Overview
Welder/Fabricator
The Welder/Fabricator will be responsible for welding and fabricating and assembling miscellaneous metals and must be able to work from blueprints, plans, and specs.
Responsibilities
Fabricates custom projects including metal foundations, frames, brackets, piping, and other miscellaneous items to suit project requirements.
Designs and constructs templates and fixtures.
Develops layout and plans sequence of operations, applying knowledge of geometry, stock allowances for thickness, machining, welding shrinkage, and physical properties of metal.
Sets up and operates fabricating machines, such as brakes, rolls, shears, flame cutters, and drill presses.
Operates grinders, mag-drills, band saws, drill presses, shears, press brakes, and various portable hand tools.
Operate various types of welding machines and supporting hand tools.
Uses Gas-Metal Arc, Flux-Cored Arc, Gas-Tungsten Arc, Submerged Arc or Shielded Metal Arc welding processes.
Welds stainless steel, carbon steel, and possibly other alloys in flat, vertical, or overhead positions.
Capable of lifting a minimum of 50 pounds, climb stairs, climb ladders, and stand for long periods of time.
Must be capable of working outdoors in all types of weather conditions.
Other activities, duties, and responsibilities as assigned.
Qualifications
Education – no minimum education requirements.
Experience – 3-5 years of Journeyman level experience.
Must pass drug screen and background check, as condition of employment.
No Per Diem and no relocation funding.
We offer excellent benefits including medical, dental, life and disability insurance, and a matching 401K plan. We are proud to be a 100% Employee-Owned Company (ESOP)! To learn more about Austin, please go to https://www.austin-ind.com/our-company/who-we-are.
An equal employment opportunity employer
Austin (“The Company”) is an equal employment opportunity employer. The Company’s policy prohibits discrimination against any applicant or employee based on race, color, sex, religion, national origin, age (40 and over), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all federal, state and local laws respecting consideration of unemployment status in making hiring decisions.
Become an owner
Unlike other companies that may be privately or publicly held, Austin is 100% owned by our employees. It’s a source of pride for everyone one of our 5,700+ employee-owners that we have vested interest in the day-to-day success of our company. We share Austin’s growth and profitability and are accountable to ourselves for doing everything it takes to serve our customers with excellence and to make Austin the best it can be. After all, We Own It. Learn more at www.austin-ind.com.
No agency inquiries please
Austin Industries and all operating divisions (Austin Bridge & Road, Austin Commercial, and Austin Industrial) do not accept unsolicited resumes, candidates’ names or summaries from staffing agencies, search firms, or third-party recruiters. Any unsolicited resumes submitted to Austin Industries, or any of its employee-owners, becomes the property of Austin Industries and Austin Industries will not pay a placement fee.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. 41 CFR 60-1.35(c)