How to hire an oil operator

How to hire an oil operator, step by step

Here's a step-by-step oil operator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an oil 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

   An oil operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, oil 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 presents oil operator salaries for various positions.

   Type of Oil Operator	Description	Hourly rate
   Oil Operator		$13-25
   Equipment Operator	Equipment operators are employees who are assigned to work on specific company equipment. They are skilled workers trained to handle all aspects of the particular equipment, from basic operating to repairing... Show more	$11-19
   Lease Operator	A lease operator is responsible for inspecting the efficiency and optimal performance of equipment and machinery and measuring the oil from the operation of the wells. Lease operators report the inconsistencies and failures of the equipment for immediate repair and replacement to avoid delays and prevent potential hazards... Show more	$2-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CDL
   • DOT
   • Safety Measures
   • Frac
   • Rail Cars
   • Oiling
   • Oil Gas
   • Hazardous Materials
   • Crude Oil
   • Storage Tanks
   • API
   • Production Equipment
   • RAN
   • Check Oil

   Check all skills

   Responsibilities:

   • Manage and maintain GPS and other equipment.
   • Operate heavy machinery such as bobcat equipment and also operate and pave asphalt perform demolition work.
   • Install PVC casing and well motors.
   • Connect mechanical joints to attach fusible PVC to steel.

3. Make a budget

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

   • Location. For example, oil operators' average salary in pennsylvania is 46% less than in minnesota.
   • Seniority. Entry-level oil operators earn 46% less than senior-level oil operators.
   • Certifications. An oil operator 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 an oil operator's salary.

   Average oil operator salary

   $40,023yearly

   $19.24 hourly rate

   ---

   Entry-level oil operator salary

   $29,000 yearly salary

   Updated December 15, 2025

4. Writing an oil operator job description

   A good oil operator 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 an oil operator job description:

   Oil operator job description example

   Vertex Aerospace is redefining the mid-level aerospace market with our agility, rapid deployment capability, and customized quality. Our international presence and vast range of services distinguish us from competitors. We offer our customers a variety of global aerospace support, including Systems Integration, Fabrication, Contractor Operated and Maintained Base Supply, Engineering, Maintenance, Modification, Repair, and Overhaul, Training Support, and all levels of Maintenance. For over forty years, we have delivered high-quality aftermarket aerospace services that are affordable and customer focused.
   Principal Responsibilities and Accountabilities:
   
   + Performs oil analysis for assigned aircraft.
   
   + Evaluates results and makes recommendations maintaining up-to-date records of results. Performs oil analysis of transient aircraft as required and notifies home base personnel of results.
   
   + Performs a daily standardization of the spectrometer.
   
   + Calibrates the spectrometer as required using known metal wear standards technical order procedures and acceptable range indices.
   
   + Performs analysis of monthly correlation test samples used in monitoring the accuracy and analytical capability of the oil Analysis Lab.
   
   + Performs minor and periodic maintenance of the spectrometer as required by applicable technical orders.
   
   + Notifies customers of all special sampling requirements and coordinates as necessary to ensure that oil samples are submitted.
   
   + Ensures that the appropriate forms/reports are accurately completed and maintained.
   
   + Uses charts and publications in evaluating metal wear concentrations and makes appropriate recommendations to the customer.
   
   + Performs trend analysis.
   
   + May be required to perform Collateral Duty Quality Control Inspections (CDQAR\CDI).
   
   + May be required to become Aircraft and Support Equipment Wheel and Tire qualified and certified.
   
   + Must have all required personal tools and box established within 30 days of hire or job assignment.
   
   + Familiarization with COMNAVAIRFORINST 4790.2 series and other applicable Navy Instructions, Maintenance Instructions, Maintenance Manuals, Illustrated Parts Breakdown, Technical Directives, Manufacture manuals and Company Instructions.
   
   + Coordinate with Lead/Supervisor/Quality Assurance to resolve questions concerning serviceability and/or on repair procedures.
   
   + May be required to assist other mechanics/senior mechanics within the work center/division in the performance of their duties, (i.e. during periods of increased workload).
   
   + Document all work accomplished and maintain maintenance records IAW COMNAVAIRFORINST 4790.2 series and other applicable instructions.
   
   + May be required to perform off-site service.
   
   + May be required to wear a respirator while performing assigned duties.
   
   + May be required to perform NDI duties.
   
   + May be required to perform duties of SAA Accumulation/Point Source Coordinator when authorized and designated.
   
   + Know location of safety data sheet (SDS) and applicable safety precautions.
   
   + May be required to perform scheduled inventories.
   
   + Maintains the highest ethical personal and professional standards.
   
   + Other projects and initiatives as assigned as well as other reasonably related duties when directed.
   
   Professional Requirements, Qualifications, and Desired Competencies:
   
   + Successful completion of Defense Joint Oil Analysis Program Course.
   
   + Must have a minimum of three (3) years' experience as an oil analysis laboratory operator and evaluator.
   
   + Secret Clearance or the ability to obtain one.
   
   + Must have a valid State Driver's License.
   
   + Must be able to obtain and maintain CAC Card.
   
   + Certifications/Licensing as required by the Program Training and Certification Manual.
   
   + Certifications/Licensing as required by the COMNAVAIRFORINST 4790.2 series.
   
   + Must be able to pass periodic medical surveillance evaluations which may include respirator fit testing when required.
   
   + Must be able to obtain and maintain a DoD security clearance within 6 months of hire.
   
   + Must be able to work weekends, other shifts and overtime as required.
   
   + The essential physical requirements of the position will be reviewed with the applicant during the interview.
   
   + Some travel will be required.
   
   As a government contractor, Vertex Aerospace requires all employees to be fully vaccinated as a condition of employment in accordance with Executive Order 14042. Exceptions to this policy are granted on a case-by-case basis for those that request a religious or medical accommodation. A vaccination status form and proof of vaccination, if applicable, is required.
   
   Physical Demands and Environmental Conditions:
   
   + This classification activity is usually accomplished in aircraft maintenance and as such requires the scope of physical movements and postures normally associated with these activities. Typical physical demands or activities include climbing, standing, bending, stooping, pushing, kneeling, reaching, and walking. May be required to lift objects whose weight normally will not exceed 50 pounds.
   
   + The diversity of work conditions may range from an environment where there is little or no physical discomfort, to an environment where inclement weather may subject individual to changes in temperature and weather.
   
   + May be required to work in areas where high noise hazards prevail. May be exposed to fumes or airborne particles.
   
   + May be exposed to electrical shock hazards.
   
   #VETS #MAINT
   
   Vertex is committed to building a diverse and inclusive environment in which we recognize and value each other's differences as well as fostering a culture that promotes its core values: Professionalism, Integrity, and Respect. As an equal opportunity employee, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin age, disability, or status as a protected veteran.
   
   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)

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5. Post your job

   There are various strategies that you can use to find the right oil operator 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 oil operator job on Zippia to find and attract quality oil operator candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with oil 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 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 oil operator

   Once you've found the oil operator candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   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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