Hiring Checklist for Countertop Fabrication Shops
What Is a Fabrication Shop Hiring Checklist?
A hiring checklist for fabrication shops is a step-by-step process that covers everything from defining the role and posting the job, to interviewing candidates, checking references, and onboarding new hires. It makes sure you don't skip critical steps that lead to bad hires - and in fabrication, a bad hire can mean damaged slabs, missed installs, and injured workers.
TL;DR
- The skilled trades labor shortage means fabrication shops compete for a shrinking talent pool
- A single bad hire costs $15,000-$30,000 in training, mistakes, and turnover
- This checklist covers every step: role definition, sourcing, screening, interviewing, onboarding
- Experienced CNC operators and installers command $22-$35/hour in most U.S. markets
- Retention starts at hiring - shops that skip onboarding lose 40% of new hires within 90 days
- Skills testing during interviews catches resume exaggeration before it costs you a slab
- A structured hiring process reduces time-to-hire from weeks to days
The Real Cost of Hiring Wrong
Every shop owner has a hiring horror story. The installer who cracked three slabs in his first month. The CNC programmer who padded his resume and couldn't run basic toolpaths. The office manager who quit after two weeks because "it's too dusty."
The numbers behind bad hires are worse than you think:
| Cost Category | Estimated Impact |
|---|---|
| Recruiting and advertising | $500-$2,000 |
| Training time (your labor + theirs) | $2,000-$5,000 |
| Damaged materials during learning curve | $1,000-$4,000 |
| Lost productivity (shop running under-staffed) | $1,000-$3,000/week |
| Customer impact (missed dates, poor quality) | $500-$2,000 |
| Repeat hiring process if they leave | $500-$2,000 |
| Total cost of one bad hire | $5,500-$18,000+ |
A structured hiring process doesn't guarantee perfect results, but it dramatically reduces expensive mistakes.
Pre-Hiring: Define the Role
Before you post a single ad, get clear on what you actually need.
Role Definition Checklist
- Write a clear job title (Fabricator, Installer, CNC Operator, Templater, Sales/Office Admin)
- List 5-8 specific daily responsibilities - not vague descriptions
- Define required skills vs. preferred skills (what's trainable vs. what's a must-have)
- Set the experience level: entry-level, intermediate (2-5 years), senior (5+ years)
- Determine physical requirements - standing 8+ hours, lifting 75+ lbs, working in wet/dusty conditions
- Decide full-time vs. part-time, hourly vs. salary
- Research competitive pay for your market
Pay Benchmarks for Fabrication Roles (2024-2025)
| Role | Entry Level | Experienced | Top Tier |
|---|---|---|---|
| Shop Helper / Laborer | $15-$18/hr | $18-$22/hr | $22-$25/hr |
| Fabricator (manual) | $18-$22/hr | $22-$28/hr | $28-$35/hr |
| CNC Operator / Programmer | $20-$25/hr | $25-$32/hr | $32-$40/hr |
| Installer | $18-$22/hr | $22-$30/hr | $30-$38/hr |
| Templater (digital) | $18-$22/hr | $22-$28/hr | $28-$35/hr |
| Sales / Estimator | $40K-$50K + commission | $50K-$70K + commission | $70K-$100K+ |
| Office Administrator | $16-$20/hr | $20-$25/hr | $25-$30/hr |
If you're not paying at least mid-market, your best candidates are going to the shop down the road. That's just reality.
Sourcing Candidates
Where to Find Fabrication Workers
- Indeed and ZipRecruiter - Broad reach, good for entry-level and office roles
- Facebook local job groups - Surprisingly effective for blue-collar trades
- Stone fabrication industry groups on Facebook and LinkedIn
- Trade schools and technical colleges - Partner with programs that teach CNC, welding, or construction
- Referrals from current employees - Offer $250-$500 referral bonuses for hires who stay 90+ days
- Stone industry job boards - Stone World, Fabricator's Forum
- Competitor turnover - Not poaching, but being visible when people are looking
- Local workforce development agencies - Many offer subsidized training programs
- Craigslist - Still works in many markets for labor and trades
Writing a Job Post That Actually Gets Responses
Skip the corporate jargon. Fabrication workers want to know three things: what they'll do, what they'll make, and what the shop is like.
Include:
- Pay range (not "competitive" - give actual numbers)
- Benefits (health insurance, PTO, retirement if offered)
- Schedule (hours, overtime expectations, weekend work)
- Location with parking/commute details
- What makes your shop a good place to work
- Career growth opportunities
- Whether you'll train or require experience
Screening and Interviewing
Application Review Checklist
- Does the candidate have relevant fabrication or construction experience?
- Are there unexplained gaps in employment?
- Does their stated experience match the role requirements?
- Is the application complete and free of major red flags?
- Can they legally work in the U.S. (verified at hire, not application stage)?
Phone Screen (10-15 minutes)
- Confirm interest and availability
- Verify key experience claims
- Discuss pay expectations - don't waste anyone's time if you're $5/hour apart
- Ask about transportation and commute
- Explain the role briefly and gauge reaction
- Schedule in-person interview if they pass
In-Person Interview Checklist
- Tour the shop first - let them see the environment before you start talking
- Ask about specific materials they've worked with (granite, quartz, marble, porcelain)
- Ask about specific equipment experience (brand names matter - Park Industries, Breton, BACA)
- Present a scenario: "A customer calls saying their install has a chip. Walk me through how you handle it."
