How to hire a laundry operator

How to hire a laundry operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a laundry operator, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

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

   This list shows salaries for various types of laundry operators.

   Type of Laundry Operator	Description	Hourly rate
   Laundry Operator		$9-24
   Spotter	A spotter ensures a job is done in the safest possible manner to avoid injury. They monitor work in dangerous environments, such as near power lines... Show more	$13-29
   Laundry Aide	A laundry aide works in a laundry shop providing help in all aspects of cleaning the laundry. The laundry aide helps wash, iron, sort, and fold clothes... Show more	$10-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Dryers
   • Laundry Operations
   • Clean Linen
   • Production Standards
   • Laundry Facility
   • Laundry Equipment
   • Laundry Services
   • Extractors
   • Computer System

   Responsibilities:

   • Need method to proactively manage the business improving cross-functional collaboration & KPI visibility.
   • Sort and count articles remove from dryers and fold, wrap, or hang them.
   • Operate dryers according to recommend capacity and other manufacturers' guidelines.
   • Review loans that are scheduled for foreclosure auction ensure that they meet all applicable qualifications, investor guidelines and legal requirements.
   • Review loans that are scheduled for foreclosure auction ensure that they meet all applicable qualifications, investor guidelines and legal requirements.

3. Make a budget

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

   • Location. For example, laundry operators' average salary in tennessee is 41% less than in california.
   • Seniority. Entry-level laundry operators 60% less than senior-level laundry operators.
   • Certifications. A laundry 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 laundry operator's salary.

   Average laundry operator salary

   $15.39hourly

   $32,018 yearly

   ---

   Entry-level laundry operator salary

   $20,000 yearly salary

   Updated December 13, 2025

4. Writing a laundry operator job description

   A laundry 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. Below, you can find an example of a laundry operator job description:

   Laundry operator job description example

   • Ability to read, write, and communicate verbally in English
   • Working knowledge of how to process laundry by utilizing commercial type laundry equipment
   • Ability to physically operate laundry equipment and perform laundry functions which include but are not limited to loading heavy laundry (approximately 50 pounds), bending, reaching, pushing, carrying, standing, using extremities, etc.
   • Ability to lift and carry 50 pounds without assistance

   Minimum Experience:

   • One year experience working in school laundry or commercial type laundry environment

   MAJOR RESPONSIBILITIES AND DUTIES:

   • Operate laundry equipment
   • Perform minor maintenance on equipment
   • Record keeping
   • Perform laundry cleaning operations
   • Other duties as assigned by Laundry Foreman or Warehouse Services Manager

   EQUIPMENT USED:

   • Forklifts, trucks, pallet trucks, telephones, stencil machines, washers, dryers, laundry carts, dollies, etc.

   WORKING CONDITIONS:

   • Physical Demands:
     • Occasional heavy lifting and carrying bags and carts full of laundry (50 pounds or more)
     • Excessive moderate lifting and carrying of laundry (1-49 pounds)
     • Excessive reaching, pushing, walking, standing, kneeling bending, climbing, use of extremities, etc (8 hours per day)
     • Occasional operation of motor vehicles
     • Visual and hearing requirements necessary to perform job assignments
     • Occasional sitting to perform duties (1-4 hours per day)
   • Environmental Factors:
     • Outside and inside work in all kinds of weather and temperatures (hot, cold, wet, dry)
     • Most of work performed inside a hot environment (80-85 degrees is not unusual during summer season)
     • Light to moderate dust, fumes, noise
     • Work around and operate commercial type laundry equipment (washers, dryers)
     • Occasionally will climb ladders, stairs
   • Job Duties:
     • Perform proper laundry, cleaning operations which include pick up, cleaning, drying, folding, and delivery of school athletic, physical education, and food service laundry.

   Normal work hours: 7:30 am to 4:00 pm - 8 hours per day

   O = Occasionally F = Frequently C = Continuously N = Never

   Lift or carry

   01 - 10 lbs F

   11 - 20 lbs F

   21 - 40 lbs F

   41 - 60 lbs F

   61 - More lbs O

   Pushing F

   Bending/Stooping F

   Reaching above shoulder F

   Driving equipment O

   Machinery F

   Climbing

   Ladders O

   Stairs O

   Ramps O

   Scaffolds N

   Walking F

   Sitting O

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with laundry 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 laundry operator

   Once you've decided on a perfect laundry 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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