How to hire a scaffold builder

How to hire a scaffold builder, step by step

Here's a step-by-step scaffold builder hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the scaffold builder you need to hire. Certain scaffold builder 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

   You should also consider the ideal background you'd like them a scaffold builder 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 scaffold builder that fits the bill.

   The following list breaks down different types of scaffold builders and their corresponding salaries.

   Type of Scaffold Builder	Description	Hourly rate
   Scaffold Builder	Carpenters construct and repair building frameworks and structures—such as stairways, doorframes, partitions, rafters, and bridge supports—made from wood and other materials. They also may install kitchen cabinets, siding, and drywall.	$12-24
   Journeyman	A journeyman is an experienced worker whose role will vary on the line of industry where one is involved. They work without supervision from a master craftsman... Show more	$18-39
   Builder	Builders are responsible for managing, coordinating, and working on the construction. They are also responsible for repairing and maintaining commercial and residential buildings... Show more	$11-21

2. Create an ideal candidate profile

   Common skills:

   • Scaffolding
   • Ladders
   • Construction Sites
   • NCCER
   • Safety Rules
   • Power Drills
   • Power Saws
   • Refinery
   • Safety Hazards
   • Fall Protection
   • Adjustable Wrenches
   • Hoists
   • Scaffold Building
   • PPE

   Check all skills

   Responsibilities:

   • Modify existing client websites with new HTML and CSS to achieve stakeholder requirements.
   • Dig ditches, backfill excavations.
   • Wear proper PPE for particular jobs (safety harness, SCBA, respirators, acid suits, etc . )
   • Assemble and disassemble metal scaffolding use by workers in petroleum refinery turnarounds and shutdowns (industrial maintenance-repair projects).
   • Skil dock building including pile driving and woodworking.
   • Front end loaders and excavators and shallow draft tugboats.

3. Make a budget

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

   • Location. For example, scaffold builders' average salary in north carolina is 47% less than in washington.
   • Seniority. Entry-level scaffold builders 50% less than senior-level scaffold builders.
   • Certifications. A scaffold builder 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 scaffold builder's salary.

   Average scaffold builder salary

   $35,560yearly

   $17.10 hourly rate

   ---

   Entry-level scaffold builder salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a scaffold builder job description

   A job description for a scaffold builder role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a scaffold builder job description:

   Scaffold builder job description example

   When you join Ledcor you will be part of a team that strives for continuous improvement, gives back to the communities in which we work and supports career growth & development.
   
   Our Fort McMurray Industrial projects are stable and long-term. This means you can plan for your future, whether that means saving for your child's education or your next amazing vacation.
   
   Did we mention camp and travel allowance are provided? Take advantage of this opportunity and apply today.
   
   As a Scaffolder you will be an integral part of the Ledcor Industrial team. For you, safety and quality are a priority and you are proud of your work at the end of each day.
   Join the Ledcor team in Fort McMurray today!
   
   Essential Responsibilities:
   Utilizes site drawings and written instructions to select materials required to set ground levels for scaffolds Lifts and positions sections of scaffolding and bolts pipes together to build scaffolding as per site requirements Assembling, dismantling, and modifying system and tube and clamp scaffolds Knowledge of isometric drawings an asset Take direction from supervisors and work well in a team environment
   
   Qualifications:
   Must have a Journeyperson Scaffolder ticket from a recognized provincial training authority or must be a registered Scaffolder Apprentice with a recognized provincial training authority Must successfully complete pre-access drug and alcohol testing Must possess valid First Aid, Ground Disturbance and PCST certification Must possess a valid FP (Fall Protection) certification Valid Driver's License with a clean abstract Ability to work with minimal supervision is an asset
   Work Conditions:
   Long term projects, site based camp provided Charter Flights from either Edmonton or Calgary, or travel allowance for out-of-province candidates who qualify Benefits provided by CLAC
   
   Additional Information:
   Company Description
   Ledcor Industrial offers an integrated range of services from construction, engineering, and maintenance to pipe fabrication and module assembly. We offer turnkey solutions to our oil and gas clients and have built some of the continent's largest oil and gas projects.
   
   But when you work for Ledcor, your experience will go far beyond the project. Do you want a career that means more? Join our True Blue team now!
   
   Employment Equity
   At Ledcor we believe diversity, equity, and inclusion should be part of everything we do. We are proud to be an equal-opportunity employer. All qualified individuals, regardless of race, color, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or any other identifying characteristic are encouraged to apply.
   Our True Blue team consists of individuals from all backgrounds who contribute diverse perspectives and experiences to Ledcor. We are committed to continuing to build on our culture of empowerment, inclusion and belonging.
   
   View our full Inclusion & Diversity statement here.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right scaffold builder for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your scaffold builder job on Zippia to find and recruit scaffold builder candidates who meet your exact specifications.
   • Use field-specific websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit scaffold builders, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 scaffold builder

   Once you've found the scaffold builder 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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