How to hire a transmission operator

How to hire a transmission operator, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the transmission operator you need to hire. Certain transmission 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

   Hiring the perfect transmission 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.

   Here's a comparison of transmission operator salaries for various roles:

   Type of Transmission Operator	Description	Hourly rate
   Transmission Operator		$18-56
   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
   Systems Operator	Systems operators often act as the front liners whose primary job is to ensure the reliable delivery of electricity service to consumers and businesses. They are responsible for overseeing and managing the power grid and controlling electricity flow through transmission lines... Show more	$13-24

2. Create an ideal candidate profile

   Common skills:

   • Switches
   • Communications Systems
   • NERC
   • Transmission Systems
   • Control Room
   • Troubleshoot
   • Combat
   • Preventive Maintenance Checks
   • SCADA
   • Video Problems
   • Satellite Communications Equipment
   • Transmitters
   • Radio Systems
   • Radio Communications

   Check all skills

   Responsibilities:

   • Lead basic reconnaissance operations and report enemy movements to commanding officers.
   • Operate and perform PMCS on assign vehicles.
   • Communicate with multiple outside vendors to schedule, secure and troubleshoot transmissions.
   • Create scripts in setting up permissions for UNIX users and groups for accessing and executing programs.
   • Test and evaluate Unix software to improve performance and usability.
   • Practice strict COMSEC and OPSEC procedures when communicating over secure and non-secure communications equipment.

3. Make a budget

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

   • Location. For example, transmission operators' average salary in montana is 37% less than in delaware.
   • Seniority. Entry-level transmission operators 67% less than senior-level transmission operators.
   • Certifications. A transmission 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 transmission operator's salary.

   Average transmission operator salary

   $68,189yearly

   $32.78 hourly rate

   ---

   Entry-level transmission operator salary

   $39,000 yearly salary

   Updated January 21, 2026

4. Writing a transmission operator job description

   A job description for a transmission operator 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 transmission operator job description:

   Transmission operator job description example

   **Employment Type:** Full Time
   **Primary Function**
   
   The Ingest/Transmission Operator is responsible for having a full overview of all inbound/outbound media, content, and latest newsgathering. This individual will monitor the quality and accuracy of the on-air product to ensure the transmission meets government regulations, along with troubleshooting equipment malfunctions, and preparing programming for playout.
   
   **Duties & Responsibilities**
   
   + Must be fully conversant with current multi formats, including fiber, Skype, and TVU. Knowledge of iNews & Avid is a plus.
   
   + Responsible for the network facilities' inbound and outbound signals. Ensure that all latest breaking stories are responded to and oversee the broadcast delivery.
   
   + Work closely with other team members and network staff. Actively support co-workers when needed.
   
   + Manage incoming media in order to identify broadcast quality video and audio signals for live inserts into news bulletins at short notice.
   
   + Sending & receiving of broadcast media and feeds; switching of video and audio within the station and for third parties.
   
   + Responsible for operating Servers, recording equipment, monitoring facilities, signal processing kit (color correctors, etc.) .
   
   + Communicate the delivery of material with the appropriate persons or departments.
   
   + Ingest material to a server and manipulate files for edit or other use.
   
   + Knowledge of Sony ELC is not necessary but it's a plus.
   
   + Undertake basic fault finding and escalate problems where necessary.
   
   + Understand the requirements of live studio production and provide good service and support to all media operations clients.
   
   + Monitor and control video encoding and decoding systems.
   
   + Troubleshoot all incoming & outgoing systems.
   
   + Prepare backup plan in case of device or transmission line failure.
   
   + Responsible for iNews Avid ingest airspeed control.
   
   + Perform other duties as assigned
   
   **Skills & Qualifications**
   
   + Comprehensive knowledge of a server-based news environments along with the associated hardware and software.
   
   + An understanding of news and current affairs and an eye for detail.
   
   + An in-depth technical understanding of 'Quality Control' and the tools required to achieve this.
   
   + An understanding of digital and video formats, ingest workflow, servers, and broadcast production.
   
   + Fluent English speaker and able to communicate effectively both verbally and written.
   
   + Able to deal with competing demands and remain calm under pressure.
   
   + Knowledge of the Broadcast production workflow.
   
   + Have a firm understanding of broadcast technical standards.
   
   + Possess a sound knowledge of the broadcast formats, server systems and diagnostic tools.
   
   + Able to work independently and as part of a team.
   
   + Able to work in a stressful and fast paced News environment.
   
   + Must be organized and punctual.
   
   **Education & Experience**
   
   + Bachelor's degree preferred in a technical capacity
   
   + Minimum of 5 years experience working within a technical or file based broadcast environment
   
   + Minimum of 3 years MCR experience ideally in a live television operation or an appropriate media qualification
   
   **To Apply**
   
   Use the link at the bottom of this page to apply. Please use Chrome, Firefox, or Safari (users may experience issues with Internet Explorer).
   
   **Diversity Inclusion & Customer Service Statement**
   
   TeamPeople is an organization dedicated to providing superior customer service. Outstanding customer service encompasses everything from performing the technical, creative and operational aspects of our jobs to the best of our ability, to going the extra mile to assist our customers and colleagues in any way.
   
   We respect, value and celebrate the unique attributes, characteristics and perspectives that make each person who they are. We also believe that bringing diverse individuals together allows us to collectively and more effectively address the issues that face our customers. It is our aim, therefore, that our partners, strategies and investments reflect these core values. TeamPeople is dedicated to providing superior customer service and is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, age, national origin, disability, family care or medical leave status, genetic information, veteran status, marital status, or any other characteristic protected by applicable federal, state, or local law.
   
   **Global HQ**
   
   6402 Arlington Blvd, Suite 1020
   
   Falls Church, VA 22042

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5. Post your job

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

6. Interview candidates

   Your first interview with transmission operator candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 transmission operator

   Once you've selected the best transmission 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.

   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 transmission 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.)

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