How to hire a hot cell technician

How to hire a hot cell technician, step by step

Here's a step-by-step hot cell technician hiring guide:

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

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1. Identify your hiring needs

   Before you post your hot cell technician job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a hot cell technician for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A hot cell technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, hot cell technicians 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 hot cell technicians and their corresponding salaries.

   Type of Hot Cell Technician	Description	Hourly rate
   Hot Cell Technician		$13-38
   Technician	Technicians are skilled professionals who primarily work with technology in different industries. They are knowledgeable about the technical aspects of the various items they work with... Show more	$11-27

2. Create an ideal candidate profile

   Common skills:

   • Safety Standards
   • Taps
   • Hot Tubs
   • Extreme Heat
   • Hot Cell

   Responsibilities:

   • Manage daily production schedule, monitor machine operation, addressed any etching machinery problems.
   • Perform quality audit on Ericsson and Nokia GSM equipment.
   • Test the voltages and amperes of rectifiers, battery testing.
   • Have working knowledge of RF planning process and use of propagation tools.
   • Experience in Alcatel-Lucent (5E) / Ericsson (EnodeB) wireless switching environment require.
   • Have extensive knowledge of Ericcson TDMA, UMTS, Nokia GSM technology, and Ericcson GSM technology.

3. Make a budget

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

   • Location. For example, hot cell technicians' average salary in montana is 36% less than in new jersey.
   • Seniority. Entry-level hot cell technicians 65% less than senior-level hot cell technicians.
   • Certifications. A hot cell technician 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 hot cell technician's salary.

   Average hot cell technician salary

   $48,464yearly

   $23.30 hourly rate

   ---

   Entry-level hot cell technician salary

   $28,000 yearly salary

   Updated December 17, 2025

4. Writing a hot cell technician job description

   A hot cell technician 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 hot cell technician job description:

   Hot cell technician job description example

   The Hot Tap Technician performs hot tapping services in a variety of client industrial work sites with minimal shutdowns or service interruptions.
   Essential Job Functions
   
   * Maintains a safe, secure and healthy environment by adhering to Company/Customer safety standards and practices and to legal regulations, alerting others regarding potential hazards or concern
   * Performs all duties as assigned and adheres to TEAM's Core Values.
   * Provides on-site Hot Tapping and Line Stop services on client work sites performing any of any of the following duties:
   * Creating a safe entry into a pipe or vessel; operating at a pressure or vacuum
   * Hot taps and conventional line stops
   * Hot stops
   * Hi-Stops
   * Super Hi-Stops
   * Double Line Stops
   * 45 Degree angle taps
   * Tee stops and elbow stops
   * Across-the-line stops
   * Through the line valve stops
   * Freeze stops
   
   * Identifies circumstances that necessitate the use of proper safety procedures and equipment.
   * Documents all hot tapping services activity as required.
   * Maintains hot tapping tools and equipment.
   
   Job Qualifications
   
   * High school diploma or equivalent preferred. Technical school or related training preferred.
   * Two (2) years of industry related experience preferred.
   * Current HAZPOWER training certificate preferred.
   * Travel Requirements: 0% - 25%
   
   Work Conditions
   
   * Position is based out of a branch or site location.
   * Field duties require indoor and outdoor work in a plant atmosphere
   * Interaction with other crew employees, as well as supervisors and client personnel
   * Working in plant and/or shop areas around production machinery with extreme noise levels
   * Must be able to wear safety equipment as required by the safety department for personal protection
   * May be at more than one job site in a day and must be able to tolerate climate changes
   * May be required to travel out of town on a periodic basis
   
   Physical and Mental Requirements
   
   * Ability to lift and carry 75 pounds
   * Must be able to walk and climb except when performing non-field duties
   * Sufficient clarity of speech and hearing or other communication capabilities, with or without reasonable accommodation, which permits employee to communicate effectively
   * Sufficient vision or other powers of observation, with or without reasonable accommodations, which permits employee to investigations
   * Sufficient manual dexterity with or without reasonable accommodation, which permit the employee to perform routine office duties
   * Sufficient personal mobility and physical reflexes, with or without reasonable accommodations to perform office duties and travel when necessary to off-site locations
   * Sufficient personal mobility to maneuver within a refinery or plant environment to include the ability to gain access to elevated platforms via ladders and stairwells
   * Ability to maintain focus and multitask effectively
   * Excellent communication skills
   
   TEAM provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
   
   This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

   Copy this example

   

5. Post your job

   There are a few common ways to find hot cell technicians for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your hot cell technician job on Zippia to find and recruit hot cell technician candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting hot cell technicians 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 hot cell technician

   Once you've decided on a perfect hot cell technician 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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