How to hire a fabric cutter

How to hire a fabric cutter, step by step

Here's a step-by-step fabric cutter hiring guide:

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

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1. Identify your hiring needs

   The fabric cutter 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 fabric cutter's background is also an important factor in determining whether they'll be a good fit for the position. For example, fabric cutters 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 shows salaries for various types of fabric cutters.

   Type of Fabric Cutter	Description	Hourly rate
   Fabric Cutter		$12-21
   Meat Cutter	Meat cutters are responsible for cutting meat into small and convenient portions meant for retail. Most of the time, they must prepare the meat products by labeling them according to their weight, kind, and price... Show more	$11-19

2. Create an ideal candidate profile

   Common skills:

   • Cut Fabric
   • Tape Measure
   • Mathematics
   • Customer Orders
   • Fabric Cutters
   • Flow Racks
   • CNC
   • Cushions
   • Assembly Line
   • Quality Standards

   Responsibilities:

   • Manage raw material sourcing, subcontractor management, supplier qualification, and EOQ development.
   • Maintain and run wire cutting machine that crimp and solder leads to the wire.
   • Cut material on a CNC cutting table.
   • Maximize usage of Macola software inventory and BOM functions.
   • Use crane operator forklift driver unload trucks operate CNC cutting table enter data computer so it can be work on each day
   • Thread ends of metal coils from reels through slitters and secure ends on recoilers.

3. Make a budget

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

   • Location. For example, fabric cutters' average salary in louisiana is 43% less than in new york.
   • Seniority. Entry-level fabric cutters 44% less than senior-level fabric cutters.
   • Certifications. A fabric cutter 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 fabric cutter's salary.

   Average fabric cutter salary

   $16.47hourly

   $34,263 yearly

   ---

   Entry-level fabric cutter salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a fabric cutter job description

   A fabric cutter 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 fabric cutter job description:

   Fabric cutter job description example

   We are looking for individuals who are eager to develop and apply their skills in ways that make a positive impact to communities. Here, you'll be proud to be a part of a company known for putting safety and people first, combined with uncompromising integrity.
   Job Description
   As a Fabricator, you will be responsible for the fabrication, layout, alignment, and fitting of materials into products while following blueprints and specifications using applicable tools and equipment.
   
   ESSENTIAL FUNCTIONS:
   • Performs quality checks on completed products.
   • Responsible for meeting fabrication schedules, completes work orders and assignments according to guidelines/timelines.
   • Report job and schedule status to supervisor/manager as appropriate.
   • Read specifications such as blueprints to determine construction requirements and to plan procedures.
   • Inspect materials, products and equipment to detect defects or malfunctions.
   • Monitor item stocking and min/max levels to determine reorder needs.
   • Perform equipment inspections
   • Perform site safety inspections.
   • Responsible for all aspects of safety compliance of department.
   • Any other duty, task or responsibility as assigned.
   
   EXPERIENCE:
   • Minimum experience: Minimum 1-3 years of experience.
   • Prior Fabrication experience preferred.
   
   REQUIRED SKILLS:
   • Must be detail oriented, excellent communicator, highly organized
   • Excellent analytical and problem solving skills.
   • Strong attention to detail, demonstrated integrity and professionalism.
   • Excellent communication skills, both written and verbal.
   • Able to perform complex mathematical calculations (add, subtract, multiply, divide, unit of measure, volume and area).
   • Able to perform “what if” calculations.
   • Knowledgeable of ERP applications (preferably Oracle).
   • Requires self-management and project management ability.
   
   BENEFITS:
   • Competitive Compensation
   • Paid Holiday and Paid Time Off
   • Medical, Dental and Vision
   • 401K Matching
   • Life & Disability Insurance
   • Employee Purchase and Assistance Plans
   • Tuition Reimbursement
   
   TopBuild Corp. is an equal opportunity employer. EOE Protected Veterans/Disability. TopBuild Corp. (NYSE: BLD) is the leading installer and distributor of insulation and building material services nationwide. With over 220+ TruTeam and 75+ Service Partners locations across the United States, there are a variety of career opportunities awaiting you!

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right fabric cutter for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit fabric cutters, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 fabric cutter

   Once you have selected a candidate for the fabric cutter 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new fabric cutter 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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