How to hire a production group leader

How to hire a production group leader, step by step

Here's a step-by-step production group leader hiring guide:

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

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1. Identify your hiring needs

   The production group leader 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?

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   Hiring the perfect production group leader also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of production group leaders and their corresponding salaries.

   Type of Production Group Leader	Description	Hourly rate
   Production Group Leader		$10-32
   Team Leader	Team leaders are responsible for managing a team for a specific project or work component. They primarily guide the team members and ensure that they are still working towards the set goals... Show more	$17-60
   Leader	Leaders pave the way for a company to achieve certain goals. They are in charge of bringing the organization to greater heights... Show more	$23-73

   Show more

2. Create an ideal candidate profile

   Common skills:

   • TIP
   • Lean Manufacturing
   • Quality Standards
   • Safety Procedures
   • ISO
   • Basic Math
   • Production Schedules
   • Corrective Action
   • Process Improvement
   • Continuous Improvement
   • Troubleshoot
   • Team Work
   • GMP
   • Preventative Maintenance

   Check all skills

   Responsibilities:

   • Lead targeted decision-making across fast-pace production operations for this growth-orient USDA food factory producing quality meat products.
   • Make sure the associates follow GMP and safety rules.
   • Initiate floor cleanliness GMP audit that are adopted by entire organization.
   • Participate in FDA and NRC site inspections assisting in preparation of follow-up action plans.
   • Read and interpret schematics/service manuals to test, troubleshoot, isolate and repair defective components of equipment.
   • Identify, document and enforce KAIZEN opportunities at the manufacturing process improving production output and cycle time.

3. Make a budget

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

   • Location. For example, production group leaders' average salary in south dakota is 56% less than in new jersey.
   • Seniority. Entry-level production group leaders 67% less than senior-level production group leaders.
   • Certifications. A production group leader 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 production group leader's salary.

   Average production group leader salary

   $38,596yearly

   $18.56 hourly rate

   ---

   Entry-level production group leader salary

   $22,000 yearly salary

   Updated January 30, 2026

4. Writing a production group leader job description

   A production group leader 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 production group leader job description:

   Production group leader job description example

   Our PURPOSE-to enable healthier lives everywhere, every day-is driven by a PASSION to become global champions for women's health. We succeed by fulfilling our PROMISE to bring The Science of Sure ® to life through product quality, clinical differentiation, customer relationships and our team's talent and engagement.
   
   Responsible for assisting Production supervisor in leading the team in building electro/mechanical sub or final assemblies per specification within standard takt times, maintaining quality requirements and safety standards.
   Essential Duties and Responsibilities
   Assist Production supervisor in leading a team of assemblers and technicians. Lead the team to build electro/mechanical assemblies to blueprint and/or oral and written specifications by coordinating and delegating the workload requirements. Performs hands-on production work in assembly and/or test areas. Responsible for meeting and maintaining quality, efficiency, safety and schedule requirements for the team. Assigns jobs to department employees and ensures team members are following work instructions and standard operating policies. Ensure employees have appropriate tools and documentation. Ensure and maintain desired quality level, identify and eliminate defects/rework. Notifies Supervisor of engineering requirements, potential work shortages and kit requirements, documentation discrepancies and prompt reporting of any accidents. Reviews daily schedule and provides daily status reports to supervisor. Maintains clean and organized work environment according to 6S events standards. Monitors calibration requirements of assigned team equipment/coordinate with Manager for recertification. Requests new or replacement tools through Manager. Identifies rejected parts MRB, confirm accuracy of part number and W/O number. Responsible for using only calibrated equipment and tools. Ensure inventory accuracy and work order completions are maintained. Ensures accuracy of team's use of ESD log books. Monitors Field Service repair work orders and ensure there completed within the completion date (if applicable). Coordinates OT for team members through supervisors. Resolves team technical problems, if possible. Ensures back flushing is done, when applicable. Ensures that design, implementation, test and maintenance methods/processed are developed as well as executed in a manner, which supports all Quality Standards. Ensure daily management board is accurate and is utilized by the entire team by providing training and incentive to participate on the daily schedule. Maintain accuracy on cycle count and ensure it is completed in a timely fashion. Independently identify the root cause of complex assembly issues in a timely manner. Work overtime to meet production schedule as needed.
   Experience
   Trade school or 5+ years of electro/mechanical experience preferred. Blueprint reading required. Proficient use of hand tools, fixtures, measuring devices, crimping tools, cable connectors and harnesses. IPC Certified (IPC-A-610 and/or IPC-A-620) Blueprint and wiring diagram proficiency a must. Knowledge of Lean manufacturing principles required.
   Education
   High School Diploma or general education degree (GED). Proficient use of hand tools, fixtures, measuring devices, crimping tools, cable connectors and harnesses. Certified soldering experience and Blueprint and wiring diagram proficiency a must. Ability to follow written and verbal instructions such as assembly procedures and assembly drawings required. Ability to perform mechanical assemblies of sub or final assembly required.
   Agency and Third Party Recruiter Notice:
   
   Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered.
   
   Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans.
   
   #LI-PR1

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5. Post your job

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

6. Interview candidates

   Recruiting production group leaders 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 production group leader

   Once you have selected a candidate for the production group leader 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 production group leader. 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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