How to hire a locator

How to hire a locator, step by step

Here's a step-by-step locator hiring guide:

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

What does a locator do?

Post a locator job for free, promote it for a fee

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1. Identify your hiring needs

   Before you start hiring a locator, 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

   Hiring the perfect locator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of locators and their corresponding salaries.

   Type of Locator	Description	Hourly rate
   Locator	Line installers and repairers, also known as line workers, install or repair electrical power systems and telecommunications cables, including fiber optics.	$10-27
   Fiber Optic Technician	A fiber optic technician is someone who works with the optical cables and fibers used in communications data transmission. Fiber optic technicians fuse fibers together, install fiber cables, and splice fibers in buildings and beneath the ground... Show more	$14-24
   Fiber Optic Splicer	A fiber optic splicer specializes in installing and repairing fiber optic cables in telecommunication lines. Among their responsibilities include providing customer assistance by answering inquiries, troubleshooting problems, implementing systems, and assisting customers in setting up their devices... Show more	$13-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Necessary Paperwork
   • Working Independently
   • TV
   • Water Lines
   • Professional Appearance
   • Electronic Equipment
   • Damage Prevention
   • Safety Devices
   • Sewer Systems
   • Underground Facilities
   • Sanitary Sewer
   • Communication Equipment
   • Work Ethic
   • Utility Maps

   Check all skills

   Responsibilities:

   • Work on utility poles, platforms, aerial ladders and manholes and to perform job duties.
   • Limit use & knowledge of GPR technology.
   • Create splices from secondary voltage up to 24 KV.
   • Supply technical support of DSL circuits for high speed internet customers.
   • Install and repair phone and DSL service to residential and businesses.
   • Locate and take GPS shots on gas pipeline also pick up copper wire

   More locator duties

3. Make a budget

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

   • Location. For example, locators' average salary in arkansas is 49% less than in california.
   • Seniority. Entry-level locators earn 62% less than senior-level locators.
   • Certifications. A locator 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 locator's salary.

   Average locator salary

   $36,634yearly

   $17.61 hourly rate

   ---

   Entry-level locator salary

   $22,000 yearly salary

   Updated December 15, 2025

   Average locator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$42,965	$21
   2	Massachusetts	$38,242	$18
   3	New York	$36,735	$18
   4	Maryland	$36,461	$18
   5	Illinois	$36,151	$17
   6	Virginia	$35,839	$17
   7	Pennsylvania	$34,431	$17
   8	Minnesota	$33,422	$16
   9	Washington	$33,197	$16
   10	Maine	$33,195	$16
   11	New Hampshire	$32,248	$16
   12	Iowa	$31,804	$15
   13	Wisconsin	$31,164	$15
   14	Missouri	$30,562	$15
   15	Colorado	$30,177	$15
   16	Indiana	$29,858	$14
   17	Ohio	$29,484	$14
   18	Michigan	$29,141	$14
   19	Texas	$28,988	$14
   20	Kansas	$28,467	$14

   Average locator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Brigham and Women's Hospital	$100,947	$48.53
   2	Accenture	$85,458	$41.09
   3	WEC Energy Group	$83,204	$40.00	11
   4	Deloitte	$78,974	$37.97
   5	General Dynamics Mission Systems	$76,791	$36.92
   6	Tucson Electric Power	$74,791	$35.96
   7	VIVA USA	$74,382	$35.76
   8	Ernst & Young	$73,671	$35.42
   9	Yale New Haven Health	$73,168	$35.18
   10	Halff Associates	$69,134	$33.24
   11	PSEA	$67,701	$32.55
   12	Northern Trust	$66,771	$32.10
   13	Northwell Health	$64,430	$30.98
   14	GPAC	$58,113	$27.94
   15	Xcel Energy	$57,297	$27.55
   16	HBK Engineering	$56,596	$27.21
   17	Lochner	$56,516	$27.17
   18	University of Rochester	$56,277	$27.06
   19	Energy Transfer	$55,524	$26.69	1
   20	Pavlov Media	$51,550	$24.78

4. Writing a locator job description

   A good locator 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 locator job description:

   Locator job description example

   We empower the best people to help sustain our world. 100% employee-owned. Independence guaranteed.
   
   Company:
   Bermex, Inc.
   
   The Line Locator Technician places a high priority on safety and quality while driving, parking and performing line locating. The Technician uses magnetic sensing equipment and maps to identify the location of underground utility lines and pipes. Color coded spray paint is used to mark the location and type (Electric, water, gas, telephone, etc.) of underground line.Line locating work is performed by driving and walking from site to site. This role requires a high level of physical activity and working in a wide variety of weather conditions. Crouching, bending, lifting and stooping is required in order to perform this role. Digging with a shovel is sometimes required.
   
   Requirements • Line Locating Experience required• Demonstrated length of service with prior employer (1+ year of service with prior employer preferred)
   
   Responsibilities and Tasks Performed
   Receives work tickets from the 811 system Reads and interprets utility maps showing underground utilities Utilizes a Sure-Lock Utility Pro or similar sensing device to detect location of underground utilities Digs with a shovel as necessary to pin-point the location of underground utilities Marks the path and type of utility lines using correct florescent paint color Follows strict Utility, State and Federal guidelines for Utility Line MarkingProvides records of work performed using a digital camera and laptop Wears assigned personal protective equipment (PPE) and company uniform Follows safety, quality and operational procedures Completes assigned routes and work orders on the assigned date Participates in safety meetings Provides timely reports and documentation to management per procedures Escalates issues and questions to Supervisor per procedures Shows courtesy and professionalism when dealing with customers and other employees Maintains a satisfactory attendance record Performs other duties as assigned Keeps assigned vehicle clean Reports customer, equipment and vehicle issues immediately
   
   Benefits include:
   Health InsuranceDentalVisionLife InsuranceVacationHolidays 401(k) Footwear and uniforms provided
   #ZIP
   
   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 locator 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 locator job on Zippia to find and recruit locator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit locators, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 locator

   Once you have selected a candidate for the locator 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.

   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.

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