How to hire a harvest manager

How to hire a harvest manager, step by step

Here's a step-by-step harvest manager hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the harvest manager you need to hire. Certain harvest manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A harvest manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, harvest managers 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.

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

   Type of Harvest Manager	Description	Hourly rate
   Harvest Manager		$10-32

2. Create an ideal candidate profile

   Common skills:

   • Harvest

   Responsibilities:

   • Manage harvest team and conduct the harvesting of crops for CSA shares and local restaurant orders.
   • Lead the accelerated development of new global supply base and logistics to replace long-standing domestic suppliers.
   • Supervise a harvest team to satisfy daily harvest requirements and maintain quality.
   • Reinforce and ensure FDA regulatory compliance; participate in validation projects as needed.
   • Oversee daily restaurant operation ensuring an excellent customer experience for high volume caf.

3. Make a budget

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

   • Location. For example, harvest managers' average salary in oregon is 48% less than in new york.
   • Seniority. Entry-level harvest managers earn 67% less than senior-level harvest managers.
   • Certifications. A harvest manager 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 harvest manager's salary.

   Average harvest manager salary

   $38,584yearly

   $18.55 hourly rate

   ---

   Entry-level harvest manager salary

   $22,000 yearly salary

   Updated December 20, 2025

4. Writing a harvest manager job description

   A harvest manager 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 harvest manager job description:

   Harvest manager job description example

   PURPOSE:
   
   Manage the mechanical harvesting department. Communicate with Harvesting Managers and outside growers to plan and carry out carrot and mixed vegetable mechanical harvesting functions.
   
   ESSENTIAL JOB FUNCTIONS:
   
   + Travel to different fields.
   
   + Figure loads per field and how many fields are being harvested.
   
   + Figure quality and tonnage.
   
   + Daily harvest recordkeeping, including computer data entry.
   
   + Consult with growers.
   
   + Update, plan, organize, order trucks and set-up for harvest; ensure crews are functioning optimally.
   
   + Review both current and upcoming conditions of fields for harvesting and deal with any related problems including communicating with company management when necessary.
   
   + Go over conditions of fields for mechanical harvesting and deals with any related problems in a timely manner.
   
   + Exercise discretion by identifying issues with product, equipment and staff as needed.
   
   + Evaluate and recommend opportunities for process and business improvement.
   
   + Maintain efficiency, speed and quality of mechanical harvest crew's work.
   
   + Monitor quantity and quality of harvested product.
   
   + Maintain and enforce safety policies and procedures in order to maintain a safe work environment.
   
   + Position requires seasonal travel to Cuyama, Tehachapi, Caliente and relocation to Yuma, El Centro, Coachella and Calexico five (5) months out of the year.
   
   + Perform other duties as assigned by General Manager.
   
   PHYSICAL REQUIREMENTS:
   
   Ability to frequently move about in the farming fields. Ability to continuously work outdoors all day in various and sometimes extreme weather conditions. Ability to continuously work with product and equipment at ground level. Ability to work on uneven terrain both on foot and while aboard moving equipment. Ability to get on and off various stationary and moving equipment. Must wear corrective lenses if required/listed on driver's license. Must be able to move items weighing up to 75 lbs.
   
   JOB QUALIFICATIONS:
   
   + Bachelor's degree in Agriculture preferred or equivalent combination of education and experience.
   
   + Prior management or supervisory experience in harvesting required.
   
   + Must be able to troubleshoot harvesting equipment.
   
   + Computer knowledge and/or ability to learn proprietary programs needed for job.
   
   + Must possess good math skills.
   
   + Ability to communicate effectively and coordinate with all levels of employees.
   
   + Ability to perform duties with minimal supervision.
   
   + Must be knowledgeable of company policies.
   
   + Must be able and willing to travel out of town for extended periods based on the season.
   
   + Must be bi-lingual, English/Spanish, with the ability to speak, read and write in both.
   
   + Must have a valid driver's license with a clean DMV driving record.
   
   + Must pass pre-placement drug/alcohol screen, physical and functional capacity evaluation.
   
   ADMINISTRATIVE EMPLOYEES:
   
   + Competitive benefits package including Medical, Dental, and Vision
   
   + 401k plan with a discretionary match, subject to a vesting schedule
   
   + Paid Sick, Vacation, Holiday Time and Personal Hours
   
   + Employee Vehicle Purchase/Lease Programs
   
   + Subsidized gym membership with InShape health clubs
   
   + Free on-site personal training and other wellness-focused activities at company gym
   
   + Tuition discount partnership program with University of La Verne
   
   + Discounted tickets to major theme parks throughout California
   
   + Work life balance
   
   
   Street: 9400 DiGiorgio Road
   
   Post End Date: 12/31/2022
   
   Shift: DAY

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right harvest manager 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 harvest manager job on Zippia to find and recruit harvest manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with harvest manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 harvest manager

   Once you've found the harvest manager 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

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