How to hire a pre-press technician

How to hire a pre-press technician, step by step

Here's a step-by-step pre-press technician hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the pre-press technician you need to hire. Certain pre-press technician roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A pre-press technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, pre-press technicians 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 pre-press technicians and their corresponding salaries.

   Type of Pre-Press Technician	Description	Hourly rate
   Pre-Press Technician		$13-25
   Scanner	A scanner is responsible for producing digital copies of files and documents for company records and operational needs. Scanners often work within an office industry, assisting office personnel with paperwork by scanning documents through paper machines and equipment... Show more	$11-17
   Technician	Technicians are skilled professionals who primarily work with technology in different industries. They are knowledgeable about the technical aspects of the various items they work with... Show more	$11-27

2. Create an ideal candidate profile

   Common skills:

   • Adobe Photoshop
   • Mac
   • Troubleshoot
   • Adobe Indesign
   • Adobe Illustrator
   • Graphic Design
   • PDF
   • Adobe Creative Suite
   • Color Correction
   • Pre-Flight
   • Desktop
   • Quark
   • PC
   • Bindery

   Check all skills

   Responsibilities:

   • Demonstrate ability in the trouble-shooting of provide files and the timely creation of PDF and Epson proofs for customer approval.
   • Create signs, banners, brochures, posters, forms, stationery, logos, ads, etc.
   • Identify page layout issues (wrong margins, no page bleed, wrong page count, etc .).
   • Guarantee adhesive cleanliness for aircraft windows.
   • Preflight and prepare jobs using Kodak Prinergy.
   • Experience in the Prinergy and InSite workflow.

3. Make a budget

   Including a salary range in your pre-press technician job description is one of the best ways to attract top talent. A pre-press technician can vary based on:

   • Location. For example, pre-press technicians' average salary in wyoming is 37% less than in north dakota.
   • Seniority. Entry-level pre-press technicians 45% less than senior-level pre-press technicians.
   • Certifications. A pre-press technician 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 pre-press technician's salary.

   Average pre-press technician salary

   $39,811yearly

   $19.14 hourly rate

   ---

   Entry-level pre-press technician salary

   $29,000 yearly salary

   Updated December 17, 2025

4. Writing a pre-press technician job description

   A good pre-press technician 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 pre-press technician job description:

   Pre-press technician job description example

   We are currently seeking a full-time, Pre-Press Graphic Specialist to join our fast-growing, digitally printed labels and packaging facility in Hamilton, OH. The position will report directly to the Pre-Press Department Manager.
   
   The Pre-Press Graphic Specialist will be responsible for pre-flighting and preparing customer-supplied artwork to be sent to our portfolio of HP Indigo digital presses.
   
   Ideal candidates will be self-motivated, forward-thinking, willing to challenge the status quo, and demonstrate a positive attitude.
   Essential Functions: Pre-flight new artwork to ensure all specs are met for each job type Set up customer supplied artwork in line with department procedures and expectations including die line and white layer creation, text editing, and color matching. Has overall responsibility for the quality and accuracy of finalized art files submitted to production. Communicate with customers regarding artwork modifications and color management. Train clients and designers on how to supply artwork correctly for printing. Work closely with the CSR and other departments to facilitate orders through the workflow. Collaborate with front office and production to improve daily process efficiencies. Communicate with press operators on matters involving quality or color approvals. Participate in department meetings, training, and continuous improvement events. Safely and efficiently perform all essential job functions in accordance with company policies and operating procedures. Serve as an example of what our company values most: innovation, respect, integrity, creativity and collaboration. About Us: Brook & Whittle Ltd. is one of North America's leading Sustainable Labeling Solutions providers, producing pressure sensitive, flexographic and shrink sleeve labels for many of the nation's leading brands. The company serves multiple consumer markets, including Personal Care, Beverage, Food, Nutraceuticals, Wine & Spirits, and Household Chemicals. The company's rapid growth can be attributed to its world-class staff of employees and its commitment to sustainability, print innovation, and the latest technological advancements. Wouldn't it be cool to go into a store, pick up a product and say we make that label!
   Our culture is first and foremost one of collaboration and teamwork. We hold ourselves to high professional, ethical, and fairness standards. We have zero tolerance for anything less. We celebrate our diverse workforce and reward good performance through our recognition program, advancement opportunities, and our compensation structure. We welcome you to consider being a part of this great team.
   AAP/EEO Statement Brook & Whittle LTD provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Brook & Whittle complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
   Brook & Whittle expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Brook & Whittle LTD's employees to perform their job duties may result in discipline up to and including discharge.
   Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Requirements: Skills: Familiarity with Automation Engine or Hybrid, DFE and HP Indigo Digital Presses Proficient in Adobe Illustrator, Photoshop, Microsoft Office (Word and Excel). Excellent communication and time management skills. Ability to learn quickly, work under pressure, and adopt new technologies in a fast-paced environment. Qualifications At least 3 years of experience in Pre-Press in the printing industry Bachelor's degree in a related field or equivalent work experience. High school diploma or GED required Work Environment This job operates in an open office environment shared by employees in other departments. Must be able to maintain focus and stay productive with background noise. Training Requirements Attend required training courses or sessions related to the job as assigned Physical Demands Physical demands described here are representative of those that must be met by an individual to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions Required to sit, stand, reach, bend and move about the facility including office and production areas; may be required to lift up to 20 pounds Work Authorization/Security Clearance Must be eligible to work in the United States without restriction.
   
   PI193928302

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5. Post your job

   There are a few common ways to find pre-press technicians for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting pre-press technicians 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.

   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 pre-press technician

   Once you've selected the best pre-press technician candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   Once that's done, you can draft an onboarding schedule for the new pre-press technician. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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