You're running a food and beverage plant, and your production line just went down. Again. The issue? A logic error in your PLC program that's causing your conveyor system to jam every 47 minutes like clockwork.

Your maintenance team can swap out motors and fix mechanical issues all day long. But when it comes to troubleshooting ladder logic or tweaking a recipe parameter in your Allen-Bradley controller, they're stuck. You need a PLC programmer. And you needed one yesterday.

Here's the challenge: good PLC programmers are incredibly hard to find, especially ones who understand the unique demands of food and beverage manufacturing. They need to know how to program automated filling lines, understand sanitation protocols, work within FDA and USDA regulations, and ideally have experience with the specific equipment brands your plant uses.

If you've been struggling to fill this role, you're not alone. Let's walk through exactly how to hire a PLC programmer who can actually solve your problems.

Why Food and Beverage Manufacturing Is Different

Before we get into the hiring process, it's important to understand why hiring PLC programmers for food and beverage is more complex than other manufacturing sectors.

Sanitation and washdown requirements.

Your equipment gets cleaned constantly. PLCs and control panels need to be rated for washdown environments. Your programmer needs to understand IP ratings, stainless steel enclosures, and how to design systems that can handle high-pressure spray and chemical sanitizers without failing.

Recipe management and changeovers.

Unlike automotive or metalworking, food and beverage lines run multiple products on the same equipment. A bottling line might run cola in the morning and lemon-lime soda in the afternoon. Your PLC programmer needs to build flexible recipe management systems that allow quick changeovers without production errors.

Traceability and compliance.

When there's a food safety issue, you need to trace every ingredient and every process step. Your PLC systems need to log data continuously, integrate with your Manufacturing Execution System (MES), and create the audit trails that regulators demand. Your programmer needs to understand these compliance requirements, not just basic automation.

Speed and uptime pressure.

Food and beverage plants often run 24/7 with razor-thin margins. Downtime costs thousands of dollars per hour. Your PLC programmer isn't just writing code; they're maintaining systems that directly impact your bottom line every single minute.

Specialized equipment.

You're probably running Rockwell Automation (Allen-Bradley), Siemens, or Mitsubishi PLCs. Your plant might have high-speed fillers from Krones or Sidel, packaging equipment from Bosch or Tetra Pak, and material handling systems from Intelligrated. Your programmer needs to work with all of it, often integrating equipment from multiple vendors that weren't designed to talk to each other.

All of this means you can't just hire someone who knows how to write ladder logic and call it a day.

What Skills Actually Matter

Let's break down what you should actually be looking for in a PLC programmer for food and beverage manufacturing.

Core PLC programming skills.

This is the baseline. Your candidate should be proficient in ladder logic, function block diagrams, and structured text. They should understand PID loops for process control (critical for maintaining temperatures, pressures, and flow rates). They should know how to troubleshoot programs, optimize scan times, and document their code properly.

Platform experience that matches yours.

If your entire plant runs on Rockwell Automation equipment, hiring someone whose only experience is with Siemens Step 7 creates a steep learning curve. Look for candidates who have hands-on experience with the specific platforms you use. That said, a strong programmer can learn a new platform; the fundamentals are transferable.

HMI and SCADA knowledge.

Your operators interact with your equipment through Human Machine Interfaces (HMIs). Your programmer should be able to design intuitive, user-friendly screens that display the right information and allow safe manual control when needed. Experience with systems like FactoryTalk View, Wonderware, or Ignition is valuable.

Industrial networking.

Modern plants are connected. Your PLCs talk to each other, to your MES system, to your enterprise resource planning (ERP) software, and to remote monitoring systems. Your programmer should understand Ethernet/IP, Profinet, Modbus, and OPC protocols. They should be able to troubleshoot network issues and set up secure, reliable communications.

Food safety and regulatory awareness.

This separates good candidates from great ones. Have they worked in plants with SQF, BRC, or FSSC 22000 certifications? Do they understand Good Manufacturing Practices (GMP)? Can they design systems that support lot tracking and recall procedures? This knowledge saves you headaches down the road.

Mechanical aptitude.

The best PLC programmers aren't just software people. They understand how the physical equipment works. They can read mechanical drawings, understand how a servo motor controls a filling nozzle, and troubleshoot whether a problem is in the code or in the hardware.

Problem-solving under pressure.

