How to hire a harvester

How to hire a harvester, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the harvester you need to hire. Certain harvester 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

   You should also consider the ideal background you'd like them a harvester 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 harvester that fits the bill.

   This list shows salaries for various types of harvesters.

   Type of Harvester	Description	Hourly rate
   Harvester	Agricultural workers maintain the quality of farms, crops, and livestock by operating machinery and doing physical labor under the supervision of farmers, ranchers, and other agricultural managers.	$8-19

2. Create an ideal candidate profile

   Common skills:

   • Harvest
   • Wine
   • Harvesters
   • Farm Work
   • Manual Labor
   • Shovels
   • RAN
   • Grain Trucks
   • Train Cars
   • Farm Equipment

   Responsibilities:

   • Manage and oversee the day-to-day running of farms raising poultry or pigs for the production of meat and breeding stock.
   • Harvest pecans, run and replace sprinkler systems
   • Ensure DNR compliance by maintaining different lakes according to specifications.
   • Complete overhaul of ERP data structures lead to MRP/MPS planning being more effective.
   • Operate AG equipment, drive tractor trailer, repair and maintain all of equipment.
   • Operate large scale farming machinery including but not limit to pea harvesters and sweet corn combines.

3. Make a budget

   Including a salary range in your harvester job description helps attract top candidates to the position. A harvester salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a harvester in Montana may be lower than in Maine, and an entry-level harvester usually earns less than a senior-level harvester. Additionally, a harvester with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average harvester salary

   $13.17hourly

   $27,398 yearly

   ---

   Entry-level harvester salary

   $18,000 yearly salary

   Updated December 20, 2025

   Average harvester salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$28,031	$13
   2	Arizona	$25,979	$12
   3	Nevada	$24,595	$12
   4	Florida	$20,645	$10

   Average harvester salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Microsoft	$122,359	$58.83
   2	Cargill	$39,819	$19.14
   3	Syngenta	$39,544	$19.01
   4	Tyson Foods	$36,787	$17.69	1
   5	Sensient Technologies	$35,410	$17.02
   6	LifePoint Health	$29,544	$14.20
   7	Constellation Brands	$29,536	$14.20
   8	Workbox Staffing	$28,715	$13.81
   9	Kelly Services	$28,486	$13.70
   10	State Of Idaho	$27,890	$13.41
   11	PeopleReady	$27,194	$13.07
   12	Tanimura & Antle	$27,110	$13.03	5
   13	The LDS Group	$27,086	$13.02
   14	Hatfield Meats	$26,999	$12.98
   15	Sanctuary	$26,975	$12.97	1
   16	J D Irving Limited	$26,946	$12.95
   17	Bath & Body Works	$26,707	$12.84
   18	Staff Management	$26,531	$12.76
   19	Kendall-Jackson	$26,443	$12.71
   20	Minn-dak Farmers Cooperative	$26,371	$12.68

4. Writing a harvester job description

   A job description for a harvester role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a harvester job description:

   Harvester job description example

   The Harvest Clean/Prep team is the do all clean all team. The responsibility of the crew is to perform all cleaning related responsibilities. Once a harvest is complete, crew members will come in and clean the harvest room in its entirety. When harvest clean up is not needed or is complete, crew members will also be prepping gear for the following day's harvest as well as filling in for other odds and ends roles. looking for good hard workers who are willing to put in the time and effort to help insure the cleanliness and flow efficiency of all harvest operations.
   
   This is a full time position reporting to the Harvest Manager.
   COVID-19 vaccination is required for this role
   ResponsibilitiesCleaning of flower room post harvest Take down and tote dry rooms Clean and sanitize dry rooms post take down Prep for harvest crew's next day harvest Duties include sweeping, shop vacing and pressure washing. as well as mopping and bleach spraying. Wiping and sanitizing totes with alcohol spray for use during harvest and dry room take down Clean and maintain organization of any and all harvest equipment and storage spaces (trim rooms, garage spaces, dry rooms) (clippers, buckets, rolling racks, brooms and dustpans) The harvest clean/prep crew works with the harvest and cultivation crew members to produce a seamless flow and transition from day to day harvest as well as harvest to room re-population. Maintains up-to-date understanding of line office operations and procedures needed to comply with aspects of cannabis law and regulation, as provided by the Compliance Department and Line Office Management, and follows such operations and procedures.
   Qualifications and RequirementsBackground in cannabis industry encouraged Ability to lift and move 30+lbs and work on your feet for long hours Ability and know how to use shop vac and pressure washing machine for cleaning purposes Able to stack and move loaded tots safely using proper equipment and moving techniques.Good communication skills with manager, leads and other co-workers Meticulous, consistent attention to detail in all aspects of work Gives/ receives constructive criticism with an open mind Punctuality is MANDATORYHigh tolerance to plant allergens Five day work weeks m-f with occasional weekend work At least 21 years old. Through your hard work and dedication the cultivation crew is able to seamlessly repopulate rooms, the harvest crew is able to transition from harvest to harvest and our dry rooms will always be ready to fill! This is an entry level position with endless opportunity for growth and advancement
   What we bring to the table Our co-workers are a close-knit, intelligent, collaborative and motivated team.We care about you. We offer competitive health, dental, and vision insurance benefits for employees and their dependents.Invest in yourself and your family. We offer a company 401(k) retirement plan to all eligible employees, Eligible employees have worked with the company for 6 months.We value diversity and inclusivity. We are an equal opportunity employer and do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
   Our Values:Grow with IntegrityBring People TogetherBuild with AmbitionBelieve in Cannabis for Good
   Company Description
   
   NorCal Cannabis has been developing and shaping the legal cannabis industry since 2015 in the areas of cultivation, distribution and retail.
   
   NorCal's mission is to bridge the strong roots and rich heritage of the cannabis industry with the bright future and unlimited potential now available to companies that fully understand the intricacies of the business. From seed to sale, our brands, products, and assets are meticulously developed from cultivation and manufacturing to delivery and retail. Throughout the entire process, we value every element of the supply chain and proudly serve distributors, retailers and consumers across California.
   
   We believe cannabis is a force for good, and will make positive impacts to society, the economy and the environment.
   
   The history of cannabis and social reform go hand in hand. We honor the struggles of the past by building a better future. NorCal Cannabis recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender, disability, age, veteran status, and other protected statuses as required by applicable law. We believe that in our differences, we find strength.
   
   We are committed to equality, diversity, multiculturalism, and inclusion. We know we will always have to work to contribute to making our world a more equitable place. We focus first on building a values driven foundation inside the physical and virtual walls of our company and make concerted efforts to engage in the local communities we operate in and the global community for which we are citizens.
   
   NorCal Cannabis also strives to be a steward of our ecological environment, knowing that our business's health and health of our people is dependent and integrally connected to the health of the earth's ecosystem. We do our best to tread lightly.

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5. Post your job

   There are various strategies that you can use to find the right harvester 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.

   To find harvester candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as ag hires, farm job, farming work , joe produce, picking jobs.
   • Post your job on free job posting websites.

6. Interview candidates

   Your first interview with harvester 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 harvester

   Once you have selected a candidate for the harvester 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 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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