How to hire a fabrication supervisor

How to hire a fabrication supervisor, step by step

Here's a step-by-step fabrication supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you post your fabrication supervisor 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 fabrication supervisor 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 fabrication supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, fabrication supervisors 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 fabrication supervisors and their corresponding salaries.

   Type of Fabrication Supervisor	Description	Hourly rate
   Fabrication Supervisor		$19-43
   Assembly Supervisor	Assembly Supervisors oversee and coordinate employees' work on assembly-lines. The supervisors assign personnel to stations or tasks and prepare their work schedules... Show more	$19-44
   Supervisor	Supervisors are responsible for overseeing the daily functions of employees in a specific team, department, or even a work shift. They create work schedules, organize work processes and workflows, train new hires, provide necessary reports related to the team function and the employees, monitor and evaluate employee performance, and ensure that goals of the specific team or department are met... Show more	$14-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Continuous Improvement
   • Lean Manufacturing
   • Employee Development
   • Safety Procedures
   • Quality Standards
   • Safety Standards
   • Shop Floor
   • ISO
   • Production Schedules
   • OSHA
   • Cranes
   • Employee Training
   • Aluminum
   • CNC Plasma

   Check all skills

   Responsibilities:

   • Manage manufacturing department operations to ensure compliance with establish quality specifications, production levels, and FDA regulations.
   • Lead fabric team to update and prepare FDS, BOM, PLM.
   • Implement adopt fabrications each season into PLM system.
   • Create drawings in both AutoCAD 2004 and Solidworks 2002.
   • Train each welder to obtain various AWS and ASME welding certifications.
   • Utilize MIG and FCAW welding processes to fabricate roofs for mobile classrooms.

3. Make a budget

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

   • Location. For example, fabrication supervisors' average salary in florida is 45% less than in wyoming.
   • Seniority. Entry-level fabrication supervisors earn 56% less than senior-level fabrication supervisors.
   • Certifications. A fabrication supervisor 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 fabrication supervisor's salary.

   Average fabrication supervisor salary

   $60,478yearly

   $29.08 hourly rate

   ---

   Entry-level fabrication supervisor salary

   $40,000 yearly salary

   Updated December 19, 2025

4. Writing a fabrication supervisor job description

   A fabrication supervisor 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 fabrication supervisor job description:

   Fabrication supervisor job description example

   **QUALIFICATIONS:**
   
   • College experience with animal science or management emphasis beneficial
   
   • Bilingual in Spanish preferred but not required
   
   • Minimum 2-5 years production experience preferred
   
   • Knowledge of meat processing and subsequent job specifications
   
   • Management/communication skills advantageous.
   
   **RESPONSIBILITIES:**
   
   + Insure the quality and yields of products on the line.
   
   + Supervise all hourly employees on the line.
   
   + Responsible for the safety and motivation of all employees supervised.
   
   + Insure that all products leaving the line area meet required specifications.
   
   + Prepare pre-operational paperwork and insure the line is clean and sanitized before the day's operations begin.
   
   + Insure area is properly staffed to meet production needs.
   
   + Prepare employee paperwork for all employees on the line.
   
   + Work tasks on butt line are relatively structured the same each day.
   
   + Job performance is measured by the General Foreman: Fabrication on such criteria as the overall productivity of the area and how well supervisor manages hourly employees.
   
   + Understand and adhere to all union regulations in regard to hourly employees.
   
   + Attend and give input at daily supervisor meetings within the fabrication area.
   
   + Run line meetings once a month for hourly employees on line.
   
   + Responsible for administering follow-up training on all personnel on line.
   
   + Directly responsible for discipline procedures with hourly employees on the line. These may range from verbal warnings to terminations.
   
   **EOE/VETS/DISABILITY**
   
   **"The Company is dedicated to ensuring a safe and secure environment for our team members and visitors. To assist in achieving that goal, we conduct a drug, alcohol, and background checks for all new team members post-offer and prior to the start of employment. It is a job expectation that all new employees have, at minimum, the first dose of the COVID-19 vaccine in advance of their first date of employment. If you need assistance in obtaining a vaccine, the Company can help schedule you with one of its healthcare partners following a conditional job offer, if one is made."**

   Copy this example

   

5. Post your job

   To find the right fabrication supervisor 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 fabrication supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit fabrication supervisors 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 fabrication supervisor job on Zippia to find and recruit fabrication supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with fabrication supervisor 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 fabrication supervisor

   Once you've selected the best fabrication supervisor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   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 fabrication supervisor. 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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