How to hire a line puller

How to hire a line puller, step by step

Here's a step-by-step line puller hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a line puller, 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 line puller's background is also an important factor in determining whether they'll be a good fit for the position. For example, line pullers 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 line pullers.

   Type of Line Puller	Description	Hourly rate
   Line Puller	Construction laborers and helpers perform many tasks that require physical labor on construction sites.	$12-18
   Line Operator	A line operator is responsible for assisting in warehouse and factory operations, usually assigned on doing heavy works for the production. Line operators' duties include operating manufacturing machines and equipment, placing products on the appropriate shelves, checking supplies and inventories, loading orders for shipments, inspecting products for any defects, labeling products accurately, adhering to the safety procedures to prevent product contamination, and observing sanitary regulations... Show more	$12-20

2. Create an ideal candidate profile

   Common skills:

   • Pallets
   • RF
   • Inventory Control

   Responsibilities:

   • Pull pallets from end of production lines, supply materials to lines, float lines for other team members.
   • Work in air bag, body wire, door handle, and other assembly lines and areas for different Chrysler products.
   • Transport pulled items from the production area to the shipping dock inventory area pallet by using tow jack.
   • Place stickers on front and sides of lawnmowers and adjust bolts and screws on the tires of the mowers.

3. Make a budget

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

   • Location. For example, line pullers' average salary in florida is 29% less than in alaska.
   • Seniority. Entry-level line pullers 29% less than senior-level line pullers.
   • Certifications. A line puller 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 line puller's salary.

   Average line puller salary

   $15.69hourly

   $32,637 yearly

   ---

   Entry-level line puller salary

   $27,000 yearly salary

   Updated January 20, 2026

4. Writing a line puller job description

   A job description for a line puller 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 line puller job description:

   Line puller job description example

   **Core-Mark (Nasdaq CORE)** **www.core-mark.com**
   
   Core-Mark is a Fortune 300 company that continues to grow for over 130 years as an industry leader in fresh and broad-line solutions to the convenience retail industry. Our reputation of empowering customers, employees, and communities has allowed us to build over $16 Billion in revenue. Through our 32 distribution centers, we offer a full range of products, programs, and solutions to customers across the U.S. and Canada.
   
   At Core-Mark, you will discover a culture that enables you to grow, challenges you to achieve, and embraces you as family. Show us your power and come explore your opportunities with Core-Mark.
   
   THE POWER OF ONE. **STRENGTHENED BY ALL.**
   
   **Position Summary:**
   
   It all flows through you. As a member of our warehouse team, you will take orders from request to reality, in an environment where you'll feel and create a culture of safety and family. You will safely and efficiently move and track all inbound, outbound, and stored products within the warehouse. This includes performing a variety of tasks such as; offloading, stocking, selecting, and replenishing products to ensure that the warehouse is providing Core-Mark customers with exceptional service and quality.
   
   **Position** **Responsibilities** **:**
   
   + Receiving all inbound merchandise and locating proper pick location.
   
   + Restocking order pick and flow lines to prepare warehouse for order selection.
   
   + Ensuring placement of product in sufficient quantities to accommodate routine or special demands.
   
   + Maintaining a high level of attention to detail by ensuring that proper attention is given to all areas including, but not limited to; balers, aisles, racking, floors, door pits, and other areas as assigned.
   
   + Transferring merchandise from the receiving area to their stock location.
   
   + Consolidating merchandise into picking containers as necessary.
   
   + Packing products securely in cartons and totes.
   
   + Insuring application of shipping ID and marking cartons/totes with truck run and stop number.
   
   + Using the appropriate equipment, ensure that safe and efficient movement and tracking of any inbound, outbound, and stored products within the warehouse.
   
   + Maintaining inventory integrity by adhering to system processes at all times.
   
   + Pulling orders according to sequencing on delivery route/run list.
   
   + Recording amounts of materials or items received or distributed.
   
   + Performing end of shift tasks such as; charging power equipment and verifying completed work.
   
   + Maintaining clean, orderly workstation-returning supplies and merchandise to assigned locations.
   
   + Committing to safe work practices in adherence with Core-Mark's safety policies and requirements.
   
   + Performing other tasks and duties as assigned.
   
   **Skills & Experiences:**
   
   + High School Diploma or General Education Degree (GED) and/or 1 to 3 years of related experience.
   
   + Ability to communicate effectively.
   
   + Ability to work reliably from verbal and written instructions.
   
   + Ability to apply general math skills.
   
   + Intermediate computer knowledge and ability to learn/use computer programs on the job.
   
   + Will require the ability to obtain certifications for powered equipment; such as Forklift operation.
   
   **Physical Demands &Working Conditions:**
   
   + Physical ability to regularly lift, carry, and position: up to 10 lbs. regularly, up to 25 lbs. frequently, and up to 60 lbs. occasionally.
   
   + Physical ability to handle objects, tools, and/or controls.
   
   + Physical ability to stand for a significant period of time and walk continuously.
   
   + Physical ability to occasionally bend, kneel, crouch, climb, reach, or crawl.
   
   + May require the ability to operate and/or be certified on various powered equipment.
   
   + Ability to work in a warehouse environment which will expose the incumbent to a variety of noise and potential extremes in temperature.
   
   **Core-Mark Benefits:**
   
   At Core-Mark, we know your power comes from your overall well-being and the well-being of your family. That's why we offer a comprehensive benefits package that supports the health of you and your family. As a part of our family, your benefit offerings include:
   
   + **Highly Competitive Medical, Dental, & Vision Coverage**
   
   + **Health Savings & Flexible Spending Accounts**
   
   + **Core-Benefits:** Life,Disability,& Employee Assistance Program paid by Core-Mark
   
   + **Work/Life Balance:** Sick Leave, Vacation Time and Holidays
   
   + **Financial Wellness:** 401(k) Plan, Group Voluntary Benefits, Pet Insurance, Commuter Benefit, Employee Discounts, & Scholarship Opportunities for children of employees
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

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

   Post your job online:

   • Post your line puller job on Zippia to find and attract quality line puller candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with line puller 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 line puller

   Once you have selected a candidate for the line puller 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.

   After that, you can create an onboarding schedule for a new line puller. 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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