How to hire a weaver

How to hire a weaver, step by step

Here's a step-by-step weaver hiring guide:

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

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1. Identify your hiring needs

   Before you post your weaver job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a weaver for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A weaver's background is also an important factor in determining whether they'll be a good fit for the position. For example, weavers 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.

   The following list breaks down different types of weavers and their corresponding salaries.

   Type of Weaver	Description	Hourly rate
   Weaver		$10-40

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Quality Defects
   • Safety Procedures
   • Creel
   • Quality Checks
   • Mechanical Defects
   • Doff
   • Textile Machines
   • Quality Standards
   • Production Process
   • Drop Wires
   • Customer Specifications

   Responsibilities:

   • Creel, clean, inspect quality, run production.
   • Start beam motor to wind transfer wire from creel to beam.
   • Lift spools of wire, and place them on spindles of creel.
   • Patrol, check for any defects, and start up any machines that has malfunction.
   • Remove spindles from machine and bobbins from spindles.

3. Make a budget

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

   • Location. For example, weavers' average salary in idaho is 56% less than in new jersey.
   • Seniority. Entry-level weavers 74% less than senior-level weavers.
   • Certifications. A weaver 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 weaver's salary.

   Average weaver salary

   $43,813yearly

   $21.06 hourly rate

   ---

   Entry-level weaver salary

   $22,000 yearly salary

   Updated December 17, 2025

4. Writing a weaver job description

   A weaver 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. To help get you started, here's an example of a weaver job description:

   Weaver job description example

   Founded in 1976 Bloomsburg Carpet Ind., Inc. is universally recognized as an American textile industry leader in luxury, quality and innovative carpet design. The Bloomsburg Carpet Mill is located in scenic Bloomsburg, Pa., where there is continuous expansion on the different patterns, styles and colors of carpet being woven.

   Job Summary / Responsibilities

   Many weavers here are 2nd generation weavers, whose parents also operated looms at the Bloomsburg Mill. We take pride in the generations of families that have chosen to be part of Bloomsburg Carpet. We are a high-tech company that provides a warm work environment, with foremen who know all shift workers by name. This is a job you can enjoy with welcoming coworkers and where you have an open line of communication with the plant manager. There is opportunity for growth and advancement if interested.

   The weaver is responsible for operating one or more textile looms to weave carpeting of simple to intricate designs. Responsibilities include starting the loom, observing the weaving to ensure that product specifications are met, and operating the loom efficiently and effectively at a steady pace to meet production goals. This role requires being around mechanical machinery and having a good work ethic. Attendance is important.

   Overtime is not mandatory and is offered to everyone on a voluntary basis only. The overtime schedule is very flexible, workers can put their desired amount of extra time in on the weekends or during additional weekday shifts.

   Previous weaving experience is not necessary. A degree is not required for this position and on the job training is provided.
   
   

   Qualifications:

   The qualifications of this role include:

   • Have good practical ability.
   • Troubleshoot some technical problems that may occur.
   • Concentrate for long periods of time.
   • Understand health and safety procedures.
   • Attention to detail.
   • Able to lift up to 50 pounds on occasion.

   The position may also require the ability to understand the computerized technology of certain looms.

   Benefits Include: Full Medical, Dental, & Vision Coverage; 401K; Profit Sharing; Life Insurance; & Short-term disability.

   
   2nd shift - 3pm to 11pm
   3rd shift - 11pm to 7am

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with weaver 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.

   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 weaver

   Once you've found the weaver 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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