How to hire a finish grinder

How to hire a finish grinder, step by step

Here's a step-by-step finish grinder hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the finish grinder you need to hire. Certain finish grinder roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A finish grinder's background is also an important factor in determining whether they'll be a good fit for the position. For example, finish grinders 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 finish grinders and their corresponding salaries.

   Type of Finish Grinder	Description	Hourly rate
   Finish Grinder	Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.	$12-18
   Polisher	Polishers need skills in critical thinking, troubleshooting, equipment maintenance, and social perceptiveness. Generally, this career requires only a high school diploma or GED, though some polishers do hold bachelor's degrees... Show more	$12-18
   Grinder	Depending on the industry, a grinder has a diverse range of duties. Typically, they oversee setting up and operating bearing grinders, cam grinders, and CNC lathes... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • Grinders
   • Hand Tools
   • Grinding Machines
   • CNC
   • Safety Procedures
   • Foundry
   • MIG
   • Stainless Steel
   • Air Tools
   • RAN
   • Print Specifications
   • Machine Operation
   • Tow Motor

   Responsibilities:

   • Operate and set-up Huffman thread grinder with FANUC controls.
   • Operate various types of grinders while completing a rough- grind procedure and also a finish-grind procedure on steel and metal parts.
   • Calculate dimensions and tolerances using knowledge of mathematics and instruments such as micrometers and vernier calipers.
   • Grit blast bearings and other metal parts so that they can be further process.

3. Make a budget

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

   • Location. For example, finish grinders' average salary in florida is 34% less than in oregon.
   • Seniority. Entry-level finish grinders 33% less than senior-level finish grinders.
   • Certifications. A finish grinder 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 finish grinder's salary.

   Average finish grinder salary

   $15.54hourly

   $32,325 yearly

   ---

   Entry-level finish grinder salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a finish grinder job description

   A finish grinder 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 finish grinder job description:

   Finish grinder job description example

   Foundry Grinding and Finishing - Farrar Corporation - Norwich, KS
   
   Our Grinding and Finishing (G&F) position is an entry level position within the Farrar Corporation ductile iron foundry located in Norwich, KS. The G&F position is the final step in our foundry process in producing ductile iron castings for Original Equipment Manufacturers (OEM's) throughout the United States. Your work ethic and attention to detail can be used to work your way through the G&F processes of utilizing a grinding wheel, utilizing small hand grinders, as well as running our CNC controlled grinding machines. Advancement may also include the ability to run core making machines, mold making machines, or working in our melt department pouring ductile iron.
   
   Opportunities exist for 1st shift, 2nd shift as well as weekend (Friday - Sunday)
   
   Primary Responsibilities
   
   + Process castings weighing up to 70 lbs; most of our castings weigh 20 lbs and below; however, our clients do have castings weighing up to 70 lbs
   
   + Operate manual and computer-controlled grinding equipment
   
   + Read and understand documented work instructions, drawings, and required paperwork
   
   + Ability to obtain a Farrar provided forklift license and operate a forklift safely
   
   Preferred Qualifications
   
   + Manufacturing background/environment preferred, but not required
   
   + Ability to work and interact in both a team environment and solo workspace
   
   + Desire to learn and grow within the field of ironwork
   
   Work Schedules
   
   + 1st shift schedule 5:30 a.m. to 4:00 p.m.
   
   + 2nd shift schedule 7:00 p.m. to 5:30 a.m.
   
   + Weekend shift schedule 6:00 a.m. to 6:30 p.m.(work 36 hours; paid for 40)
   
   + Overtime as scheduled and required to maintain deliveries
   
   Benefits
   
   + Generously subsidized company-sponsored medical, dental and vision insurance
   
   + 401k with company match and vesting
   
   + Paid company holidays
   
   + Front loaded PTO availability
   
   + Generous annual Steel Toed Boot allowance
   
   + Generous annual prescription safety eyewear allowance
   
   Farrar Corporation is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind: Farrar Corporation is committed to the principal of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Farrar Corporation are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, family or parental statues, or any other status protected by the laws or regulations in the locations where we operate. Farrar Corporation will not tolerate discrimination or harassment based on any of these characteristics. Farrar Corporation encourages applicants of all ages, 18 and over.
   
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5. Post your job

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

6. Interview candidates

   To successfully recruit finish grinders, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 finish grinder

   Once you've decided on a perfect finish grinder candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

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