Freedom, a national Direct Mail Company based in Aurora, IL, is one of the largest, independently owned, privately held, direct mail marketing providers in the United States. Why Freedom? Because we are a leader in the direct mail space, investing in technology and resources to facilitate innovative ideas, and we’re looking to add Comingle Operators to our 2nd shift (with much overtime if desired).

The Comingle Operator sets up, operates, and maintains all Comingle equipment.

In this position you will:

• Setup Comingle equipment in accordance with job specifications.
• Operate all Comingle equipment in an effective and efficient manner.
• Perform general and preventative maintenance on all Commingle equipment.
• Monitor and assess quality throughout all phases of production.
• Maintain a consistently high level of production.
• Undertake additional tasks as seen appropriate by management.
• Work quickly in a Fast-Paced environment.
• Works overtime when the production schedule dictates.
• Must be able to lift 50 pounds.
• Endure standing for long periods of time.

Experience and Education:

• Detail oriented and committed to quality.
• The ability to multi-task within a manufacturing environment
• Possess proactive problem solving and troubleshooting skills.
• Previous experience with Comingle equipment preferably within a direct mail environment is highly desirable.
• Must have a high school diploma or GED.
• