Fabricator I - Weekend Shift - $20.50/hr. + $2.00 Shift Premium

Work Flexibility: Onsite

Weekend Shift: 4:00 PM – 4:00 AM

• Schedule: 12-hour shifts on a 4-3-3-4 rotating schedule
• Week 1: Thursday through Sunday
• Week 2: Friday through Sunday
• Training Requirement: Candidates must be available to train Monday through Thursday, 5:00 AM – 3:30 PM, from their start date until the new shift begins on March 1, 2027.

What you will do:   

• Responsible for producing high quality fabricated parts utilizing various fabrication equipment  
• Responsible for running production as a loaded/unloader, or on a drill press station, weld nut station, saw, or other basic fabrication equipment and tooling   
• Conducts inspections in accordance with relevant gage plans with a working knowledge of how to operate required inspection equipment and troubleshoots as needed  
• Responsible for set-up, work preparation, fabrication, clean up, preventative maintenance of machine center, and quality assurance of own work and work area  
• Assures compliance with policies and procedures, customer service goals, and quality standards while meeting production goals  
• Accountable for all record-keeping as appropriate and in accordance with Stryker specifications   
• Committed to quality by striving for reliability and quality in our products, continuously searching for ways to enhance performance and meeting all training and documentation criteria.   

 

What you need:  

Preferred 

• High School or GED  
• Manufacturing Experience 

  

 

$20.50/hr. + $2.00 Shift Premium per hour plus bonus eligible + benefits.

  

 

Travel Percentage: 0%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.