How to hire a master craftsman

How to hire a master craftsman, step by step

Here's a step-by-step master craftsman hiring guide:

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

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1. Identify your hiring needs

   Before you post your master craftsman 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 master craftsman 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 master craftsman's background is also an important factor in determining whether they'll be a good fit for the position. For example, master craftsmen 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 presents master craftsman salaries for various positions.

   Type of Master Craftsman	Description	Hourly rate
   Master Craftsman		$15-31
   Master	A master is an individual who has the power and ability to make use, dispose of something, or take control. One can be a master of a certain language, skill, or anything he/she or she is an expert of... Show more	$18-61
   Master Technician	A Master Technician diagnoses and repairs vehicles accurately within a reasonable time frame and quality. Their primary duties include the maintenance of vehicles to ensure proper performance, repairing of individual parts, and replacement of entire systems.	$29-72

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Ladders
   • Customer Service
   • HVAC
   • Plumbing
   • Electrical Systems
   • Custom Cabinets
   • Aluminum
   • MIG
   • Custom Furniture
   • Stainless Steel
   • Quality Standards
   • CNC

   Responsibilities:

   • Manage 22 active duty hydraulic technicians in support of 32 of USAF's 59 KC-10A aircraft.
   • Function as a structural welder utilizing all position welds with SMAW, FCAW, and GMAW welding processes.
   • Use Oxy - fuel cutting torch for cutting steel.
   • Preform plumbing, electric and pneumatics.
   • Read blueprints, fit-up and weld-out.
   • Preheat steel to right temperature before welding with FCAW.

3. Make a budget

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

   • Location. For example, master craftsmen' average salary in south carolina is 43% less than in washington.
   • Seniority. Entry-level master craftsmen earn 51% less than senior-level master craftsmen.
   • Certifications. A master craftsman 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 master craftsman's salary.

   Average master craftsman salary

   $45,865yearly

   $22.05 hourly rate

   ---

   Entry-level master craftsman salary

   $32,000 yearly salary

   Updated December 19, 2025

4. Writing a master craftsman job description

   A job description for a master craftsman 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 master craftsman job description:

   Master craftsman job description example

   + + Position Type:
   
   Oth Classified Support Person/ Master Craftsman
   
   + Date Posted:
   
   10/12/2022
   
   + Location:
   
   Building Maintenance - Shiloh
   
   Job Code: Master Craftsman - 030137 Standard Hours: 40 Department: Bldg Maintenance - Plumbing - 262840 Empl Class: NA
   
   Minimum Salary: $46,341.00/Annually
   
   Maximum Salary: $73,460.00/Annually
   
   Scheduled Days: 245
   
   Target Openings: 1
   
   License and Certification Qualifications: Valid Georgia driver's license required.
   
   Education Qualifications: High school diploma or equivalent required. Technical training in HVAC (freezer/cooler) and electrical equipment preferred.
   
   Experience Qualifications: Five years of experience with kitchen equipment repair or similar demonstrated experience with HVAC (freezer/cooler) and electrical equipment repair.
   
   Skills Qualifications: Ability to follow oral and written instructions quickly and accurately; ability to communicate with others in an effective and tactful manner; ability to follow technical instructions and diagrams; and general knowledge of codes, materials, tools, hazards and safety procedures.
   
   Primary Responsibilities: Responsible for performing skilled kitchen equipment repair work under the supervision of the foreman for the Building Maintenance Department and for providing related special training and instruction to staff members.
   
   1. Perform scheduled and emergency repairs to the district's School Nutrition Program (SNP) equipment, both on-site and in a central repair shop.
   
   a. Perform and oversee preventive maintenance to kitchen equipment.
   
   b. Make recommendations regarding operations and troubleshooting activities to be performed by local school personnel.
   
   2. Maintain department records including, but not limited to, work order reports, purchase requisitions, requests for bids, surplus declaration, and other forms identified by the Director of Building Maintenance and Director of School Nutrition Program.
   
   3. Inspect, diagnose, and correct equipment problems.
   
   4. Coordinate the training of other GCPS staff.
   
   a. Train local school personnel to operate, clean, and maintain equipment outlined by the original equipment manufacturer and minor repairs.
   
   b. Train assigned preventative maintenance craftsmen in skills required to perform needed kitchen equipment repairs.
   
   c. Train private contractors and other district employees as necessary to complete work according to building and safety codes.
   
   5. Setup and maintain inventory of repair parts required for the system's equipment.
   
   a. Monitor inventory levels and submit purchase requests to replenish stock.
   
   b. Conduct inventory and maintain replacement parts.
   
   c. Operate and maintain handheld work order/inventory management device.
   
   6. Supervise private contractors if assigned to perform required work.
   
   a. Plan and direct appointed personnel in the daily work schedule as required.
   
   b. Monitor and maintain safe work procedures.
   
   c. Monitor and maintain work according to building and safety codes.
   
   7. Work with other personnel in the trade area and other departmental personnel.
   
   a. Coordinate with other craftsmen in completing assignments.
   
   b. Cooperate with and maintain a positive relationship with all district personnel.
   
   8. Work toward improving needed craftsmen skills and abilities.
   
   a. Learn to service and repair different types and makes of equipment.
   
   b. Receive training for repairing new types of items used throughout the county.
   
   9. Work as required after normal work hours.
   
   a. Be on call after normal working hours for a period of seven days.
   
   b. Be subject to being called on 24 hours a day, seven days a week.
   
   10. Perform other duties as assigned.
   
   Physical Demands:
   
   While performing the duties of this job, the employee is required to stand, walk, negotiate stairs, climb ladders, reach with hands and arms, talk and hear, manipulate tools and small items with hands, and lift and transport up to 50 pounds over short distances. The employee is required to operate a motor vehicle in performance of duties. Specific vision abilities required by this job include close vision, distance vision, and color vision. Sitting working on a personal computer for long periods of time are occasionally required, as well as conversing by telephone for long periods of time. The employee may be subjected to a wide range of ambient temperature and humidity conditions while working on equipment under varying conditions including overhead work and work in confined spaces. Potential hazards of this position include working with electricity, working with heat and noise producing machinery and equipment, working on elevated equipment using ladders or other lifting devices, and use of chemicals and solvents. Reasonable accommodations will be made for individuals with specific disabilities.

   Copy this example

   

5. Post your job

   To find the right master craftsman for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with master craftsmen they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit master craftsmen who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your master craftsman job on Zippia to find and recruit master craftsman candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit master craftsmen, 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.

   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 master craftsman

   Once you've decided on a perfect master craftsman 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.

   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 master craftsman. 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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