When your line is down at 2 AM and you're losing $5,000 an hour, you need someone who can think clearly, systematically diagnose the issue, and implement a fix quickly. Look for candidates who have worked in high-pressure production environments and can tell you stories about how they've solved urgent problems.

Where to Find PLC Programmers

The best PLC programmers are almost never actively looking for jobs. They're employed, often happily, and they're getting LinkedIn messages from recruiters every week. Here's where you should be looking.

Tap into your equipment vendors and integrators.

The people who installed your packaging line or your material handling system employed PLC programmers to commission that equipment. Some of those programmers might be interested in a plant-based role instead of constant travel. Reach out to your Rockwell Automation distributor, your system integrator, or the OEM that built your equipment and ask if they know anyone.

Target adjacent industries.

If you can't find someone with direct food and beverage experience, look at candidates from pharmaceutical manufacturing, chemical processing, or other highly automated, regulated industries. The skills transfer well, and someone who's programmed automated pharmaceutical packaging lines can absolutely learn your bottling operation.

Check local technical colleges.

Many community colleges and technical schools have strong industrial automation programs. Recent graduates might not have years of experience, but they're trained on current technology, eager to learn, and often more affordable than senior engineers. Consider hiring a junior programmer and pairing them with a more experienced mentor (even if that mentor is a contractor you bring in periodically).

Use specialized recruiters.

Generalist recruiting agencies will waste your time. Look for recruiters who specialize in industrial automation or manufacturing. They should be able to have a technical conversation with you about your needs and should have an existing network of automation professionals. Yes, you'll pay a fee, but it's worth it if they actually deliver qualified candidates.

Industry forums and communities.

PLC programmers hang out in online communities like PLCTalk, Reddit's r/PLC, and LinkedIn groups focused on automation. You can post openings there, or even better, engage in those communities yourself to build relationships.

Attend regional automation events.

Trade shows like Pack Expo, Process Expo, and regional Automation Fair events hosted by Rockwell are full of automation professionals. Bring business cards, talk to people, and let them know you're hiring.

How to Write a Job Description That Actually Works

Most PLC programmer job descriptions are terrible. They read like someone copied a generic template and changed nothing. Here's how to write one that attracts the right people.

Be specific about your equipment.

Don't just say "PLC programming experience required." Say "Experience programming Allen-Bradley ControlLogix and CompactLogix PLCs for high-speed packaging lines." Mention your HMI platform. Mention your specific industry. The more specific you are, the more you'll attract people who are actually qualified.

Describe real projects, not vague responsibilities.

Instead of "Maintain and troubleshoot PLC systems," try "You'll optimize our bottling line's changeover process to reduce downtime between SKUs, troubleshoot intermittent faults on our palletizer, and integrate our new vision inspection system with our existing controls." This paints a picture and makes the role tangible.

Be honest about your environment.

If your plant is running older equipment and the role involves a lot of troubleshooting legacy systems, say so. The right candidate will see that as an interesting challenge. If your plant is brand new with state-of-the-art automation, highlight that. Different programmers are motivated by different things.

Talk about growth and learning opportunities.

Will they get to work on new projects? Will you send them to training on new technologies? Will they have mentorship opportunities? Career-minded programmers care about these things.

Include salary range.

Yes, really. The market for PLC programmers is competitive. If you want serious candidates to apply, give them a reason to believe the compensation is fair. You don't need to be hyperspecific, but a range like "$75,000 - $95,000 depending on experience" helps candidates self-select.

Skip the ridiculous requirements.

Requiring a four-year engineering degree for a PLC programming role eliminates a huge portion of qualified candidates who learned through technical schools, military training, or on-the-job experience. Focus on skills and experience, not credentials.

The Interview Process: What to Actually Ask

Interviewing PLC programmers requires a different approach than interviewing for most roles. You need to assess both technical ability and practical problem-solving skills.

Start with scenario-based questions.

Describe a real problem your plant has faced and ask how they'd approach it. For example: "Our filling line stops randomly, throwing a fault code that says 'photoeye timeout.' Walk me through how you'd diagnose this." Listen to their thought process. Do they ask good questions? Do they consider both hardware and software causes? Do they think systematically?

Ask about specific technologies.

If you use Rockwell equipment, ask them about their experience with RSLogix or Studio 5000. If you use Siemens, ask about TIA Portal. Ask them to explain a complex program they've written. Ask about the most challenging integration project they've completed.

Discuss their approach to documentation.

