Composite Technician Recruiters
Manufacturing Headhunters recruits manufacturing professionals nationwide.
This is what we do all day: recruit manufacturing professionals.
Need someone now? Call 305-306-4829.
Tell us the materials, cure cycles and part types. No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- No upfront fee
- Pay only if you hire
- Manufacturing only
- We reach people who aren't on job boards
- Replacement guarantee on standard searches
The hiring decision
What makes this hire work on your plant floor?
Tell us the materials, cure cycles and part types. We look for composite technicians who already lay up, bag and repair in controlled work areas.
We also note vague answers about inspection.
We ask about cutting tables, ovens, autoclaves, vacuum pumps, mold tools and trimming equipment. We ask how the person handled tool cleaning and release agents. Detailed answers about daily preparation show true familiarity.
Before an introduction
What do we check before you interview?
Our recruiter conversations establish what the candidate says they personally handled, how they made decisions and why they would consider this opening. The brief identifies candidate-reported information, available supporting evidence and unresolved questions. Your team still assesses technical performance, site-specific safety requirements and the authority the person will need.
Practical qualification
A real answer includes an actual defect and what was done. We note whether they sought help or hid the problem.
Layup and materials
A Composite Layup Technician cuts, places and orients plies to a layup schedule. We ask which materials they handled, such as prepreg or wet layup, and how they managed out-time and storage. We also ask how they kept ply orientation correct on a complex tool.
Vacuum bagging and cure
Bagging is where many defects start. We ask how the candidate builds a bag, checks for leaks and places breather and release materials. For autoclave or oven cure, we ask what they loaded, how they monitored cycles and what they did on a deviation.
Trim, inspection and repair
Technicians often trim, drill and inspect parts. We ask what inspection they performed, such as visual or tap testing, and what defects they recognized. For repair work, we ask how they scarfed, patched and documented. Good answers describe decisions, not just steps.
Cleanroom and foreign object discipline
Contamination ruins parts. We ask how the person controlled debris, gloves, tools and consumables. Foreign object discipline is a habit. We listen for stories where they stopped work because something looked wrong.
Safe work
Resins, solvents, dust and heated tooling all create hazards. We ask about respirators, skin protection, ventilation and handling of cured dust. A Composite Fabricator who treats this as routine is more reliable than one who calls it a nuisance.
Credentials and fit versus title
Composite certificates from technician programs show training, not mastery. Titles also vary. Bonding Technician, Fabricator and Layup Technician overlap but differ in scale and tolerance. We ask what parts were built and how critical they were.
Shift, commute and current pay
Cure cycles can force odd hours. We confirm shift flexibility, commute and relocation willingness, and we ask about current pay. Composite work clusters by region, so we tell you quickly whether the local pool can meet your needs.
Why materials knowledge matters
A technician who knows cure chemistry makes better calls at the bench. We ask about glass, carbon and core materials, and about how each affects trim, drilling and bonding. Curiosity here predicts reliable judgment on parts that matter.
Current pay and relocation
Composite work is concentrated in a few regions, and good people are often settled. We ask what they earn now, what a move would take and what schedule they want. We tell you early if your pay structure and shift pattern look out of line with the local market, so you can adjust.
Need a Composite Technician? Tell us the plant and the seat.
Direct search
Where are qualified people working now?
Some strong candidates come from boat building or sporting goods composites. Their layup skills transfer, though tolerances and documentation may be lighter. We assess the gap with detailed questions and tell you what we find.
Aerospace, marine and wind blade composite shops hold the best matches. Each uses different materials and tolerances, so we match the closest family. We approach working technicians directly and explain your parts and cure methods.
Composite technician programs produce capable graduates with lab hours. They can fit if they have also worked a production floor. We separate graduates with shop time from those who only completed coursework.
Which hiring mistakes should you avoid?
- Red flags. We watch for technicians who dismiss material out-time, those who cannot explain a bag failure and those who recall contamination events without learning from them.
- Why materials knowledge matters. We also ask what they did when a lot looked different from the last.
- Practical qualification. We ask for the biggest part the candidate worked on, how many people were involved and what went wrong.
Executive-search discipline, on every assignment
What do you get from the Six-Step Search?
