How to hire a job press operator

How to hire a job press operator, step by step

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

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1. Identify your hiring needs

   The job press operator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   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 job press operator 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 job press operator that fits the bill.

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

   Type of Job Press Operator	Description	Hourly rate
   Job Press Operator		$12-19
   Screen Making Technician	A screen making technician performs installations and repairs to maintain the smooth flow of operations at manufacturing facilities. Their responsibilities typically include conducting measurements and assessments, setting guidelines, troubleshooting problems, gathering and analyzing data, and maintaining records of all procedures and adjustments... Show more	$12-19
   Printer	A printer is primarily responsible for printing materials according to project requirements. Although the extent of their responsibilities depends on their company or employment industry, it typically includes identifying the project needs, utilizing machines and tools, cutting materials according to size guidelines, and submitting materials to clients or managers promptly... Show more	$10-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CNC

   Responsibilities:

   • Arrange logistics of customer orders, and receive incoming material into company inventory program.
   • Maintain and run web newspaper press.
   • Account for production run during the shift.
   • Receive CDL license and off shore survival and rigger training.
   • Assist with well preparation and the relocating of CDL qualify equipment.
   • Move pallets of paper with fork lift while loading or unloading trucks.

3. Make a budget

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

   • Location. For example, job press operators' average salary in alabama is 43% less than in new jersey.
   • Seniority. Entry-level job press operators 37% less than senior-level job press operators.
   • Certifications. A job press 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 job press operator's salary.

   Average job press operator salary

   $15.82hourly

   $32,902 yearly

   ---

   Entry-level job press operator salary

   $26,000 yearly salary

   Updated January 17, 2026

4. Writing a job press operator job description

   A job press operator 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 job press operator job description:

   Job press operator job description example

   Martinrea is a diversified global automotive supplier, engaged in the design, development and manufacturing of metal parts, assemblies and modules, complex fluid management systems and aluminum products. We employ approximately 15,000 skilled and motivated people at manufacturing, engineering and technical centers in Canada, the United States, Mexico, Brazil, Germany, Slovakia, Spain and China. Our business strategy leverages world-class technologies, motivated and talented people, and high-quality products.
   We make people's lives better by: Delivering outstanding quality products and services to our customers; Providing meaningful opportunity, job satisfaction, and job security for our people; Being positive contributors to our communities; and, Providing superior long-term investment returns to our stakeholders Our strength is our people We invite you to follow your dreams and explore a challenging and rewarding career at Martinrea.
   Job Summary: Operate a variety of presses, from 50 ton to 3000 ton, while ensuring quality and productivity standards are met. Perform set up and complete necessary documentation.
   Required Education and Experience: High school diploma or general education degree (GED), or equivalent combination of education and experience Excellent communication, decision making, problem solving, and organization skills Must be able to work in a team and independently Must have a good knowledge of the English language Knowledge of Customer Specific Requirements Knowledge of ISO 9001/IATF 16949
   Essential Functions: Operate hand transfer and progressive die operation, and complete duties according to specific job instructions Problem solve automation issues as they arise Meet targeted production quotas according to work instructions and verbal directions Ensure only quality parts are passed onto the next operation, and notify Press Shop Supervisor of quality related problems Complete all necessary documentation (production reports, quality alerts, BOS sheets) correctly and in a timely manner Load, band, and handle coils Set up transfer press Produce, pack, and label parts (barcodes, process cards) according to BOS instructions Make adjustments to feed line and press Participate in die changes and record progress of continuous improvements of changes Check to make sure all guards are in place and light curtains are working Compare first and last piece with gage requirements and boundary samples to determine conformance with standard Identify press material defects and their causes Any other duties or responsibilities assigned by the Press Shop Supervisor Operators can move up in pay and responsibility upon approval from Press Shop Supervisor, Press Shop Manager, and HR Manager. Mobility scale goes from Operator, to Transfer Press Operator, to Set Up. Forklift and/or crane license will be achieved when transitioning to the Transfer Press Operator position. Abide by all Company polices including, but not limited to the following: Health and Safety, Quality and Environmental Systems, Human Resources policies, and the Martinrea Employee Handbook
   Language Skills: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before customers or employees of the organization.
   Mathematical Skills: Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry.
   Reasoning Ability: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
   Work Environment: 100% Plant Floor (PPE Required)
   Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to hear, stand, use hands to finger, handle, or feel, walk, and lift/move up to 10 pounds. The employee is frequently required to talk and lift/move up to 25 pounds. The employee is occasionally required to crouch/kneel, pull/push, reach, sit, and lift/move up to 50 pounds.
   Health and Safety: Must work in accordance with Health and Safety regulations, Company and plant rules, policies and procedures Must use or wear Personal Protective Equipment and certain clothing as required by the Company
   Other Duties: This job description is not designed to contain a comprehensive list of duties and responsibilities required for this job. Duties and responsibilities may change at any time with or without notice
   Benefits Offered: Medical, Dental, Vision, 401k with company match Short-term disability coverage Safety shoe and prescription safety glasses reimbursement Training Opportunities

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5. Post your job

   There are a few common ways to find job press operators 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 job press operator job on Zippia to find and recruit job press operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting job press operators 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.

   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 job press operator

   Once you have selected a candidate for the job press operator 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new job press operator. 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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