Well-documented code and good electrical drawings are critical, especially in a plant environment where multiple people might need to troubleshoot a system. Ask to see examples of their documentation. Ask how they organize their programs and label their I/O.

Gauge their communication skills.

Your PLC programmer will need to explain technical issues to plant managers, train operators on new systems, and work with your maintenance team. Can they translate technical jargon into plain English? Are they patient when explaining things? Do they listen well?

Bring them to the plant floor.

If possible, have finalists tour your facility during the interview process. Show them your equipment. Introduce them to your team. See how they interact with your environment. This gives you a sense of fit and gives them a realistic preview of the job.

Consider a practical assessment.

For senior roles, you might ask candidates to complete a small paid project. Give them a simple automation problem (maybe designing logic for a conveyor interlock system) and see what they deliver. This reveals their actual skills better than any interview question.

What to Pay (And Why It Matters)

Let's talk money. PLC programmers in food and beverage manufacturing typically earn between $70,000 and $110,000, depending on experience level, geographic location, and the complexity of your operation.

Entry-level programmers with 1-3 years of experience might start in the $65,000-$80,000 range. Mid-level programmers with 3-7 years and strong food and beverage experience typically earn $80,000-$95,000. Senior programmers who can design entire control systems, manage projects, and mentor others can command $95,000-$110,000 or more.

In high cost-of-living areas or highly competitive markets, add 10-20% to those figures.

Here's why this matters: if you try to lowball salary, the best candidates won't even respond. They're employed, they're comfortable, and they're not motivated by a lateral move that pays the same or less. You need to offer a compelling reason for them to leave their current role.

Beyond base salary, consider what else you can offer. Flexible schedules, professional development budget, bonus opportunities, and a clear path to advancement all matter to top talent.

Retention: Keeping Your PLC Programmer Once You Hire Them

Hiring a PLC programmer is hard. Losing one after 18 months and starting over is even harder. Here's how to keep them.

Give them interesting work.

The fastest way to lose a good programmer is to have them do nothing but fix the same recurring problems over and over. Involve them in improvement projects. Let them design new systems. Send them to equipment installations. Keep the work challenging.

Invest in their development.

Send them to training classes on new technologies. Pay for certifications. Give them access to online learning platforms. The best programmers are lifelong learners, and they'll stay with companies that support that.

Listen to their ideas.

Your PLC programmer sees inefficiencies and opportunities that management might miss. When they propose improvements, take them seriously. Even if you can't implement every idea, showing that you value their input builds loyalty.

Pay competitively and adjust regularly.

The market for automation talent is hot. Do regular salary reviews. Make sure your compensation stays competitive. It's cheaper to give a raise than to recruit and train a replacement.

Build a positive culture.

This sounds soft, but it matters. PLC programmers who feel respected, supported, and valued stick around. Those who feel like disposable technicians leave for better opportunities.

When to Consider Contractors or External Help

Sometimes hiring a full-time PLC programmer doesn't make sense, at least not right away. Here are scenarios where you might consider contractors or external support.

You have a one-time project.

If you're installing a new line or doing a major controls upgrade and then returning to steady-state operations, a contract programmer for 3-6 months might be more cost-effective than a permanent hire.

You need specialized expertise.

Maybe you're implementing a new MES system or integrating robotics for the first time. Bringing in a contractor with specific experience can accelerate the project and train your internal team.

You can't find the right permanent candidate.

If you've been searching for months with no success, hiring a contractor gets you immediate help while you continue looking for a permanent hire.

You have variable workload.

If your programming needs are cyclical (busy during expansion phases, quiet otherwise), a fractional or on-call arrangement might work better than full-time headcount.

The key is to have a clear scope, good knowledge transfer processes, and ideally, some internal technical capability so you're not completely dependent on external resources.

The Bottom Line

Hiring PLC programmers for food and beverage manufacturing is challenging, but it's absolutely doable if you approach it strategically. Be specific about what you need, look in the right places, write job descriptions that reflect reality, assess candidates thoroughly, and pay competitively.

Remember that the cost of a great PLC programmer is tiny compared to the cost of production downtime, quality issues, and missed opportunities. The right person doesn't just keep your lines running; they improve efficiency, reduce waste, and help your plant stay competitive.

Start by getting crystal clear on your actual needs, then commit to a real recruiting effort. The talent is out there. You just need to find them, convince them, and give them a reason to stay.