How to hire a weighmaster

How to hire a weighmaster, step by step

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

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

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1. Identify your hiring needs

   Before you start hiring a weighmaster, 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

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

   Here's a comparison of weighmaster salaries for various roles:

   Type of Weighmaster	Description	Hourly rate
   Weighmaster	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$12-23
   Scale Operator	Scale Operators are responsible for the operations of a material or vehicle weighing process. Their duties include weighing vehicles, sampling of inbound materials, maintaining inbound and outbound scaling documentation, reviewing loads and paperwork for inbound and outbound vehicles, and upkeeping scale house and scales... Show more	$11-20
   Scale Clerk	A scale clerk is a broad job and entails a wide range of duties from weighing, measuring, record keeping, supplies, and material checking. They must have the skill set to interact with customers, vendors, and suppliers, as well as having a keen eye for details... Show more	$12-20

2. Create an ideal candidate profile

   Common skills:

   • Asphalt
   • Customer Service
   • Direct Calls
   • Computer System
   • Comprehensive Documentation
   • Scale Operations
   • Truck Scale
   • Rail Cars
   • Monetary Transactions
   • NET Weight
   • Non-Ferrous Metals
   • Purchase Orders

   Responsibilities:

   • Manage weights and measures, reports, compliance and billing for city landfill, front desk customer service, cashier
   • Load asphalt out of silos, keep track of internal and external jobs, and daily production.
   • Communicate by CB radio, phone, and instant messaging to inform drivers and confirm project status with specific batch plant.
   • Implement new ATS ticketing system creating step-by-step training/procedures manual MSHA and OSHA Training/Certification.
   • Close shift each day and make sure that all numbers are correct so that the factory production can be run correctly.

3. Make a budget

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

   • Location. For example, weighmasters' average salary in georgia is 27% less than in alaska.
   • Seniority. Entry-level weighmasters earn 46% less than senior-level weighmasters.
   • Certifications. A weighmaster 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 weighmaster's salary.

   Average weighmaster salary

   $36,083yearly

   $17.35 hourly rate

   ---

   Entry-level weighmaster salary

   $26,000 yearly salary

   Updated January 22, 2026

4. Writing a weighmaster job description

   A weighmaster 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. Below, you can find an example of a weighmaster job description:

   Weighmaster job description example

   The Role and the Company
   
   Lehigh Hanson is North America's leading supplier of cement, aggregates, ready mix concrete, and asphalt. We have hundreds of plants and thousands of employees working across the United States and Canada. We are also part of Heidelberg Cement Group, one of the world's largest building materials companies.
   
   The Senior Weighmaster role is based in Upton, KY, and reports directly to the Plant Manager.
   
   What you'll get to do
   
   • Computer input - Process delivery tickets via scale system - JWS.
   • Handle cash sales/credit card sales.
   • Customer Service via telephone inquiries.
   • Produce daily scale reports at the end of the day.
   • Dispatch trucks for delivery of our product.
   • Run the scale house to include weighing trucks.
   • Ensure all trucks leave with the correct product and weight.
   • Operate equipment to weigh customer trucks Issue billing/load tickets for customers and haulers
   • Enter data into the system to track daily production and sales by inventory and to whom In conjunction with supervisors and loader operators
   • Ensure a smooth flow of customer trucks in and out of the yard
   • Complete summaries and reports as needed
   • Answer phones and respond to customer inquiries
   • Perform additional clerical duties as needed to support the operation including helping out at neighboring quarries.
   
   Essential Experience and Skills
   
   • HS Diploma or equivalent preferred
   • Solid computer skills (word and excel)
   • Basic Math Skills
   • Demonstrated customer service skills
   • Ability to work independently in a fast-paced environment
   • Strong attention to detail.
   • Ability and willingness to work additional hours as needed during peak periods.
   • Good communication skills: verbal, written, and electronic.
   
   Preferred Experience and Skills
   
   • 3-5 years of experience in a manufacturing or distribution environment
   • Experience in the Aggregates, Construction, or Transportation industry
   • JWS experience is a plus, but not required
   
   Work Environment
   
   • Role operates primarily in a professional office environment but requires conducting business at manufacturing locations and job sites where the conditions include moving mechanical equipment, inclement weather, heat, humidity, and elevated noise levels.
   
   What we have to offer
   
   • Competitive base salary
   • Highly competitive benefits programs
   • 401k retirement savings plan with an automatic company contribution as well as matching contributions
   
   IND123
   
   

   Copy this example

   

5. Post your job

   To find the right weighmaster for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with weighmasters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit weighmasters who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your weighmaster job on Zippia to find and recruit weighmaster candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with weighmaster 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 weighmaster

   Once you've found the weighmaster 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 weighmaster. 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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