How to hire a wash crew person

How to hire a wash crew person, step by step

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

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1. Identify your hiring needs

   Before you start hiring a wash crew person, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a wash crew person to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a wash crew person that fits the bill.

   This list shows salaries for various types of wash crew people.

   Type of Wash Crew Person	Description	Hourly rate
   Wash Crew Person		$11-20
   Crew Person	A crew member is responsible for performing various support tasks in accordance with project or workplace guidelines. Although a crew member's duties vary depending on the industry or company they work for, their responsibilities often include following manager directives, completing physical tasks, keeping records, engaging with clients, and producing progress reports as necessary... Show more	$10-17

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Blowers
   • Shovels
   • Hazardous Waste
   • Car Dealerships
   • Coats

   Responsibilities:

   • Manage facility/workers, close drive-thru, enter information into computer, make hamburgers.
   • Winter consist of snow plowing operating equipment such as pickup truck mount v-plows and skidsteer loaders to snow blowers.
   • Pull the schedule from the computer, deliver required ingredients for the schedule to Pre-Batch coordinators as required.
   • Manage facility/workers, close drive-thru, enter information into computer, make hamburgers.
   • Perform cleaning and maintenance tasks for equipment such as filtering/changing oil in fryers and cleaning the milkshake machine.

3. Make a budget

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

   • Location. For example, wash crew people' average salary in louisiana is 36% less than in maine.
   • Seniority. Entry-level wash crew people earn 43% less than senior-level wash crew people.
   • Certifications. A wash crew 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 wash crew person's salary.

   Average wash crew person salary

   $15.65hourly

   $32,562 yearly

   ---

   Entry-level wash crew person salary

   $24,000 yearly salary

   Updated December 17, 2025

4. Writing a wash crew person job description

   A good wash crew person 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 wash crew person job description:

   Wash crew person job description example

   Overview:Performs work as part of a team in an industrial laundry facility. Responsible for the safe, expeditious, and accurate handling of merchandise into and/or out of the laundry facility.• Responsibilities/Essential Functions:Checks all machine safety devices before operating equipment and records and signs the appropriate equipment safety form. If machine does not pass safety inspection, operator will not operate unit, and notifies supervisor; When loading washer, retrieve sling from storage and maneuvers sling to the washer's rails and in front of the washer. If loading a dryer, obtain an extracted sling from the overhead feed rail and verifies each batch ticket to avoid mixing lots and batches. Stages similar batches together for maximum product/wash utilization; Positions washer/dryer in proper loading position (tilted up), removes batch ticket, loads the washer/dryer by untying the bottom cord of sling, forces the items into the washer/dryer cylinder, closes washer/dryer doors, lowers washer/dryer to the horizontal position, selects the appropriate washer/dryer formula, and starts the machine; Takes the batch ticket and writes the ticket information on the washer/dryer form visually displayed by the machine; For washer, enters the weight off of the batch ticket into SOFTROL. For dryer, re-ties the sling and transports to hoist staging area; Unloads washer: opens washer door, tilts washer forward, moves lined cart with clean sling, and removes items from the washer into the cart, places batch tickets on top of items, moves cart to sling raise area, and tilts washer back into load position; Unloads dryer: opens the front door, ensures items are at the proper moisture levels (if not, re-dry), raises the front-end of the dryer, moves to the rear of the machine, opens the rear door, places the appropriate tub at the dryer opening, removes items from dryer, places batch ticket on top of items, stores in appropriate area, closes rear door, and leaves dryer in tilted position to aid in loading process; Verifies proper moisture retention of items, carts/tubs are not overload, load items are at proper temperature, all extracted slings are free of excessive water, and all items are properly cooled down; Identifies any slings with rips or tears and removes them from the system; Maintains safe and clean work environment, and observes best practices in all production activities; Other duties as assigned.• Knowledge/Skills/Abilities:Ability to understand all required training, written, and verbal instructions; Working knowledge of basic math skills; Good verbal and written communication skills; Ability to work independently and as part of a team; Ability to meet attendance schedule.• Working Environment/Safety Requirements:Work is performed in a warehouse setting and regularly exposed to outside weather conditions, extreme heat and cold conditions as well as dust and noise. Work is based on a shift schedule, and may include weekends. Overtime required as needed. Physical Requirements Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions; Requires the ability to move or maneuver slings or carriers weighing up to 220 lbs; Requires the ability to move, lift, carry, push, or pull product weighing up to 50 lbs; Requires bending, reaching, pulling, and pressing at shoulder level and below waist area; Requires the use of hands for grasping and other manipulations; Requires standing and walking for long periods of time.
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
   
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   ARAMARK is an EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION employer - Minority/Female/Disability/Veteran
   
   Aramark will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance ordinance.

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5. Post your job

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

6. Interview candidates

   Your first interview with wash crew person 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 wash crew person

   Once you have selected a candidate for the wash crew person position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   To prepare for the new wash crew person 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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How much does it cost to hire a wash crew person?