How to hire a roll grinder

How to hire a roll grinder, step by step

Here's a step-by-step roll grinder hiring guide:

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

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1. Identify your hiring needs

   The roll grinder 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

   You should also consider the ideal background you'd like them a roll grinder to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a roll grinder that fits the bill.

   The following list breaks down different types of roll grinders and their corresponding salaries.

   Type of Roll Grinder	Description	Hourly rate
   Roll Grinder	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$12-18
   Polisher	Polishers need skills in critical thinking, troubleshooting, equipment maintenance, and social perceptiveness. Generally, this career requires only a high school diploma or GED, though some polishers do hold bachelor's degrees... Show more	$12-18
   Grinder	Depending on the industry, a grinder has a diverse range of duties. Typically, they oversee setting up and operating bearing grinders, cam grinders, and CNC lathes... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • Grinding Wheels
   • Grinding Machines
   • Grinders
   • Calipers
   • Aluminum
   • Mill Rolls
   • CNC
   • Manual Lathes
   • Steel Mill
   • Hand Tools

   Responsibilities:

   • Read blueprints to acquire customer specifications for width and OD measurements of rolls.
   • Finish, polish and package rollers when complete to be check by QA.
   • Maintain and expand on knowledge of bearing specifications, welding, micrometers and calipers and air tools.
   • Relocate unfinished belts to industrial size grinders.
   • Roll operator, and walk along crane operator.
   • Balance and set up various size rolls to G1, exceeding industry standards.

3. Make a budget

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

   • Location. For example, roll grinders' average salary in florida is 34% less than in oregon.
   • Seniority. Entry-level roll grinders earn 33% less than senior-level roll grinders.
   • Certifications. A roll grinder 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 roll grinder's salary.

   Average roll grinder salary

   $15.50hourly

   $32,235 yearly

   ---

   Entry-level roll grinder salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a roll grinder job description

   A good roll grinder 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 roll grinder job description:

   Roll grinder job description example

   The Z-Mill Roll Grinder Operator is responsible for all operating functions of the roll grinding unit listed below. Operation of the Roll Grinding equipment must be understood fully with a focus on utilizing the equipment to achieve productivity and quality goals as outlined in our quality syste
   ESSENTIAL JOB FUNCTIONS:
   
   Coordinate with Z-Mill roller and create schedule of needed rolls based on width and gauge of material scheduled to run through Z-Mill.
   
   Place rolls on staging tables and set up grinders.
   
   Per work instructions, grind the Z-Mill rolls; work, first intermediate, drive, idles, and backing bearings.
   
   Grind slitter knives and CTL / APH leveler rolls per work instructions.
   
   SUPPLEMENTAL JOB FUNCTIONS:
   
   Disassemble/ reassemble backing bearing shafts as per work instructions.
   
   Move rolls to and from storage.
   
   Change out grinding stones.
   
   Clean out emulsion system.
   
   Enter production information into the AS-400 system.
   
   Inspect new rolls.
   
   Coordinate with mill operators and plan roll combinations for the mill.
   
   Coordinate roll movements with the crane operator.
   
   Maintain proper housekeeping throughout the entire work area.
   
   Rotating Shift (Turns/Swing Shift)
   
   QUALIFICATIONS
   
   MINIMUM EDUCATION, SKILLS AND EXPERIENCE:
   
   High school degree or equivalent (GED)
   
   PHYSICAL ABILITIES REQUIRED:
   
   Mobility: Stand (stationary) - 15%, stand/walk - 40%, walking - 15%, sitting - 30%.
   
   Strength and Agility: Occasionally lifting up and carrying 70 lbs over a distance of 15 feet, and pushing or pulling 80 lbs. Occasional climbing, bending, twisting, kneeling, turning, stooping, crouching, and balancing
   
   Dexterity: Grasping (firm/strong), finger dexterity/handling, reaching.
   
   Mobility in Plant.
   
   Ability to lift at least 50 lbs.
   
   Visual ability with or without correction.
   
   Communication abilities.
   
   Ability to work rotating shift (rotating from days to nights on a weekly or bi-weekly schedule).
   
   HEALTH AND SAFETY
   
   Work in compliance with the Occupational Health and Safety Act and regulations.
   Follow Company safety rules.
   Report the absence of or defect in any protective equipment or clothing to the Supervisor or Manager immediately.
   Use or wear the equipment, protective devices or clothing that is required to be used or worn:
   Safety shoes
   
   Safety glasses
   
   Hard Hat
   
   Cut resistant gloves (as required)
   
   Wristlets (as required)
   
   Report to the Safety Coordinator, Group Lead or Supervisor any contravention of the Occupational Health and Safety Act and Regulations or Company policy.
   Must follow all Lock out Tag out (LOTO) guidelines for designated machines.
   Maintain a clean and safe work area.
   WORK ENVIRONMENT:
   
   Maintain clean, organized, well ventilated, and safe work areas.
   
   Handle, store, and dispose of hazardous materials in compliance with environmental regulations

   Copy this example

   

5. Post your job

   To find roll grinders 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 roll grinders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level roll grinders 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 roll grinder job on Zippia to find and recruit roll grinder candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit roll grinders, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 roll grinder

   Once you've selected the best roll grinder 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new roll grinder. 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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