Countertop Jobs recruits fabricators, installers and CNC operators.
Countertop fabrication and installation is the whole business here — no other trades. Tell us the machines on your floor, the material you run and the rate, and you get people screened against the actual work, not a keyword match on a resume.
- Countertop shops only
- All 50 states
- Terms agreed before we start
What happens when you get in touch
- STEP 1
Send the brief
The role, the machines on your floor, the material you run, the shift and the rate. We come back on whether we can fill it and what it will take — and if the answer is no, you get that straight.
- STEP 2
We screen on the trade
Not a keyword hunt for stone experience. Which machines they have actually run — sawjet, bridge saw, CNC router, edge polisher. How they template. How they cut a miter, when they rod, and what they do when a seam opens on install day.
- STEP 3
A shortlist, not a stack
A handful of people, each one with the machines they run, the work they've done, what they want an hour and how far they'll travel. Experience, availability and role-specific requirements are discussed; any independent checks must be agreed separately.
- STEP 4
Interview and offer
Agree on an interview or supervised assessment that reflects the actual role, with the arrangements clear to everyone beforehand. We handle the offer and the back-and-forth on rate, then check in with both sides through the first weeks.
What specialist countertop recruitment focuses on
Three parts of the brief that keep the search specific to your shop.
- 01
One trade, all day
Our recruiting scope is countertop fabrication and installation. The brief starts with your material mix, equipment and production workflow, so the discussion stays close to the work you need done.
- 02
A resume can't tell you if someone can run a saw
The useful questions go beyond a job title: which machine, do they program at the machine or run a file from the office, how do they lay out around a vein, how do they finish a miter.
- 03
Reach beyond the job ad
A job ad is one way to reach candidates. Direct outreach can also open a conversation with a fabricator, templater or lead installer who is working and considering their next move. A clear role, location and pay range give that conversation a useful starting point.
Roles we recruit for
Granite, quartz, marble and porcelain — shop floor and install crew. If the job happens between the slab rack and the customer’s kitchen, it’s on this list.
Fabrication
- Stone fabricators
- Countertop fabricators
- Granite fabricators
- Lead fabricators
- Polishers
- Shop helpers
Machine operators
- CNC operators
- Sawyers
- Bridge saw operators
- Sawjet operators
- Edge polisher operators
- CAD/CAM programmers
Template & install
- Templaters
- Template technicians
- Measure technicians
- Countertop installers
- Lead installers
- Install helpers
Shop & office
- Shop foremen
- Shop managers
- Production managers
- Estimators
- Slab yard crew
- Warehouse assistants
Build a useful hiring brief
What to include in a countertop fabricator or installer job description
A specific brief gives candidates something concrete to assess. Start with the gap on your floor or crew: the work this person must own, the help available and what a successful first few weeks would look like.
Define the work and the skill level
For a fabricator, list the material mix, machines, edge work and finishing responsibilities. For a CNC operator or sawyer, identify the equipment and software and state who creates the programs. Do you need someone to run files, set up jobs or program independently?
For an installer, describe the crew structure, reporting location, jobsite travel and who handles measurements, customer communication and punch-list work. For a templater, explain the device, file format and handoff to CAD or production. Separate essential experience from skills you can train.
Make the offer understandable
Give an hourly range, the expected schedule and a clear explanation of any piece-rate arrangement. List benefits separately and describe when a new hire becomes eligible. Candidates also need to understand overtime expectations, travel arrangements and who supplies tools or a vehicle.
Use wage guides as context for a conversation, then check the role, city and date behind each comparison. A broad government occupation is not a precise countertop salary benchmark, and an advertised rate is not a record of what someone was paid.
Agree on a practical interview
Ask candidates to explain a relevant job from start to finish: their own part in it, a problem they noticed and how it was resolved. Use the same role-specific questions across your shortlist, and distinguish experience they describe from evidence you have independently checked.
Discuss any site visit or skills assessment in advance, including supervision, scope and arrangements. The employer remains responsible for its hiring requirements and workplace procedures. Send the brief even if it is unfinished; label the points you still need to decide.
Straight answers, before you get in touch
Process, coverage and what we need from you — so you don’t have to book a call to find out.
Something else? Ask us directly →How much does it cost?
Terms are agreed directly with you before any work starts, and put in writing. There's no rate card on this page — the conversation about fees happens with you, not with a web page.
Where do you recruit?
All 50 states. Countertop work is a local trade with a national labor market: shops compete for the same experienced fabricators and templaters, and a good one will move for the right shop. We ask about relocation and travel radius up front, so you're never guessing how far away somebody actually is.
How do you screen a fabricator?
By asking about the work. Which machines they've run and on what controller. Whether they break down slabs off a digital layout or off paper. How they handle a miter, a waterfall, an apron-front sink cutout. When they rod. What they do when a seam opens up on install day with the customer standing there. We also discuss the qualifications and requirements in your brief. A recruiting conversation does not replace your final checks or workplace training.
Do you cover install crews as well as shop roles?
Yes — templaters, measure techs, installers, lead installers and helpers, alongside the shop floor. It's a different screen. Install is customer-facing, it's a driving job, and the problems happen in somebody's kitchen with no crane and no spare slab, so we ask about that specifically.
How quickly can you fill a role?
It depends on the role, the market and the rate, and we're not going to publish an average we haven't measured. What you get instead is a straight read after the first conversation — including when the rate is the reason a role isn't moving.
What do you need from me to get started?
The role, the machines on your floor, the material you run, the shift, the pay range, and whether there's a path up for someone who starts as a helper. Fifteen or twenty minutes covers it. The pay range matters more than the rest of that list — a brief without one usually costs more time than it saves.
Do you do temporary staffing, or only direct hire?
Our published service is recruitment for permanent roles. Temporary staffing, payroll and temp-to-hire arrangements are not offered on this site.
Does my shop name have to be on it?
No. Plenty of shops would rather their crew, and the shop across town, didn't find out they're hiring. We can approach people without naming you, and only put your name in front of someone once you've agreed to talk to them.
You're a new company. Why would I use you?
We are, and we'd rather say so than dance around it. There's no client list on this page because there isn't one to show yet. What there is: a desk that works one trade and nothing else, and screening questions you can judge for yourself on the first call. Send us one hard role. We can discuss the brief, the screening approach and the commercial terms before you decide whether to proceed.
What if you can't fill it?
You get told. Some roles are hard in some markets at some rates, and an early no is worth more to you than a shortlist of people who were never going to take the job.
Hiring is hard. Talking to us is not.
Send the role, the machines and the rate. You’ll get a straight read on whether we can fill it — including if the answer is no.