How to hire a line tender

How to hire a line tender, step by step

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

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1. Identify your hiring needs

   Before you post your line tender 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 line tender 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 line tender's background is also an important factor in determining whether they'll be a good fit for the position. For example, line tenders 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 line tender salaries for various roles:

   Type of Line Tender	Description	Hourly rate
   Line Tender		$14-23
   Packager	Packagers are skilled employees who place completed products into containers and prepare them for shipment by weighing and labeling each package. As the final checkpoints between buyer and manufacturer, packagers must ensure that items are in proper working order as well as discard defective items according to company procedures... Show more	$10-21
   Pack Out Operator	A pack out operator is a manufacturing or packaging operation employee responsible for the final packaging of goods prior to shipping. Pack out operators come in at the last stage of the manufacturing process to ensure readiness... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Quality Checks
   • Production Lines

   Responsibilities:

   • Manage system and application support for internal customers including software installation and PC upgrades.
   • Operate & monitor systems design for sterile FDA approve packaging of prescription drugs
   • Supervise and educate special education students to deliver social, behavioral and academic lessons using ABA therapy.
   • Instruct new associates on Panera's processes and policies.
   • prepare food to Panera standards, within set time limits.

3. Make a budget

   Including a salary range in your line tender job description is a great way to entice the best and brightest candidates. A line tender salary can vary based on several factors:

   • Location. For example, line tenders' average salary in wyoming is 48% less than in connecticut.
   • Seniority. Entry-level line tenders earn 37% less than senior-level line tenders.
   • Certifications. A line tender with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a line tender's salary.

   Average line tender salary

   $39,542yearly

   $19.01 hourly rate

   ---

   Entry-level line tender salary

   $31,000 yearly salary

   Updated January 31, 2026

4. Writing a line tender job description

   A good line tender job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a line tender job description:

   Line tender job description example

   Knoll, Inc. is a constellation of design-driven brands and people, working together with our clients in person and digitally to create inspired modern interiors. We are part of MillerKnoll, the engine powering the world's most dynamic design brands. Our internationally recognized portfolio includes furniture, textiles, leathers, lighting, accessories, and architectural and acoustical elements. Our brands - Knoll Office, KnollStudio, KnollTextiles, KnollExtra, Spinneybeck | FilzFelt, Edelman Leather, HOLLY HUNT, DatesWeiser, Muuto, and Fully - reflect our commitment to modern design that meets the diverse requirements of high-performance workplaces, work from home settings and luxury residential interiors. A recipient of the National Design Award for Corporate and Institutional Achievement from the Smithsonian's Cooper-Hewitt, National Design Museum, we can help organizations achieve Leadership in Energy and Environmental Design (LEED), Living Building Challenge and WELL Building workplace certifications.
   
   To learn more about our initiatives to support more inclusive and diverse communities, visit Knoll.com/Community.
   
   This position is responsible for visually inspecting all raw and finished product, loaded and unloaded, on the finishing systems against established quality criteria. We are looking for true paint line experience. Candidates with sprayer experience a plus.
   ESSENTIAL JOB RESPONSIBILITIES
   
   * Visually inspect all raw and finished product, loaded and unloaded, on the finishing systems against established quality criteria.
   * Load and unload paint system according to paint schedules.
   * Use designated equipment to check finished quality of painted parts against established quality criteria.
   * Maintain accurate records of product loaded, unloaded and rejected from the paint system.
   * Unload and present product in a manner acceptable to the trim areas.
   * Read and understand part tags and catalog numbers.
   * Clean and maintain load and unload areas.
   * Transport stock to and from work area.
   
   Participates in standard job rotations. Perform job rotation with team members to insure proper standardized work and ergonomic safety.
   
   Perform all duties within established ISO and safety policies and procedures.
   
   Performs all 5S housekeeping tasks in appropriate areas. Works to ensure work area is maintained in a clean, orderly and safe condition at all times. Completes all regularly scheduled 5S checks. Immediately alerts team member and team coordinators of all unsafe work conditions.
   
