How to hire a torch cutter

How to hire a torch cutter, step by step

Here's a step-by-step torch cutter hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the torch cutter you need to hire. Certain torch cutter 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

   Hiring the perfect torch cutter 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 presents torch cutter salaries for various positions.

   Type of Torch Cutter	Description	Hourly rate
   Torch Cutter	Welders, cutters, solderers, and brazers use hand-held or remotely controlled equipment to join or cut metal parts. They also fill holes, indentations, or seams of metal products.	$12-21

2. Create an ideal candidate profile

   Common skills:

   • Safety Equipment
   • Torches

   Responsibilities:

   • Manage raw material sourcing, subcontractor management, supplier qualification, and EOQ development.
   • Use crane operator forklift driver unload trucks operate CNC cutting table enter data computer so it can be work on each day
   • Manage raw material sourcing, subcontractor management, supplier qualification, and EOQ development.

3. Make a budget

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

   • Location. For example, torch cutters' average salary in arkansas is 39% less than in wyoming.
   • Seniority. Entry-level torch cutters earn 44% less than senior-level torch cutters.
   • Certifications. A torch cutter 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 torch cutter's salary.

   Average torch cutter salary

   $16.50hourly

   $34,322 yearly

   ---

   Entry-level torch cutter salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a torch cutter job description

   A good torch cutter 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 torch cutter job description:

   Torch cutter job description example

   Job Title:	Torcher/Burner
   Job Type:	Temp to Hire
   Location:	Minneapolis
   Shift/Hours:	1st Shift Monday-Friday 7:00 am – 3:30pm Overtime often available. Must be able to come in early, stay late, and sometimes come in on Saturdays
   Career Level:	1 + years’ experience with Torches and metals experience preferred but will train
   Education:	High School Diploma or equivalent
   Salary:	$25/-
   Description:	1. Torch and cut scrap metal of various sizes to specified dimensions using an oxygen/natural gas torch 2. Perform pre-shift and post-shift inspections to ensure equipment is in good working order 3. Wear and maintain the proper personal protective equipment supplied for the job; respirator, face mask 4. Assisting with yard/facility clean-up and maintenance 5. Maintain a safe torching environment that is conducive to fire control 6. Must be able to operate material handling equipment( front loader, bobcat, and forklift) 7. Must be available to work overtime to include arriving early, staying late and Saturdays when needed
   Requirements:	1. Previous torching activity in processing scrap preferred 2. Knowledge of equipment function and proper usage technique: oxy-propane gas assembly, 4’-5’-6’ torches, safety functions & procedures 3. Previous experience with the proper use of PPE: respirators, face shields 4. Ability to work with little supervision in a timely and efficient manner, in a team-based environment and able to manage multiple priorities. 5. Comfortable working outdoors. 6. Knowledge of metals is preferred but will train the right person 7. Must have forklift, bobcat, and front loader experience
   Physical Requirements:	1. Sitting, standing, bending, and/or twisting for long periods of time 2. May be required to do some lifting up to 50 pounds with assistance.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right torch cutter 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 torch cutter job on Zippia to find and recruit torch cutter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit torch cutters, 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 torch cutter

   Once you've found the torch cutter 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new torch cutter. 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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