How to hire a seat builder

How to hire a seat builder, step by step

Here's a step-by-step seat builder hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the seat builder you need to hire. Certain seat builder 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 seat builder's background is also an important factor in determining whether they'll be a good fit for the position. For example, seat builders 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.

   Here's a comparison of seat builder salaries for various roles:

   Type of Seat Builder	Description	Hourly rate
   Seat Builder	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.	$10-21
   Fabrication Technician	Fabrication technicians are skilled employees who are responsible for using specialized equipment to assemble components for a variety of products or finished products. These technicians are required to perform inspections on the tools and mechanical equipment as well as provide maintenance and repair... Show more	$12-22
   Fabricator	A fabricator specializes in manufacturing and assembling equipment or devices, ensuring every product's quality and efficiency. There are instances when a fabricator is required to make multiple gears, conduct verification processes on product schematics and specifications, perform quality control inspections, and test the product in different environments... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Assembly Line
   • Cushions
   • Hog
   • Air Bags
   • Chrysler
   • BMW

   Responsibilities:

   • Modify existing client websites with new HTML and CSS to achieve stakeholder requirements.
   • Contribute in drafting and designing technical and advertising layout using AutoCAD and Photoshop.
   • Build skids and crates, using variety of tools Paslode framing nailers and staplers, wood augers and etc.

3. Make a budget

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

   • Location. For example, seat builders' average salary in tennessee is 43% less than in north dakota.
   • Seniority. Entry-level seat builders earn 50% less than senior-level seat builders.
   • Certifications. A seat builder 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 seat builder's salary.

   Average seat builder salary

   $15.42hourly

   $32,071 yearly

   ---

   Entry-level seat builder salary

   $22,000 yearly salary

   Updated December 29, 2025

4. Writing a seat builder job description

   A good seat builder job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a seat builder job description:

   Seat builder job description example

   Assembl y S ummary : The Assembler's primary responsibility is to assist on production jobs to produce a finished part to customer's requirements. This may include operations such as observing parts and/or running of jobs.
   
   Duties and responsibili ties :

   • Perform any general operations of the assembly operation
   • Perform any secondary operations to meet customer requirements
   • Follow Operator Instruction Sheet
   • Scrap recording and plotting
   • General housekeeping and organization of workstation
   • Inspect/Assemble parts to meet customer requirements
   • Ensure that finished products meet or exceed our customer's requirements
   • If non-conforming parts occur, contact Supervisor immediately
   • Complete any other tasks or assignments as directed by supervision
   • Coordinates and maintains all job responsibilities in a continuous and flexible manner and performs other related duties and job assignments as required

   E xperience necessary :

   • Knowledge of basic hand tools
   • Minimum of one year of related experience helpful
   • Knowledge of work instructions

   We o ffer a g reat b enefits p ackage:

   • Benefits packages that start on our FIRST day of employment (Medical, Dental, Vision, Life, and Disability insurance)
   • Long-term, stable work environment with great opportunity for overtime and growth

   About the c ompany: Spark Talent Acquisition is a recruiting and staffing company that connects great talent with great employers. We understand that finding a new position can be stressful and identifying top talent can be challenging. For us to maximize successful placement and retention, we start by listening to and understanding each of our clients. We believe in face-to-face interaction and having a solid understanding of our client’s business before placement. We pride ourselves in team development as it matches our purpose as an organization to continually create career opportunities.

   Copy this example

   

5. Post your job

   There are a few common ways to find seat builders 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 seat builder job on Zippia to find and recruit seat builder candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting seat builders 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 seat builder

   Once you've found the seat builder 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.

   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.

   After that, you can create an onboarding schedule for a new seat builder. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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