   Participates as a member of the Finishing Team. Participates in ongoing development, communication and implementation of team concepts, programs and policies. Coordinates work to ensure best practices with all team members. Attends appropriate team meetings. Accepts responsibility to quickly identify any areas of lack of cohesiveness, bringing them to the attention of the team leader and working with the team in a supportive manner to resolve issues effecting cohesiveness. Actively look for ways, and reinforce actions needed, to achieve synergy possible within the larger organization.
   
   Required Skills
   
   TECHNICAL EXPERIENCE:
   
   * Will be required to cross train on critical finish department positions for coverage purposes
   * Must be able to work in a team environment and be part of the rotation of all the load and unload positions
   * Must pass color test
   * May be required to receive additional education and attend seminars for related training
   *
   
   INDUSTRY EXPERIENCE:
   
   * Experience in a manufacturing environment required
   * Working knowledge of lean manufacturing techniques, principles, and tools preferred
   
   Problem Solving: Demonstrated ability to analyze problems and develop appropriate solutions.
   
   Project Management: Demonstrated ability to lead and manage projects under minimal supervision and meet required deadlines.
   
   Knoll Operating systems principles and objectives (this competency appears in all job descriptions): Knows all Knoll Muskegon established operating systems (e.g. quality, safety, environmental). Understands the responsibility to maintain familiarity the systems and this position's role in support of these systems - including a consideration of the impact of individual actions on the systems and the responsibility to communicate concerns and improvement ideas.
   
   Physical Activity
   
   Indicates the percentage of time during a typical workday that each of the following physical activates is performed:
   
   Activity
   
   Never
   
   Rarely
   
   0-10%
   
   Occasionally
   
   11%-33%
   
   Frequently
   
   34%-66%
   
   Continuously
   
   67%-100%
   
   Physical Demand:
   
   Sitting
   
   X
   
   Standing
   
   X
   
   Bend/Twist
   
   X
   
   Squat/Kneel
   
   X
   
   Climb
   
   X
   
   Crawl
   
   X
   
   Coordinate Foot, Hand, Eye
   
   X
   
   Walking
   
   X
   
   Lifting/Carrying:
   
   Under 10 lbs.
   
   X
   
   10 to 25 lbs.
   
   X
   
   26 to 55 lbs.
   
   X
   
   Pushing/Pulling:
   
   Under 10 lbs.
   
   X
   
   10 to 25 lbs.
   
   X
   
   26 to 55 lbs.
   
   X
   
   Reaching:
   
   Above
   
   X
   
   At
   
   X
   
   Below
   
   X
   
   Environment:
   
   Unprotected Heights
   
   X
   
   Being Around Moving Machinery
   
   X
   
   Changes in Temperature/Humidity
   
   X-Seasonal
   
   Driving Equipment
   
   X 5%
   
   Must a vehicle be driven to perform the essential functions:
   
   X
   
   Color Discrimination
   
   X
   
   Personal Protective Equipment
   
   X
   
   Exposure to Dust, Vapors
   
   X
   
   Talking: Expressing or exchanging ideas by means of the spoken words.
   
   Hearing: perceiving the nature of sounds by the ear with or without correction.
   
   X
   
   Seeing: Obtaining impression through the eyes of the shape, size distance, motion, color, or other characteristics of objects with or without correction.
   
   X
   
   Repetitive Motion: Repetitious movement of arms, hands, wrists, etc.
   
   X
   
   Required Experience
   
   * A high school diploma or equivalent (GED), or work experience which demonstrates performance competency
   
   Who We Hire
   
   Simply put, we hire everyone. MillerKnoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We're committed to equal opportunity employment, including veterans and people with disabilities.

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5. Post your job

   There are various strategies that you can use to find the right line tender 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 tender job on Zippia to find and recruit line tender candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with line tender 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 line tender

   Once you've selected the best line tender candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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.

   Once that's done, you can draft an onboarding schedule for the new line tender. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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