How to hire a sensor operator

How to hire a sensor operator, step by step

Here's a step-by-step sensor 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 sensor operator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new sensor operator
• Step 8: Go through the hiring process checklist

Post a sensor operator job for free, promote it for a fee

Post free

1. Identify your hiring needs

   First, determine the employments status of the sensor operator you need to hire. Certain sensor operator 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 sensor 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 sensor operator that fits the bill.

   This list presents sensor operator salaries for various positions.

   Type of Sensor Operator	Description	Hourly rate
   Sensor Operator		$11-51

2. Create an ideal candidate profile

   Common skills:

   • ISR
   • Flight Operations
   • Mission Planning
   • Reconnaissance
   • DOD
   • Syllabus
   • UAV
   • Oconus
   • RPA
   • MQ-9
   • LiDAR
   • Intelligence Surveillance
   • PIC
   • Sensor Systems

   Check all skills

   Responsibilities:

   • Lead basic reconnaissance operations and report enemy movements to commanding officers.
   • Supervise and perform inter-service liaison activities to ensure effective integration of combat air resources on the battlefield.
   • Track, order, and inventory radio navigation equipment for DOD supply system.
   • Log 4656 RPA flight hours , 498 combat sorties in three areas of responsibility.
   • Work directly with senior executive leadership during combat to provide expertise on air power.
   • Work primarily on the CNC milling center machine, also do secondary operations when need.

3. Make a budget

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

   • Location. For example, sensor operators' average salary in montana is 55% less than in new york.
   • Seniority. Entry-level sensor operators 78% less than senior-level sensor operators.
   • Certifications. A sensor operator 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 sensor operator's salary.

   Average sensor operator salary

   $51,597yearly

   $24.81 hourly rate

   ---

   Entry-level sensor operator salary

   $24,000 yearly salary

   Updated January 19, 2026

4. Writing a sensor operator job description

   A sensor operator 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 sensor operator job description:

   Sensor operator job description example

   Responsibilities

   OBXtek is staffing positions for Instructor Sensor Operator/CI for the MQ-9 suporting the Air Force Special Operations Command (AFSOC) 492 Special Operation Wing (SOW) and operational units. AFSOC requires on-site contract instructor support for the 492 SOW training operations.

   Instructors will provide instruction, in accordance with applicable Department of Defense (DoD), United States Special Operations Command (USSOCOM), and Air Force Instructions (AFI) to meet United States Air Force (USAF) proficiency and qualification standards on Air Force administered written examinations and flight evaluations for preparatory courses, initial qualification (basic, instrument, mission), transition (conversion, requalification), upgrade qualification (instructor, aircraft commander, special mission, evaluator, dual qualification of sensor operators), and key staff, continuation, refresher course, etc. training as required to meet the on-time graduation and annual student throughout requirements of this contract. Other requirements include:

   • Ensure syllabi tasks are 100% complete within the time specified for the lesson.
   • Ensure completion of Aircrew Graduate Evaluation Program (AGEP) in accordance with applicable Air Force Instructions and training syllabi.
   • Use air traffic control services and radio calls during instruction that are in accordance with the most current edition of the Federal Aviation Administration Order 7110.65, Air Traffic Control, or applicable International Civil Aviation Organization manuals and circulars for overseas continental United States (OCONUS) locations.
   • Support instruction of the AFSOC Instrument Refresher Course (IRC) with qualified IRC instructors.
   • Support instruction of the Crew Resource Management Course (CRM) and CRM Facilitators Course with qualified CRM instructors.
   • Support instruction of the Night Vision Devices with qualified aircrew instructors.
   • Support instruction of aircraft radios, datalinks and other cryptographic radio devices as assigned, with qualified aircrew instructors in assigned training devices.
   • Support the Critique Program with suggested changes/mitigation(s) as required.

   This position is located at Cannon AFB, NM.

   Qualifications

   • Minimum of five (5) years AFSOC aircrew experience required.
   • Instructor candidates who were instructor certified in the proposed MDS and were current in U.S. military aircraft within the previous two years;
     OR
     Instructors formerly instructor certified (in the proposed U.S. military MDS aircraft) within the previous four (4) years if the following conditions are met at the time of hiring:
     the candidate performed eight (8) years of military operational flying duty; and at least two (2) years or 200 hours experience as an inflight instructor in the proposed MDS and associated mission sets
     

   Security Clearance Secret Company Information

   COVID Policy: Prospective and/or new employees will be required to adhere with OBXtek's COVID-19 policy. Employees working onsite at a customer location must comply with customer COVID-19 policy which may include any or all the following: social distancing, masks, vaccination, mandatory statements regarding one's vaccination status and mandatory testing .

   Headquartered in McLean, Virginia and founded in 2009, OBXtek is a fast-growing leader in the government contracting field. Our mission is Our People…Our Reputation. Our people are trained professionals who enhance our customers' knowledge and innovation using technology, collaboration, and education.

   We offer a robust suite of benefits including comprehensive medical, dental and vision plans, Flexible Spending Accounts, matching 401K, paid time off, tuition reimbursement plans and much more.

   As a prime contractor for 93% of our current work, OBXtek pairs lessons learned across disciplines with industry standard quality practices such as CMMI-Dev Level III, ITIL, 6Sigma, PMI, and ISO. Our rapid growth has been recognized by INC500, the Washington Business Journal, and Washington Technology magazine.

   OBXtek is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, age, national origin, gender identity, disability, veteran status, sexual orientation or any other classification protected by federal, state or local law.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit sensor 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.

   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 sensor operator

   Once you've selected the best sensor operator 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new sensor operator first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a sensor operator?