How to hire a pot operator

How to hire a pot operator, step by step

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

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1. Identify your hiring needs

   The pot 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

   A pot operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, pot 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.

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

   Type of Pot Operator	Description	Hourly rate
   Pot Operator	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$12-27
   Founder	A Founder is responsible for building his/her business from the ground up through various strategies and extensive planning. A Founder is also responsible for the workforce's funding and recruitment that would be vital for a company to succeed and create a vision and mission that the business would uphold... Show more	$22-84
   Assembly Operator	In a manufacturing setting, an assembly operator is in charge of assembling materials using hands or tools. Their responsibilities include following assembly guidelines, packing items in containers and boxes, operating tools and equipment, and developing strategies to optimize operations... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Anode

   Responsibilities:

   • Conduct quality SPC random spot checks and manage department personnel.
   • Tack parts together using jigs and fixtures to assemble roller coasters and other amusement rides
   • Demonstrate ability to troubleshoot creatively, solve problems effectively, and make inform decisions while successfully guiding others through constant change.
   • Conduct rig movements during drilling operations.

3. Make a budget

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

   • Location. For example, pot operators' average salary in rhode island is 42% less than in new jersey.
   • Seniority. Entry-level pot operators earn 55% less than senior-level pot operators.
   • Certifications. A pot 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 a pot operator's salary.

   Average pot operator salary

   $39,350yearly

   $18.92 hourly rate

   ---

   Entry-level pot operator salary

   $26,000 yearly salary

   Updated January 21, 2026

4. Writing a pot operator job description

   A good pot 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 a pot operator job description:

   Pot operator job description example

   SALT POT OPERATOR - 3RD SHIFT +10% SHIFT PAY - WILL TRAIN

   Job Summary:

   Prepare products and perform operations required to control equipment in accordance with specific heat treat processes and practices.

   Essential Job Duties and Responsibilities:

   • Operate a Salt Pot
   • Know the difference between Air-hardening and Oil-hardening materials
   • Be able to read customers’ Purchase Orders and/or Prints
   • Follow detailed instructions from Supervisor
   • Maintain all work areas to ensure cleanliness and proper organization.
   • Operate all equipment safety.
   • Other duties as may be assigned.

   Job Requirements:

   • High School Diploma or equivalent preferred.
   • Entry-level position, but some working knowledge in a heat treat environment is helpful.
   • Must be able to drive a forklift.
   • Must be able to pick up, shift or move parts or loads up to 50 lbs in weight.
   • Must be able to work with parts and materials oiled and solvent cleaned.
   • Must be able to work in work areas where temperatures frequently exceed 100°F.
   • Must pass appropriate in-house task(s) test.
   • Must be able to understand and follow written instructions.

   **PLEASE APPLY TO BE CONSIDERED**

   Company DescriptionFPM is the premier thermal processing solution provider; through innovation, integrity, performance, and leadership in service to the metal industry and manufacturing community. FPM provides the highest standards of quality, customer satisfaction and employee pride.
   
   FPM Heat Treating has a vision of providing unsurpassed service and quality heat treating to the manufacturing community. We are one of the largest independent commercial heat treat in Chicago - Rockford, as well as one of the largest in the nation. We have assembled a leading team of heat treating practitioners and metallurgists who understand how to control the many process variables to satisfy and meet the challenging OEM and Military/Aerospace specifications.
   
   All locations are ISO 9001-2015 Certified and maintain full metallurgical laboratories to assist our customers with their technical requirements. FPM maintains a "small business" attitude by providing customers with personal attention. Our state-of-the-art information systems allows us to efficiently integrate and coordinate our services to meet the specific business requirements of our customers. FPM will always be easy to do business with responsive, efficient and professional service.

   Copy this example

   

5. Post your job

   To find pot operators for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any pot operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level pot operators with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with pot 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 pot operator

   Once you've found the pot 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 also good etiquette to follow up with applicants who don't get the job by sending them 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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