How to hire a lead fabricator

How to hire a lead fabricator, step by step

Here's a step-by-step lead fabricator hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the lead fabricator you need to hire. Certain lead fabricator 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 lead fabricator's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead fabricators 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 presents lead fabricator salaries for various positions.

   Type of Lead Fabricator	Description	Hourly rate
   Lead Fabricator	Assemblers and fabricators assemble finished products and the parts that go into them. They use tools, machines, and their hands to make engines, computers, aircraft, ships, boats, toys, electronic devices, control panels, and more.	$12-34
   Warehouse Assembler	A warehouse assembler takes on several responsibilities. They are responsible for preparing work that needs to be accomplished by studying and following assembly instructions to put together parts... Show more	$12-17
   Lead Welder	A Lead Welder inspects welds to ensure that code and quality control standards are met. They also test and inspect welded surfaces and structures to discover flaws.	$15-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Lean Manufacturing
   • Safety Procedures
   • Sigma
   • CNC Plasma
   • Shop Equipment
   • Quality Standards
   • TIG
   • Stainless Steel
   • Drill Press
   • Solidworks
   • Arc Welding
   • Tape Measure
   • Jigs

   Check all skills

   Responsibilities:

   • Weld TIG & GMAW stainless certify.
   • Quoted jobs, weld TIG, MIG, aluminum and steel.
   • Fabricate jigs and fixtures for accurate production of parts.
   • Follow all safety policies and ensure PPE are used.
   • Develop jigs, dies, fixtures, gauges and other tooling to meet specifications set out by customers.
   • Glass glazing/commercial aluminum window panel fabrication

3. Make a budget

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

   • Location. For example, lead fabricators' average salary in iowa is 50% less than in california.
   • Seniority. Entry-level lead fabricators 63% less than senior-level lead fabricators.
   • Certifications. A lead fabricator 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 lead fabricator's salary.

   Average lead fabricator salary

   $44,415yearly

   $21.35 hourly rate

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   Entry-level lead fabricator salary

   $27,000 yearly salary

   Updated December 15, 2025

4. Writing a lead fabricator job description

   A job description for a lead fabricator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a lead fabricator job description:

   Lead fabricator job description example

   • Typically requires AA/AS degree (or other 2-year post high school training), plus a minimum of eight (8) years of applicable experience such as : machining/fabrication technical education or apprenticeship) OR In absence of a degree, and 10 years of relevant experience is required
   • Eight (8) or more years of experience interpreting mechanical blueprints / technical drawings with the ability to machine one-of-a-kind quality, in-tolerance finished products
   • Eight (8) or more years of direct mechanical machining experience
   • A minimum of Eight (8) or more years of experience in the use of precision mechanical machine shop tools such as; lathes, milling machines, surface grinders, optical comparators, precision measuring equipment, etc.
   • Experience with Geometric Dimensioning and Tolerancing (GD&T)

   Qualifications We Value:

   • A minimum of two (2) years of previous working experience with Computer Numerical Control (CNC) programming, setup and operation
   • Knowledgeable in the setup/operation of manual CMM's
   • Basic experience in the development and manipulation of computer-generated 3D models in Creo, or similar CAD system
   • CAM Software: Mastercam and/or GibbsCAM
   • Competent computer skills - Windows, MS Office products
     

   What We Offer :
   
   Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package that goes above and beyond with compensation; healthcare, wellness, retirement and work/life benefits; career development and recognition programs. Some of the superior benefits we offer include parental (including paternal) leave, flexible work schedules, achievement awards, educational assistance and child/adult backup care.

   Clearance Information: This position requires the eligibility to obtain a security clearance. Non-US citizens may not be eligible to obtain a security clearance. The Defense Industrial Security Clearance Office (DISCO), an agency of the Department of Defense, handles and adjudicates the security clearance process. More information about Security Clearances can be found on the US Department of State government website here:

   Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.

   Copy this example

   

5. Post your job

   There are a few common ways to find lead fabricators for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting lead fabricators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 lead fabricator

   Once you've selected the best lead fabricator 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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