- Ask why they left their last position (listen for patterns)
- Discuss safety awareness - ask about PPE habits and incident experience
- Assess cultural fit - will they work well with your existing crew?
- If applicable, conduct a hands-on skills test (see below)
Skills Testing for Key Roles
CNC Operators: Give them a simple DXF file and ask them to set up a toolpath. You're not testing speed - you're testing whether they actually know the software they claimed on their resume.
Fabricators: Have them polish an edge on a scrap piece. Watch their technique, tool handling, and quality awareness.
Installers: Ask them to describe how they'd level and secure a countertop on an uneven cabinet run. Details matter.
Templaters: Hand them a laser templater and ask them to shoot a basic L-shaped counter. Experienced templaters can do this in their sleep.
Making the Offer
- Extend a verbal offer by phone - don't let good candidates sit waiting
- Follow up with a written offer letter within 24 hours
- Include start date, pay rate, schedule, and any probationary period details
- Specify any pre-employment requirements (drug test, background check, physical exam)
- Set a response deadline (48-72 hours is reasonable)
- Have a backup candidate in mind if they decline
Onboarding: The First 90 Days
This is where most shops drop the ball. You found a good person, made them an offer, and then... threw them on the shop floor with a handshake and a "figure it out" attitude. That's how you lose people.
Week 1 Checklist
- Complete all paperwork: W-4, I-9, direct deposit, emergency contact
- Issue PPE: safety glasses, steel-toe boot requirements, hearing protection, gloves
- Shop tour with introductions to every team member
- Review safety procedures and emergency exits
- Assign a mentor / buddy from the existing crew
- Walk through the complete workflow: quote → template → fabrication → install
- Set clear expectations for the probationary period (typically 60-90 days)
- Demonstrate your shop's technology stack - job management software, customer portal, scheduling tools
Weeks 2-4 Checklist
- Supervised work on actual jobs (not just watching)
- Daily check-ins with the mentor - 5 minutes at end of shift
- Begin training on shop-specific processes and standards
- Review quality standards with physical examples of acceptable vs. unacceptable work
- Introduce them to customer communication protocols if client-facing
Days 30-90 Checklist
- Formal 30-day review with supervisor
- Assess skill development - are they progressing at expected pace?
- Address any concerns early (don't wait until Day 89)
- Formal 60-day review
- 90-day review with confirmation of continued employment or separation decision
- Adjust training plan based on observed strengths and weaknesses
Frequently Asked Questions
How long does it take to hire a skilled fabricator?
In the current labor market, expect 2-6 weeks from job posting to start date for experienced roles. Entry-level positions fill faster (1-3 weeks). CNC operators and experienced installers take the longest.
Should I hire experienced workers or train from scratch?
Both. Experienced workers produce immediately but cost more and may bring bad habits. Training from scratch takes 3-6 months to productivity but builds loyalty and lets you teach your standards.
What's the biggest red flag in fabrication interviews?
Candidates who can't name specific materials, equipment, or processes they've worked with. If someone claims "5 years of CNC experience" but can't tell you which software they used, that's a problem.
How do I compete with larger shops on pay?
You probably can't match them dollar-for-dollar. Compete on culture, flexibility, and growth opportunity. Smaller shops can offer a family-like atmosphere, direct access to ownership, faster skill development, and less bureaucracy.
Should I require drug testing?
In fabrication, safety is paramount. Most shops in the industry require pre-employment drug testing and reserve the right to test after workplace incidents. Check your state laws - cannabis testing rules vary significantly by state.
How much should I budget for recruiting?
Expect to spend $500-$2,000 per hire on job posting fees, background checks, and skills testing. Employee referral bonuses ($250-$500) are usually the most cost-effective source.
What benefits matter most to fabrication workers?
Health insurance tops the list for most workers with families. After that: paid time off, consistent overtime, retirement contributions (even a simple IRA match), and performance bonuses. Don't underestimate the value of quality PPE and a clean, well-maintained shop.
When should I fire someone who isn't working out?
If you've provided proper training, clear expectations, and documented coaching, and performance isn't improving by Day 60, it's usually time to part ways. Keeping a non-performer demoralizes your good workers and costs you money every day.
Build a Team That Builds Your Business
The right people make the difference between a shop that struggles and a shop that grows. Use this checklist to bring structure to your hiring process, and you'll spend less time replacing bad hires and more time building a crew you can count on.
SlabWise helps fabrication shops onboard new team members faster with clear workflows, digital job tracking, and a customer portal that reduces the learning curve for client communication.
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Sources
- Bureau of Labor Statistics - Occupational Outlook for Construction and Extraction Workers (2024)
- National Association of Home Builders - Skilled Labor Shortage Survey (2024)
- Stone World Magazine - "Hiring and Retaining Fabrication Talent" (2023)
- Society for Human Resource Management - Cost of a Bad Hire Calculator
- Fabricators Alliance - Compensation Benchmarks for Stone Industry Workers (2024)
- OSHA - Safety Training Requirements for Stone Fabrication Shops