How to hire a fabric finisher

How to hire a fabric finisher, step by step

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

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1. Identify your hiring needs

   Before you post your fabric finisher 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 fabric finisher 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

   Hiring the perfect fabric finisher also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents fabric finisher salaries for various positions.

   Type of Fabric Finisher	Description	Hourly rate
   Fabric Finisher		$12-23
   Compensator Worker	A compensator worker manages office upkeep organization supplies and vendors and works with CPT coding and ICD9 coding. Besides using CPT codes and ICD9 codes to code all Coe or Aoe evaluations, surgical procedures, and consultations, compensation workers also direct and supervise law office tasks, including subpoenas delivery... Show more	$15-37
   Finisher	A finisher is an individual who completes, perfects, or puts an end to a certain job, especially in trades. Finishers perform the initial set of forms, proper gravel grade, and tying of rebar... Show more	$12-18

2. Create an ideal candidate profile

   Common skills:

   • Grinders
   • MIG
   • Air Tools
   • TIG
   • NASCAR
   • Stainless Steel

   Responsibilities:

   • Manage raw material sourcing, subcontractor management, supplier qualification, and EOQ development.
   • Fabricate interior body parts for NASCAR racecars.
   • Trim, glue, fasten clips, inspect parts, finish work.
   • Fabricate many different models of telescopic booms for utility forklifts.
   • Assist ICM with project management responsibilities and updating and editing documentation for ISO compliance.
   • Trim, glue, fasten clips, inspect parts, finish work.

3. Make a budget

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

   • Location. For example, fabric finishers' average salary in georgia is 57% less than in new york.
   • Seniority. Entry-level fabric finishers earn 48% less than senior-level fabric finishers.
   • Certifications. A fabric finisher 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 fabric finisher's salary.

   Average fabric finisher salary

   $16.74hourly

   $34,816 yearly

   ---

   Entry-level fabric finisher salary

   $25,000 yearly salary

   Updated December 16, 2025

4. Writing a fabric finisher job description

   A fabric finisher 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 finisher job description:

   Fabric finisher job description example

   Job Title:	Fab Finisher
   Job Type:	LT Temporary
   Location:	Brooklyn Park, MN
   Shift/Hours:	2nd Shift 2:00pm - 10:00pm + OT
   Career Level:	Entry (1 to 3 years)
   Education:	High School Diploma/GED
   Salary:	$17+/hour
   Company Info:	Our client is a Fortune 100 Company seeking highly driven employees who are safety, quality, and career-minded. Be one of the employees who takes pride in manufacturing road paving and construction equipment.
   Description:	To load and unload material on the burn table, debur and identify parts for routing as they come off the table. Essential Functions: 1. Load and unload burn table2. Debur or Grind all parts coming off of the burn table3. Mark parts with proper identification numbers and revision numbers4. Stock parts on appropriate skids5. Work effectively in a team environment6. Interact with support personnel and production personnel7. Coordinate work to meet challenging production schedules8. Take ownership of material problems and resolve to acceptable levels
   Requirements:	1. Two years of metal finishing and material handling in a manufacturing environment preferred2. Experience with powered handling and finishing equipment such as grinders and sanders
   Physical Requirements:	1. Exposure to welding fumes2. Noise levels of 85db or greater3. Operate overhead cranes, jib cranes and hoists4. Lift up to 35lbs frequently5. Work at multiple heights6. Climb on equipment, machines, ladders, man lifts and various step stools7. Stand for a minimum of 8 hour shifts with minimal breaks8. Work in environment with frequently changing temperatures9. Exposure to magnets that may impact medical devices10. Kneel, squat, and crawl on knees11. Work in tight spaces and awkward positions, including forward reach, lateral reach, squat, overhead reaching, twisting and forward head and rotation of neck.12. Repetitive grasping, pushing, pulling rotating13. Fine motor skills14. Use of hand tools including welder, grinder, air tools, pliers, reamers, etc.**Required Personal Protective Equipment: hearing protection, safety glasses, steel toe/metatarsal foot gear

   Copy this example

   

5. Post your job

   To find fabric finishers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any fabric finishers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level fabric finishers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with fabric finisher 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 fabric finisher

   Once you've found the fabric finisher 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new fabric finisher. 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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