How to hire a presser

How to hire a presser, step by step

Here's a step-by-step presser hiring guide:

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

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1. Identify your hiring needs

   Before you post your presser 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 presser 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 presser's background is also an important factor in determining whether they'll be a good fit for the position. For example, pressers 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 pressers and their corresponding salaries.

   Type of Presser	Description	Hourly rate
   Presser		$10-34

2. Create an ideal candidate profile

   Common skills:

   • Quality Standards
   • Production Process
   • Coats
   • Dry Clean
   • Jeans
   • Assembly Line
   • Front Desk
   • Customer Orders
   • Customer Satisfaction
   • Extractors
   • Dryers
   • Touch UPS
   • Heat Press
   • Return Receipt

   Check all skills

   Responsibilities:

   • Model the parts for CNC machining using Featurecam and used manufacturing automation techniques for other conventional operations.
   • Press jeans, slacks, lab coats, scrubs, linens.
   • Press, pack, and ticket coats
   • Steam stained articles out of jeans and press them in a factory.
   • Sort and count articles remove from dryers - fold, wrapped, press them.
   • Perform DFMA analysis to make it suitable for manufacturing and assembly using DFMA software.

   More presser duties

3. Make a budget

   Including a salary range in your presser job description helps attract top candidates to the position. A presser salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a presser in Iowa may be lower than in Alaska, and an entry-level presser usually earns less than a senior-level presser. Additionally, a presser with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average presser salary

   $40,280yearly

   $19.37 hourly rate

   ---

   Entry-level presser salary

   $22,000 yearly salary

   Updated December 17, 2025

   Average presser salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$49,532	$24
   2	Pennsylvania	$49,115	$24
   3	Connecticut	$42,578	$20
   4	Rhode Island	$42,241	$20
   5	Massachusetts	$41,719	$20
   6	California	$40,151	$19
   7	District of Columbia	$39,966	$19
   8	Minnesota	$39,906	$19
   9	New Jersey	$36,354	$17
   10	Texas	$35,852	$17
   11	Florida	$32,573	$16
   12	Tennessee	$31,852	$15
   13	Georgia	$31,756	$15
   14	Nevada	$30,693	$15
   15	Virginia	$30,510	$15
   16	Illinois	$27,636	$13
   17	Wisconsin	$27,609	$13
   18	Arizona	$24,677	$12
   19	Indiana	$24,618	$12
   20	Washington	$21,805	$10

   Average presser salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Dow Jones	$53,941	$25.93
   2	Clean Juice	$48,983	$23.55
   3	AGC Partners	$42,677	$20.52
   4	Worzalla	$42,366	$20.37
   5	Quad	$42,092	$20.24
   6	AGCO	$41,643	$20.02
   7	Allianz of America, Inc.	$41,035	$19.73
   8	The Bountiful Company	$40,901	$19.66
   9	Empire State Development Corporation	$40,508	$19.48
   10	Universal Alloy	$40,437	$19.44
   11	Piping Rock Health Products	$40,373	$19.41
   12	NEX	$39,288	$18.89
   13	CREA	$38,697	$18.60
   14	Equipment Depot	$36,055	$17.33
   15	AdvancED	$35,298	$16.97
   16	Estée Lauder	$32,988	$15.86
   17	Workbox Staffing	$32,190	$15.48
   18	Randstad North America, Inc.	$32,181	$15.47
   19	LAGARDERE	$31,186	$14.99
   20	FullBeauty Brands	$28,693	$13.79

4. Writing a presser job description

   A presser 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 presser job description:

   Presser job description example

   • Work with EVP Public Affairs & Comms to develop and coordinate downstate communications strategy.

   1. Develop high-profile and community-based media strategies related to downstate ESD-specific projects, with a particular focus on the real estate portfolio (Belmont, Moynihan Train Hall, Penn Station project, Site K, 5WTC, High Line).
   2. Serve as internal/external point of contact for media inquiries related to downstate projects.

   • Work with EVP Public Affairs & Comms to manage ESD Executive Communications

   1. Write briefings, speeches, talking points, and Q+A for President/CEO’s public appearances.
   2. Coordinate and manage President/CEO’s public appearances, incl speaking events (both open- and closed-press).
   3. Assist with creation of public and press materials for ESD Board Meetings

   • Based on regional and programmatic portfolio, and in coordination with Governor’s Office:

   1. Research, develop and draft press releases, background documents, fact-sheets and briefing documents related to regional and programmatic portfolio.
   2. Serve as agency spokesperson, with ability to manage on-record conversations with reporters and other members of media.
   3. Organize ESD-related public and press events.

   • Serve as supporting liaison to the New York City and Long Island Regional Offices and Regional Economic Development Councils, working with the Downstate Communications Director.
   • Cultivate and maintain relationships with community, borough, city and state media.
   • Coordinate crisis management related to breaking news.
   • Assist in the drafting and dissemination of various internal communications.
   • Other related assignments / projects as part of OPA staff.

   Position expected to work onsite and/or remote consistent with NYS and ESD guidelines and needs.

   EDUCATION & REQUIREMENTS:

   Education Level required : Bachelor’s degree with a major or concentration in related subject. Relevant experience required: 4+ years in public relations or journalism. Direct engagement with reporters and members of the press (portfolio of clips will be requested). Speechwriting (samples will be requested).

   The candidate should exhibit a proven track record of working with media; New York City and/or State expertise required. Also required: Strong writing skills; web skills, ex: Drupal CMS; ability to multi-task, ability to work well with colleagues; understanding of basic economic, business and governmental issues; understanding of media dynamic; detail oriented; self-starter; ability to work irregular hours.

   Copy this example

   

5. Post your job

   There are a few common ways to find pressers 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 presser job on Zippia to find and recruit presser candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with presser 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.

   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 presser

   Once you've found the presser 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new presser first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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