Plant leaders, engineers and skilled technicians receive the same care in defining the work, researching relevant backgrounds and understanding the individual. Pulling a list and sending messages is not the hard part. The value is doing the research and qualification well enough to support a sound hiring decision.
Calibrate the work and the decision
We start with the operating problem, what the hire must improve and the decisions they will own. We agree what experience matters, who supports the role and what you can realistically offer. A maintenance leader inheriting reactive breakdowns needs a different brief from one building a reliability program.
Research relevant plants and people
We research manufacturing environments where people have handled comparable work. Process, equipment and decision authority matter more than a matching title. We look for relevant professionals, including people who are not applying, rather than treating an exported list as a completed search.
Make respectful, targeted contact
We explain why the work may be relevant and invite a conversation without pressure. We agree what information may be shared on a confidential search. Contact is the start of qualification, not evidence that someone wants the job or fits it.
Discuss the work they personally performed
Our conversations separate an individual's decisions and responsibilities from the team's results. We explore judgment under pressure, reasons for considering a move and practical expectations. For technicians, that includes equipment background, shift, commute and the support available. Candidate accounts are identified as such; a conversation is not a technical certification.
Write down fit, gaps and open questions
You receive a written candidate brief connecting the person's background to your operating problem. It explains motivation and practical fit, the gaps we have identified and what remains to assess. We distinguish candidate-reported information from supporting evidence rather than presenting every statement as independently verified.
Stay involved through interviews and offers
We use your interview feedback to clarify gaps and keep both sides informed about the work and expectations. We help address offer questions, counteroffers and practical concerns without promising an acceptance. Your team makes the hiring decision and assesses technical capability and site-specific requirements. A shortlist is an output of this work, not the whole service.
Need a Composite Technician? Tell us the plant and the seat.
Which manufacturing settings need this role?
- Automotive (OEM, Tier 1, Tier 2)
- Aerospace & Defense
- Medical Devices
- Electronics & Electrical Manufacturing
- Industrial Machinery & Equipment
- Energy & Power Equipment
Questions about Composite Technician searches
Need a Composite Technician? Tell us the plant and the seat.
Start your Composite Technician search
Need a Composite Technician? Tell us the plant and the seat.
Managers, engineers and leadership
Need a Composite Technician? Tell us the plant and the seat.
Pay snapshot
$46,880 annual national median for SOC 51-2051 Fiberglass Laminators and Fabricators.
The Composite Technician title maps to the published occupation. BLS does not separate this process, credential, shift or plant-specific title from other work in the occupation.
May 2025 OEWS, released 2026-05-15. BLS release · Official occupation data
Open the full salary guideNeed a Composite Technician? Tell us the plant and the seat.
What else affects this Composite Technician hire?
Is repair skill separate from layup skill?
Often: Tell us which you need most. We watch for technicians who dismiss material out-time, those who cannot explain a bag failure and those who recall contamination events without learning from them.
Is experience with a specific autoclave required?
We prefer comparable cure equipment, and we flag any gaps. We watch for technicians who dismiss material out-time, those who cannot explain a bag failure and those who recall contamination events without learning from them.
Can a technician be trained in house?
That is your choice. We recruit people already doing similar work.
Do you recruit inspectors for composite parts?
That is a related search. Tell us if inspection leads the role and we screen for it.
How is the search fee agreed?
The fee is a percentage of first-year base salary, agreed in writing before we start. There is no upfront fee. You pay only if you hire.
What should we discuss first?
Do you recruit for wind blade composites?
Yes, among other composite types. We match by material and scale.
Questions before starting a search
When do you pay a recruiting fee?
No upfront fee. You pay only if you hire. The signed recruiting agreement sets the fee basis and payment terms. Sending an opening does not itself commit you to a fee or an exclusive arrangement.
How long does it take to see a short list?
We discuss the search conditions before describing a realistic next step. Shift, location, equipment match and the candidate's reasons for moving all matter. We do not promise a shortlist date before understanding the opening.
How do you handle counteroffers?
We ask what is driving the move before introducing a candidate. We discuss what might change if the current employer offers more money or a different job. Your team still decides whether that person's motivation fits the opening.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not bill hourly for a standard permanent search, repost a job-board ad as a search, or supply high-volume general labor. Retainers are not the default. Any different arrangement must be agreed in writing.
Read the contingency fee terms · Review Composite Technician