How to hire a production finisher

How to hire a production finisher, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the production finisher you need to hire. Certain production finisher 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

   You should also consider the ideal background you'd like them a production finisher to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a production finisher that fits the bill.

   This list presents production finisher salaries for various positions.

   Type of Production Finisher	Description	Hourly rate
   Production Finisher		$12-18
   Lead Supervisor	Lead supervisors are responsible for several duties within an organization. They are accountable for overseeing their members and making sure that the work they produce is of good quality... Show more	$12-34
   Leader	Leaders pave the way for a company to achieve certain goals. They are in charge of bringing the organization to greater heights... Show more	$23-73

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Customer Orders
   • Coats

   Responsibilities:

   • Project example: Arabic program http: //israel.usembassy.gov/my-arabic-library.html manage communications between the outside vendors and corporate departments.
   • Place coat workpieces in ovens or dryers for specify times in order to dry or harden finishes.
   • Machine operations syntex open width dryers /wet pads / calender / exit end tenter frame operator /sewing rolls
   • Establish daily WIP and maintain weekly shipping status reports and relate responsibilities.
   • Maintain and develop positive business relationships with a customer's key personnel involve in or directly relevant to a logistics activity.
   • Accelerate development of core skills including leadership capability, functional excellence, professional skill and general business knowledge.

3. Make a budget

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

   • Location. For example, production finishers' average salary in mississippi is 45% less than in wyoming.
   • Seniority. Entry-level production finishers earn 34% less than senior-level production finishers.
   • Certifications. A production 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 production finisher's salary.

   Average production finisher salary

   $15.03hourly

   $31,271 yearly

   ---

   Entry-level production finisher salary

   $25,000 yearly salary

   Updated December 27, 2025

4. Writing a production finisher job description

   A production 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. To help get you started, here's an example of a production finisher job description:

   Production finisher job description example

   Are you ready to accelerate your career with a best-in-class organization that values innovation, dedication, and growth? Our employees at Grede are the key to our success and share our passion for teamwork, customer service, and operational excellence. If you want to join an industry-leading company that focuses on your professional growth and development, we'd love to hear from you!
   
   Our Finishing Room Production positions have the opportunity to earn up to a $1,000 retention bonus! The average pay for the Finishing Room is $25-$26 per hour. This department operates Presses, Robot Cells, Grinders, Lathes, and other machinery and performs inspections to produce high quality finished castings. We have opportunities available in Finishing Room Production across all shifts for Mag Particle Inspectors, Lathe Operators, Press Operators, Robot Cell, Grinders, Utility, and Fork Truck Drivers.
   What You'll Do:
   Mag Particle Inspector
   
   Inspect castings using mag particle devices to ensure quality standards are met
   Lathe Operator
   
   Operate computerized lathes using Computer Numerical Controlled (CNC) programming
   Press Operator
   
   Perform visual inspection of castings and operate trim press or dial press to remove excess material
   Robot Cell
   
   Operate, maintain, program, and troubleshoot the robot machines
   Grinder
   
   Operate stand grinder and other hand tools
   Utility
   
   Perform a variety of functions in support of Finishing Room operations
   Fork Truck Driver
   
   Operate fork truck to transport materials and maintain smooth product flow
   
   Why You'll Love Working for Us:
   Opportunity to earn up to $1,000 retention bonus
   Base pay + option for Incentive pay, Shift, Weekend and Job Premiums for eligible positions
   Comprehensive benefits including Medical, Dental, Vision, Life, Supplemental Life, Short and Long-Term Disability Insurance
   Wellness Programs and access to Worksite Wellness Center (including family members)
   401(K) Match
   Paid vacation and holidays
   Employee Assistance Program (EAP) and PPE allowances
   
   What We Need from You:
   Practice outstanding safety and protect the environment by promoting and supporting responsible operating procedures
   Exceed customer quality and service expectations through attention to detail, a positive demeanor, and a team-oriented approach
   Comfortable working overtime as needed
   Able to wear required PPE
   
   To learn more about Grede, please visit our website at www.grede.com.
   
   We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
   
   #zrreedsburg

   Copy this example

   

5. Post your job

   To find production 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 production finishers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level production 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 production finisher job on Zippia to find and recruit production finisher candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit production finishers, 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.

   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 production finisher

   Once you have selected a candidate for the production finisher 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.

   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.

   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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