How to hire a hopper operator

How to hire a hopper operator, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the hopper operator you need to hire. Certain hopper operator 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 hopper operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, hopper operators 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.

   Here's a comparison of hopper operator salaries for various roles:

   Type of Hopper Operator	Description	Hourly rate
   Hopper Operator	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$11-23
   Injection Molding Technician	Usually working at manufacturing facilities, an injection molding technician is in charge of setting up and designing molds and cores to ensure a smooth workflow and quality standard products. They perform installations and adjustments, troubleshoot problems, monitor systems and regulation parameters, and maintain an active communication line with co-workers... Show more	$17-28
   Die Setter	In manufacturing facilities, a die setter is primarily in charge of setting up machines and equipment, selecting and utilizing various tools, preparing molds, gathering measurements and analyzing data, keeping records, monitoring the operations of machinery, and processing products according to protocols. They may also conduct regular maintenance checks, troubleshoot errors, perform basic repairs or adjustments, and produce regular reports for managers... Show more	$13-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hopper Cars

   Responsibilities:

   • Manage the master calendar and schedule resources such as communication equipment, weapons, transportation and ammunition forecast and delivery.
   • Monitor combat missions through satellite and computer global positioning systems in order to prepare accurate reports for unit commanders.
   • Monitor combat missions through satellite and computer global positioning systems in order to prepare accurate reports for unit commanders.

3. Make a budget

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

   • Location. For example, hopper operators' average salary in florida is 40% less than in alaska.
   • Seniority. Entry-level hopper operators 50% less than senior-level hopper operators.
   • Certifications. A hopper 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 hopper operator's salary.

   Average hopper operator salary

   $16.51hourly

   $34,345 yearly

   ---

   Entry-level hopper operator salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a hopper operator job description

   A job description for a hopper operator 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 hopper operator job description:

   Hopper operator job description example

   PeopleReady of Monroe, LA is now hiring Hoppers!
   
   Apply today and you could start as soon as tomorrow. No resume or interview required – yep, you read that right.
   
   As a PeopleReady associate you'll benefit from:
   
   * The freedom to work where you want, when you want and as often as you want.
   
   * Next-day pay* for many of our open positions.
   
   * The ability to choose long-term positions for steady work or short-term positions if you just want some extra cash.
   
   * The ability to sign up for jobs right from our mobile app, JobStack!
   
   Pay Rate:
   
   The pay rate for this job is $12 - $14 / hour
   
   What you'll be doing as Hopper:
   
   * Throwing garbage into trucks
   
   * Collect trash, throw garbage into trucks
   
   * Riding on the back of garbage or recycling collection truck and collecting solid waste on a designated route
   
   * Directing driver when pulling out in traffic and backing up, and directing incoming vehicles to dumping area at solid waste disposal facilities
   
   * Knowledge of standardized work routines used for manual tasks and operation of collection vehicles in solid waste operations
   
   * Checking operating and safety conditions of vehicles, performing minor servicing, and reporting needed repairs or servicing
   
   * Assisting driver with various tasks during waste runs
   
   Available shifts:
   
   Shift timings - All Available
   
   Job requirements:
   
   * Deep knowledge of work routines and procedures in collecting solid waste materials for disposal, reuse, and recycling
   
   * Able to lift up to 50 pounds, and able to carry, reach, bend, push, pull, and climb
   
   * Flexibility to work in all weather conditions
   
   * Throwing garbage into trucks
   
   Ready to take control of the way you work?
   
   Complete our application to join the PeopleReady team today. In case you missed it, no resumes or interviews are required!
   
   \#EVER650A
   
   PeopleReady is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religious affiliation, color, national origin, gender, age, marital status, sexual orientation, gender identity, veteran status, disability, or any other basis protected by law. We will get to know you and connect you with jobs that match your skills, experience and preferences. We work hard every single day to find jobs so each employee has opportunity and variety in their work.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with hopper operator 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 hopper operator

   Once you've decided on a perfect hopper 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.

   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.

   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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