How to hire a roaster

How to hire a roaster, step by step

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

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

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1. Identify your hiring needs

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

   Type of Roaster	Description	Hourly rate
   Roaster	Food and tobacco processing workers operate equipment that mixes, cooks, or processes ingredients used in the manufacture of food and tobacco products.	$11-21

2. Create an ideal candidate profile

   Common skills:

   • Roasting
   • GMP
   • SQF
   • PeopleSoft
   • Production Schedules
   • Quality Standards

   Responsibilities:

   • Maintain and repair roasting and packaging equipment.
   • Monitor equipment and process; troubleshoot mechanical and electrical problems that affect quality or production and direct maintenance in repairs.
   • Check ph, titrations, tank levels, screens and carbon amount for the CIL circuit

3. Make a budget

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

   • Location. For example, roasters' average salary in florida is 43% less than in vermont.
   • Seniority. Entry-level roasters 45% less than senior-level roasters.
   • Certifications. A roaster 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 roaster's salary.

   Average roaster salary

   $15.74hourly

   $32,735 yearly

   ---

   Entry-level roaster salary

   $24,000 yearly salary

   Updated December 15, 2025

4. Writing a roaster job description

   A good roaster 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 roaster job description:

   Roaster job description example

   We are currently recruiting for a Roaster & Mixer located in Waukesha, WI Direct Hire Positions! Benefits offered! $16.00 - $18.00/hr Openings on 1st & 2nd Shift Job Description:
   
   The production line operator, Mixer, and Roaster is responsible for all aspects of safe and efficient operations of a food manufacturing line Essential Functions:
   Must adhere to all company safety, food safety, quality, and regulatory policies and procedures
   Must attend all required safety, food safety, SQF, and other company required training
   Responsible for production line set up and completion of pre-operation checks and documentation and correction of deficiencies or notification of supervisor
   Must make sure safety guarding is in place prior to operation of the production line and being used properly
   Responsible for normal operation, routine adjustments, troubleshooting problems, and monitoring product quality Maintain accurate and legible records/documentation. Properly track downtime, production rates, raw material consumption, and finished goods inventory Effectively clean and sanitize equipment during changeovers from one product to another
   Assist with directing, training, and coaching of other operators and line support staff
   Take ownership of production line results versus standards and schedules
   Communicate with all coworkers and maintenance staff to ensure optimal equipment performance
   Assisting other departments as needed and performing related duties as assigned Qualifications:
   Minimum of high school diploma or GED
   Must be 18 yrs or older
   Familiarity with HACCP, GMPs, SQF, CCP's, Allergens and Personal Protective Equipment. Abilities:
   Maintain respectful communication with co workers at all levels within the organization
   Ability to problem- solve equipment and processes in partnership with maintenance
   Ability to determine root cause and diligently apply corrective action Ability to read, write, and speak English; Bi-lingual a plus
   Basic Math skills. (addition - subtraction of whole numbers and decimals)
   Basic Computer Skills

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting roasters 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 roaster

   Once you've decided on a perfect roaster candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 roaster. 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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