How to hire a scraper operator

How to hire a scraper operator, step by step

Here's a step-by-step scraper operator hiring guide:

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

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1. Identify your hiring needs

   Before you post your scraper operator 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 scraper operator 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

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

   This list presents scraper operator salaries for various positions.

   Type of Scraper Operator	Description	Hourly rate
   Scraper Operator	Construction equipment operators drive, maneuver, or control the heavy machinery used to construct roads, bridges, buildings, and other structures.	$16-28
   Engineering Equipment Operator	An engineering equipment operator runs heavy construction machinery. Engineering equipment operators drive and control any construction equipment... Show more	$14-28
   Lighting Equipment Operator	A great performance needs a lighting equipment operator that will highlight the skill and features of a performer. This person is responsible for ensuring that the lighting equipment is working properly and will not have any problems... Show more	$13-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Push-Pull
   • Construction Equipment
   • GPS
   • Safety Regulations
   • Grade Stakes
   • MSHA
   • Hoists
   • RAN
   • Water Truck
   • Road Construction
   • Rollers
   • Manual Labor
   • Top Soil

   Responsibilities:

   • Drive piles within company standard allowance using (Carlson) GPS system.
   • Operate heavy equipment, including skid steers, bulldozers, scrapers, backhoes, rollers, and dump trucks.
   • Reviewed/Approve area assessment reports and corrective action plans assuring compliance with applicable OSHA and EPA regulatory guidance.
   • Operate road watering, oiling, and rolling equipment, or street sealing equipment, such as chip spreaders.

3. Make a budget

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

   • Location. For example, scraper operators' average salary in north carolina is 56% less than in alaska.
   • Seniority. Entry-level scraper operators earn 43% less than senior-level scraper operators.
   • Certifications. A scraper operator 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 scraper operator's salary.

   Average scraper operator salary

   $45,504yearly

   $21.88 hourly rate

   ---

   Entry-level scraper operator salary

   $34,000 yearly salary

   Updated December 18, 2025

4. Writing a scraper operator job description

   A good scraper operator 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 scraper operator job description:

   Scraper operator job description example

   Functional Area: Misc./Trades Position Type: Full Time
   Experience Required: Less than 1 year Relocation Provided: No
   
   Education Required: GED
   
   RC/Department: 6713 -M.RIVER G&A HICKMAN AR :BTMAR
   
   Position Description
   
   Kinder Morgan is one of the largest energy infrastructure companies in North America and we are hiring. Our Hickman Terminal located in Blytheville, AR 72315 is one of Kinder Morgan's network of 147 terminals where our Employees store and handle products for our customers. Kinder Morgan offers a robust benefits package that begins on your first day including medical, dental, vision, life insurance, tuition reimbursement, two retirement plans, paid holidays, and paid time off.
   
   Kinder Morgan is committed to being a good corporate citizen and conducting ourselves in an ethical and responsible manner. We spend hundreds of millions of dollars each year on integrity management and maintenance programs to operate our assets safely and to protect the public, our employees, contractors and the environment. Operationally, we continue to perform better than our industry peers relative to environmental, health and safety measures.
   
   Operators are responsible for the safe, efficient and quality-conscious processing of scrap steel. Our Operators assure the work is being performed consistently meeting or exceeding the expectations of the supervisor as well as published policies and procedures.
   
   Essential Duties and Responsibilities:
   
   + Assist in material transfer and storage.
   
   + Upkeep of assigned equipment or tools.
   
   + Identify, report, and correct safety and environmental concerns.
   
   + Complete appropriate documentation and paperwork.
   
   + Perform all work in compliance with company standards, procedures, and regulatory requirements.
   
   + Attend daily/weekly safety meetings.
   
   + Administer general preventative maintenance activities, repairs, and housekeeping tasks.
   
   + Perform any other terminal functions as trained, requested, and instructed by supervision.
   
   Our Operators come to Kinder Morgan from a variety of backgrounds, job titles, Military Occupational Specialties (MOS) and Career Management Fields (CMF). So whether your prior experience comes from private industry or while serving our Country in the military we encourage you to consider continuing or starting your career as an Operator with Kinder Morgan.
   
   Position Requirements
   
   Education:
   
   + High School Graduate, GED or equivalent.
   
   Experience / Specific Knowledge:
   
   + 3 - 5 years of driving experience (CDL Not Required)
   
   Certifications, Licenses, and Registrations:
   
   + Valid Driver License
   
   Competencies, Skills, and Abilities:
   
   + Ability to accept supervision/direction and work effectively and cooperatively with other people.
   
   + Must possess safety training and security certification as required by customers to work in their facilities and as required by all Kinder Morgan locations.
   
   + Ability to deal with evolving operating conditions with a few concrete variables in standardized situations.
   
   + Ability to focus attention and follow work rules.
   
   + Demonstrate aptitude to execute and maintain necessary records.
   
   + Successful completion of a background check and post-offer and random drug screens.
   
   Physical Demands:
   
   + While performing duties of this job, the employee is regularly required to sit and stand; use hands to finger, handle, or feel; reach with hands and arms, and talk or hear.
   
   + The employee must meet physical requirements including but not limited to, walking, stooping, kneeling, crouching, crawling, climbing up/down ladders and stairs, negotiating uneven and moving surfaces, and frequently lifting and/or moving up to 50 pounds.
   
   + The employee must be able to work at heights up to 30 feet.
   
   + Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus.
   
   Working Conditions:
   
   + Must be willing to work all shifts, overtime, weekends, and holidays as needed and required.
   
   + Must be available to respond to call-out as assigned.
   
   + Perform work in a dusty environment and all types of temperature/weather conditions.
   
   + While performing the duties of this job, the employee is regularly exposed to moving mechanical parts, fumes or airborne particles, and vibration.
   
   + The employee is frequently exposed to high, precarious places and risk of electrical shock.
   
   + The noise level in the environment is usually loud.
   
   + Must be available for assignments at multiple berths within a 12-mile radius.
   
   Supervisory Responsibility: None
   
   The above statements describe the general nature and level of work being performed. This position may perform other duties as assigned. The successful candidate will be required to clear a drug screen and a complete background check, after an offer has been extended and prior to being employed.
   
   EQUAL OPPORTUNITY EMPLOYER STATEMENT: We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

   Copy this example

   

5. Post your job

   To find scraper operators 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 scraper operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level scraper operators 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 scraper operator job on Zippia to find and recruit scraper operator candidates who meet your exact specifications.
   • Use field-specific websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit scraper operators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 scraper operator

   Once you've decided on a perfect scraper operator 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.

   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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