knowledge, and hard work.

Learn more about the specifics of what a grader does
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  1. Identify your hiring needs

    Before you start hiring a grader, 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?

    Hiring the perfect grader 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.

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

    Type Of GraderDescriptionHourly Rate
    Grader$10-22
    SorterA sorter is responsible for categorizing items after the production process. Sorters duties include utilizing factory equipment to sort products efficiently, monitor and exclude defective items, maintain a clean and organized production area, assist in loading and unloading items, perform repairs on malfunctioning equipment, and examine inventories requesting necessary supplies, and adhering to the safety protocols and regulatory procedures... Show More$11-18
  2. Create an ideal candidate profile

    Common Skills:
    • Discrete Mathematics
    • Lab Reports
    • Final Exams
    • Economics
    • Calculus II
    • Linear Algebra
    • USDA
    • Organic Chemistry
    • C++
    • Assembly Line
    • Differential Equations
    • Grade Homework
    • Agricultural Products
    • Python
    Check All Skills
    Responsibilities:
    • Provide feedback on errors, manage records on blackboard and proctore during exams.
    • Lead class sessions, run experiments and dissections for the class, and participate in organizational meetings.
    • Develop python scripts to automate vulnerability/threat detection in the network using Tshark module.
    • Provide assistance and guidance to students on topics including algorithms, data structures, and recursion.
    • Help grade prison inmates test to prepare for their GED.
    • Compile current media coverage of climate change impacts for inclusion in course syllabus.
    More Grader duties
  3. Make a budget

    Including a salary range in the grader job description is a good way to get more applicants. A grader salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

    For example, the average salary for a grader in Michigan may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level grader. Additionally, a grader with lots of experience in the field may command a higher salary as a result.

    Average grader salary

    $15.49hourly

    $32,225 yearly

    Entry-level grader salary
    $22,000 yearly salary
    Updated February 16, 2025

    Average grader salary by state

    RankStateAvg. SalaryHourly Rate
    1Indiana$38,053$18
    2New York$37,945$18
    3Massachusetts$34,622$17
    4Kansas$31,780$15
    5California$30,907$15
    6Nevada$30,586$15
    7Washington$29,590$14
    8Ohio$29,024$14
    9Oregon$28,710$14
    10Kentucky$27,512$13
    11Missouri$27,179$13
    12North Carolina$26,806$13
    13Illinois$26,732$13
    14Pennsylvania$26,145$13
    15Georgia$25,207$12
    16Arkansas$24,955$12
    17Michigan$24,939$12
    18South Carolina$24,785$12
    19Texas$24,393$12

    Average grader salary by company

    RankCompanyAverage SalaryHourly RateJob Openings
    1Google$119,234$57.32
    2VMware$104,630$50.30
    3Bayer$72,935$35.06
    4Griffin Hospital$70,967$34.12
    5New Jersey Institute of Technology$61,157$29.40
    6Steel Dynamics$51,647$24.837
    7Washington State University$50,419$24.24
    8Schnitzer Steel$50,031$24.05
    9Western Digital$48,279$23.21
    10San Francisco University High School$47,423$22.80
    11Fortinet$46,435$22.32
    12CARE$42,505$20.44
    13Worcester Polytechnic Institute$41,959$20.17
    14Masonite$41,749$20.07
    15Stevens Institute of Technology$41,026$19.72
    16Rudolph Foods$39,609$19.04
    17Greif$39,121$18.814
    18Albertsons$38,163$18.35
    19ATI Physical Therapy$38,006$18.27
    20Mercy Corps$36,372$17.49
  4. Writing a Grader Job Description

    A grader 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. To help get you started, here's an example of a grader job description:

    Grader job description example

    Since 1992, Ciena has been driven by a relentless pursuit of network innovation. We believe in a network that grows smarter, more agile, and more responsive every day. This means that when you digitally interact in your world - picking up the phone, streaming video, texting a friend or loved one - your interactions are being enabled by Ciena technologies. Ciena makes your social / entertainment / business existence REAL.

    No candidate will meet every single desired qualification. If your experience looks a little different from what we've identified below and you think you can bring value to the role, we'd love to learn more about you!
    What will you do at Ciena?
    We are currently seeking newly graduated candidates to add to our FPGA development team to help design, test, and support next generation products.

    Responsibilities:
    Participate in the full life cycle of FPGA design from concept to customer support.Design specification capture and RTL implementation.Perform FPGA verification with simulation and in the lab.Timing closure and analysis.Develop and/or use tools to facilitate lab bring-up and debug of FPGAs.

    Preferred Qualifications
    Familiarity with hardware description and programming languages. Examples of these are Verilog, SystemVerilog, C/C++, and scripting language such as Perl, Python, and TCL.Familiarity with circuit design, digital logic, CAD tools such as Mentor Questa, Synopsys VCS, Intel Quartus, and Xilinx Vivado are an asset.Familiarity with lab test equipment.Familiarity with the Linux environment.Excellent communication skills.Initiative and enthusiasm, eagerness to learn.

    Education/Experience:
    Bachelors in Electrical or Computer Engineering or equivalent Co-op/internship experience is an asset.

    #LI-Hybrid

    At Ciena, we are committed to building and fostering an environment in which our employees feel respected, valued, and heard. Ciena values the diversity of its workforce and respects its employees as individuals. We do not tolerate any form of discrimination.

    If contacted in relation to a job opportunity, please advise Ciena of any accommodation measures you may require.
  5. Post your job

    To find the right grader for your business, consider trying out a few different recruiting strategies:

    • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
    • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with graders they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit graders who meet your education requirements.
    • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.
    Post your job online:
    • Post your grader job on Zippia to find and recruit grader candidates who meet your exact specifications.
    • Use field-specific websites such as ag hires, farm job, farming work , joe produce, picking jobs.
    • Post a job on free websites.
  6. Interview candidates

    To successfully recruit graders, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

    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 grader

    Once you have selected a candidate for the grader position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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 grader. 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 grader?

Hiring a grader comes with both the one-time cost per hire and ongoing costs. The cost of recruiting graders involves promoting the job and spending time conducting interviews. Ongoing costs include employee salary, training, benefits, insurance, and equipment. It is essential to consider the cost of grader recruiting as well the ongoing costs of maintaining the new employee.

You can expect to pay around $32,225 per year for a grader, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for graders in the US typically range between $10 and $22 an hour.

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