How to hire a pointer machine operator

How to hire a pointer machine operator, step by step

Here's a step-by-step pointer machine operator hiring guide:

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

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1. Identify your hiring needs

   The pointer machine operator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a pointer machine operator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a pointer machine operator that fits the bill.

   The following list breaks down different types of pointer machine operators and their corresponding salaries.

   Type of Pointer Machine Operator	Description	Hourly rate
   Pointer Machine Operator		$12-19
   Operator	Operators are skilled workers who are in charge of working on an industrial machine or a specific aspect of the manufacturing business. They are trained to operate machines, learning how to use them... Show more	$12-25
   Machine Operator	Machine operators are responsible for managing the machines assigned to them. They set up, install, operate, maintain, troubleshoot, and ensure quality output... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • CNC
   • Customer Service
   • Child Safety
   • POS

   Responsibilities:

   • Assist in training POS staff on register equipment and educate on store policies.
   • Record statistics on ISO documentation, and coordinate with machine technicians and electrical technicians to keep machines operating at maximum efficiency.
   • Record statistics on ISO documentation, and coordinate with machine technicians and electrical technicians to keep machines operating at maximum efficiency.

3. Make a budget

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

   • Location. For example, pointer machine operators' average salary in texas is 34% less than in alaska.
   • Seniority. Entry-level pointer machine operators 38% less than senior-level pointer machine operators.
   • Certifications. A pointer machine operator 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 pointer machine operator's salary.

   Average pointer machine operator salary

   $15.46hourly

   $32,149 yearly

   ---

   Entry-level pointer machine operator salary

   $25,000 yearly salary

   Updated December 13, 2025

4. Writing a pointer machine operator job description

   A pointer machine operator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a pointer machine operator job description:

   Pointer machine operator job description example

   Essential Duties and Responsibilities:
   
   * Review job work instructions/tickets and set up the rewind machine properly for the job, including blades, cores, and copy position.
   * Operate the rewind machine to break the large press rolls into finished customer rolls.
   * Review labels and rolls for quality and consistency.
   * Perform splices in which two rolls of the same product are taped together. Follow company procedures and requirements for verification of the product ID numbers and visual inspection with supervisor sign off.
   * Verify Core IDs for the finished rolls and place them inside and outside of the roll, following verification by the supervisor that the Core ID is correct.
   * Place finished rolls in the proper box, verifying the core and box IDs match, and place the box in the designated area for either shipping or stock products.
   * Communicate with Shift Supervisor, Production Manager, and/or Scheduler regarding issues with the label, including over or under runs, label quality, or ID number questions.
   * Maintain the work area and rewind machines in a clean and orderly condition and follow prescribed Fortis policies and safety regulations.
   * Additional duties as required.
   
   Requirements:
   
   Education and Experience:
   
   * High School diploma or equivalent.
   * At least one year of previous machine operation experience. Printing related production experience preferred.
   
   Job Knowledge, Skills, and Abilities:
   
   * Good communication skills.
   * Excellent attention to detail.
   * Motivated by task accomplishment and comfortable doing routine tasks at a high level.
   * Must be proactive to catch problems or inconsistencies and bring them to managements attention.
   * Good organization skills to manage multiple different labels each day.
   
   Supervisory Responsibilities:
   
   * None
   
   Training Requirements:
   
   * Willing to attend required training courses or sessions related to the job as assigned.
   
   Physical Demands:
   
   * Lifting, sitting, standing, crouching, and associated repetitive tasks.
   * Must be able to lift up to 50 lbs regularly and up to 75 pounds with assistance.
   * Pass a pre-employment drug test and subject to random drug screening.
   
   Work Environment:
   
   * Regular exposure to dust and noise in the production environment.
   * Warehouse environment temperatures may be influenced by outside temperatures.
   
   Personal Protective Equipment:
   
   * Safety glasses are recommended in the production area.
   * Safety toe shoes are required in the production area.
   
   Fortis Solutions Group is committed to a diverse and inclusive workplace. We are an equal opportunity employer and therefore, do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

   Copy this example

   

5. Post your job

   To find the right pointer machine operator 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 pointer machine operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit pointer machine operators 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 pointer machine operator job on Zippia to find and recruit pointer machine operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting pointer machine operators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 pointer machine operator

   Once you have selected a candidate for the pointer machine operator 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new pointer machine operator. 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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