How to hire a unit operator

How to hire a unit operator, step by step

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

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1. Identify your hiring needs

   The unit 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

   A unit operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, unit operators from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents unit operator salaries for various positions.

   Type of Unit Operator	Description	Hourly rate
   Unit Operator		$12-29
   Lease Operator	A lease operator is responsible for inspecting the efficiency and optimal performance of equipment and machinery and measuring the oil from the operation of the wells. Lease operators report the inconsistencies and failures of the equipment for immediate repair and replacement to avoid delays and prevent potential hazards... Show more	$2-52
   Wireline Operator	A wireline operator specializes in handling and directing wireline equipment, tools, and instruments, ensuring safety and efficiency. Part of their job is to assess and analyze project requirements, install cables according to protocols and guidelines, control equipment up and down, conduct regular maintenance checks, and perform repairs as necessary... Show more	$14-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Asphalt
   • Plant Equipment
   • Safety Procedures
   • Control Room
   • Unit Operations
   • Rig
   • Environmental Compliance
   • DOT
   • Control Valves
   • Condensers
   • Auxiliary Equipment
   • Distillation
   • Water Treatment
   • Hazardous Materials

   Check all skills

   Responsibilities:

   • Manage and maintain GPS and other equipment.
   • Drill frac plugs in time efficient manner.
   • Coordinate, and execute safety programs, JSA's, and reports.
   • Make Maximo request to get desire jobs put on schedule for repairs.
   • Perform LOTO procedures for equipment in preparation for maintenance or safety concerns.
   • Perform day to day operational oversight and maintenance over numerous distillation and utility units in a cresylic acid manufacturing facility.

   More unit operator duties

3. Make a budget

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

   • Location. For example, unit operators' average salary in kansas is 37% less than in minnesota.
   • Seniority. Entry-level unit operators earn 56% less than senior-level unit operators.
   • Certifications. A unit operator 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 unit operator's salary.

   Average unit operator salary

   $41,192yearly

   $19.80 hourly rate

   ---

   Entry-level unit operator salary

   $27,000 yearly salary

   Updated December 21, 2025

   Average unit operator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Minnesota	$54,041	$26
   2	California	$49,112	$24
   3	Tennessee	$47,870	$23
   4	Colorado	$43,445	$21
   5	Ohio	$40,745	$20
   6	North Dakota	$40,208	$19
   7	Texas	$37,908	$18
   8	Kentucky	$36,245	$17
   9	Idaho	$36,029	$17

   Average unit operator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Applied Materials	$46,491	$22.35	9
   2	Ranger Energy Services	$45,603	$21.92	9
   3	Volvo Trucks	$44,994	$21.63	1
   4	Phillips 66	$44,300	$21.30
   5	International Paper	$41,506	$19.95	7
   6	Lehigh Hanson	$41,115	$19.77
   7	3M Company	$41,038	$19.73	9
   8	Land O'Lakes	$40,237	$19.34	9
   9	Kettering Health Network	$38,351	$18.44	1
   10	Torch Technologies	$38,241	$18.39
   11	Teknor Apex	$37,893	$18.22	11
   12	Tennessee Valley Authority	$37,537	$18.05
   13	Security Industry Specialists	$36,486	$17.54

4. Writing a unit operator job description

   A good unit operator 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 unit operator job description:

   Unit operator job description example

   **POSITION OVERVIEW**
   
   The Sanofi Genomic Medicine Unit, based in Waltham, MA, is seeking a highly motivated individual with basic knowledge in biology to join our group located in Waltham, Massachusetts, USA, as an Intern. Our group is focused on engineering the genome using CRISPR-based systems in primary human cells. The selected individual will help the team to perform assays to determine the outcome of any gene edit that is made. The successful candidate will work in a dynamic and multi-disciplinary environment.
   
   **KEY RESPONSIBILITIES**
   
   + Work in alignment with manager to plan, design experiments and establish protocols based on published literature and project needs.
   
   + Performing _in vitro_ and _ex vivo_ experiments, including formulating CRISPR-based tools and using CRISPR-based tools to edit primary human cells.
   
   + Performing molecular biology techniques such as PCRs to establish libraries for next generation sequencing.
   
   + Perform data analysis, interpret experimental results and generate presentation materials.
   
   + Document all experimental design, protocols, results and interpretations in electronic laboratory notebook in a timely manner.
   
   + Present research findings and progress at project team meetings.
   
   **BASIC QUALIFICATIONS**
   
   + Candidates are required to be enrolled in a Ph.D., M.Sc., or B.S. university program in Biology, Genetics, Biomedical Engineering, Biochemistry, or a related discipline with 1+ years of relevant laboratory experience.
   
   + Course work in biology and basic laboratory skills
   
   + Experience performing PCR is required.
   
   + Able to perform data analysis using basic software
   
   + Be able to effectively communicate, self-motivated and data-driven.
   
   + Must be able and willing to learn and incorporate new concepts and technologies.
   
   **PREFERRED QUALIFICATIONS**
   
   + Basic knowledge of cellular and molecular biology, plus associated techniques.
   
   _At Sanofi R&D North America, we deliver meaningful solutions for patients. We transform science into breakthrough, best-in-class and first-in-class medicines and vaccines. We believe in creating a diverse and inclusive workforce - and workplace - which brings together the collective brainpower of over 2,000 colleagues and provides you with an exciting place to grow and develop. We set the bar high, and we deliver. Join us and together we will build on our trusted legacy of breakthroughs for society._
   
   _Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law._
   
   _As a healthcare company and a vaccine manufacturer, Sanofi has an important responsibility to protect individual and public health. All US based roles require individuals to be fully vaccinated against COVID-19 as part of your job responsibilities._
   
   At Sanofi diversity and inclusion is foundational to how we operate and embedded in our Core Values. We recognize to truly tap into the richness diversity brings we must lead with inclusion and have a workplace where those differences can thrive and be leveraged to empower the lives of our colleagues, patients and customers. We respect and celebrate the diversity of our people, their backgrounds and experiences and provide equal opportunity for all.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting unit operators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 unit operator

   Once you've found the unit operator 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 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 unit 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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