How to hire a special equipment operator

How to hire a special equipment operator, step by step

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

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1. Identify your hiring needs

   The special equipment operator 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 special equipment operator 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.

   This list shows salaries for various types of special equipment operators.

   Type of Special Equipment Operator	Description	Hourly rate
   Special Equipment Operator		$16-27
   Operator	Operators are skilled workers who are in charge of working on an industrial machine or a specific aspect of the manufacturing business. They are trained to operate machines, learning how to use them... Show more	$12-25
   Equipment Operator/Labour	Heavy equipment operators control and drive construction equipment. The operators operate heavy equipment, including backhoes, bulldozers, and lift... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Loaders
   • CDL
   • Production Lines
   • RF
   • DOT
   • Clamp Truck
   • RAN
   • Computer System

   Responsibilities:

   • Obtain CDL to drive large trucks.
   • Use a RF computer attach on fork truck.
   • Return any leftover material to previous location and relocate in system with RF scanner.
   • Follow all power equipment rules and regulation including any regulatory agency policies to include OSHA.
   • Analyze past occurrences to apply preventative maintenance.

3. Make a budget

   Including a salary range in the special equipment operator job description is a good way to get more applicants. A special equipment operator salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a special equipment operator in Georgia may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level special equipment operator. Additionally, a special equipment operator with lots of experience in the field may command a higher salary as a result.

   Average special equipment operator salary

   $44,694yearly

   $21.49 hourly rate

   ---

   Entry-level special equipment operator salary

   $34,000 yearly salary

   Updated December 18, 2025

   Average special equipment operator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Arizona	$49,140	$24
   2	Minnesota	$43,647	$21
   3	Colorado	$43,384	$21
   4	Oklahoma	$39,801	$19
   5	Georgia	$37,065	$18

   Average special equipment operator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Arkansas Electric Cooperative	$47,190	$22.69
   2	Douglas County	$44,007	$21.16	1
   3	Arcosa	$42,308	$20.34	59
   4	Graphic Packaging International	$41,036	$19.73	12
   5	Pasco	$39,943	$19.20
   6	DICK'S Sporting Goods	$29,488	$14.18	3

4. Writing a special equipment operator job description

   A special equipment 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 special equipment operator job description:

   Special equipment operator job description example

   The selected candidate will be a key resource in the 361st ISR Group Plans and Programs team that will be a self-starter and work with minimum direction to develop comprehensive briefings, staff packages and memos for senior staff. The candidate will use a thorough understanding of SATCOM hardware capabilities and limitations and the integration with USSOCOM ground and airborne systems to lead the development of creative methods to deploy Global Satellite and Telecommunications capabilities (military/civilian, ground and airborne), and deliver high quality, meaningful reports with actionable data. The successful candidate will be responsible for the in-depth analysis of satellite and wireless technologies
   
   and new industry trends; and for the recommendation/execution of improvements to the global SATCOM/wireless network that result in more efficient network resources for the 361 ISRG operators. The SME will be adaptable to changing staff requirements and responsible for creating regular and ad-hoc reports outlining the key metrics on several key programs within the 361 ISRG. Selected candidate will also assist the customer in all aspects of systems administration on
   
   NIPR, SIPR and JWICS and perform duties as an Information System Security Officer (ISSO), Information Technology Equipment Custodian (ITEC), and Cyber Security Liaison (CSL).
   Required Qualifications:
   
   Bachelors of Science degree in Communications or other technical 4 year degree (May substitute years of experience in lieu of degree)8+ years of related experience.TS clearance with SCI or SCI eligibility and the ability to submit to a polygraph.DoD 8570 IAT Level II (Security+, CCNA -Security, CySA+, etc. or equivalent).3+ years relevant experience with network protocols, software and hardware involved in LAN/WAN operations.Practical knowledge of routers and switches.Experience with Type1 encryption devices.Experience with network analysis.Foundational knowledge in LAN (local area networks).Strong troubleshooting, analytic and diagnostic skills and leadership abilities.
   
   Preferred Qualifications:
   Preferred experience includes a working knowledge of 361st operations and strategic, operational and/or tactical intelligence experience.
   
   Pay Range:
   Pay Range $81,900.00 - $126,000.00 - $170,100.00
   
   The Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right special equipment operator 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 special equipment operator job on Zippia to find and recruit special equipment operator 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 special equipment operators, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 special equipment operator

   Once you've decided on a perfect special equipment 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.

   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 special equipment operator. 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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