How to hire a set-up person

How to hire a set-up person, step by step

Here's a step-by-step set-up person hiring guide:

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

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1. Identify your hiring needs

   The set-up person 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

   Hiring the perfect set-up person also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of set-up people and their corresponding salaries.

   Type of Set-Up Person	Description	Hourly rate
   Set-Up Person	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$11-19
   Set Up Technician	Set up technicians are skilled employees who assemble and disassemble manufacturing machines as well as perform preventative maintenance to ensure that the manufacturing firm can produce high-quality products. These technicians must inspect products so that they can locate malfunctions in machine operations and then inform their supervisor about the repairs needed... Show more	$13-22
   Set-Up Operator	A machine set-up operator operates machinery such as grinders, bores, and mills. They prepare machines to be used by organizing tools, setting valve directions, sharpening tools as needed, positioning tools, and conducting regular maintenance.	$13-25

2. Create an ideal candidate profile

   Common skills:

   • CNC Machines
   • Safety Procedures
   • G Code
   • Punch Presses
   • RAN
   • Quality Checks
   • Machine Operators
   • SPC
   • Haas
   • FANUC
   • Assembly Line
   • Screw Machines
   • Production Equipment
   • Machine Shop

   Check all skills

   Responsibilities:

   • Manage daily scheduling of production workload to be setup and run on machinery.
   • Machine large parts for the mining, aerospace, and power industries.
   • Coordinate outside services such as heat treating, grinding, EDM, anodize etc.
   • Used micrometers, calipers, and digital comparators to check parts that are made for the aircraft industry.
   • Used various tools including micrometers, calipers, and comparators to ensure parts are to exact specification while holding strict tolerances.
   • Specialize in unique components for aerospace bearings

3. Make a budget

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

   • Location. For example, set-up people' average salary in alaska is 34% less than in california.
   • Seniority. Entry-level set-up people earn 40% less than senior-level set-up people.
   • Certifications. A set-up person 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 set-up person's salary.

   Average set-up person salary

   $15.11hourly

   $31,426 yearly

   ---

   Entry-level set-up person salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a set-up person job description

   A job description for a set-up person 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 set-up person job description:

   Set-up person job description example

   Responsible for all table maintenance, resetting, room preparation and assistance to the service and catering staff to ensure the Members/Guests satisfaction. Consistently display the Three Steps of Service at every opportunity.
   
   This position reports directly to the FB Director and Service Director, with indirect reporting to the Captains and General Manager.
   Day to Day:
   
   * Maintain ClubCorp service standards as outlined in the FB Service training program(s) at high standards
   * Responsible for set-up of tables, chairs, setting of tables with complete knowledge of table settings. Review all banquet event orders and follow floor plan for set-up. Ensure all equipment needed for event is set-up and functioning properly. Lay down interlocking dance floor per specifications.
   * Tear down tables and chairs following all events.
   * Ensuring that all rooms are clean and free of debris. Any major housekeeping or maintenance issues must be communicated before the event to the FB Director and/or Housekeeping and Maintenance Dept.
   * All storage areas are to be kept neat and clean. Items should be stored in the same place at all times to ensure ease of location. All banquet rooms should look clean and presentable even during set-up and breakdown periods.
   * Food running and bussing responsibilities are also required as needed.
   * Assist service and catering staff as needed.
   * Assist fellow Employees, Members and guests to ensure delivery of the Three steps of service without being directed. Be aware of team members and the environment and participate as a member of the team.
   * Notify management of Member/Guest complaints at the time they occur. Practice good service recovery by rectifying any complaints as soon as possible.
   * Must be able to interact with Members/Guests professionally, helping them with changes and last minute requests as needed.
   
   All the other stuff we do:
   
   * Because of the fluctuating demands of the companys operation, it may be necessary that each Employee Partner perform a multitude of different functions therefore, as an essential part of your position, you will be expected to help others when the occasion arises, just as other Employee Partners are expected to help you. Accordingly, you may be expected to perform other tasks as needed or as directed.
   * Adhere to all of the various company, club and department written mandatory standards of operations, policies and procedures, manuals, memos, oral instructions, etc., all of which go to make up the essential functions of the job.
   * Be able to multi-task and work at an efficient pace to keep up with business needs.
   * Be able to follow instructions as directed.
   * Follow all service department, club and corporate guidelines and policies as instructed by supervisor, policies and manuals.
   * Responsible for maintaining good conduct and safe working habits while in all areas and assure that others are acting safely.
   * Attend daily line-up and participate as requested.
   * Wear a clean and neat uniform that follows ClubCorp and your property uniform standards daily.
   * A high school diploma preferred.
   * Ability to communicate and follow instructions.
   * You are comfortable working at a fast pace in both indoor and occasional outdoor environments.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit set-up people, 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 set-up person

   Once you've selected the best set-up person 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 set-up person. 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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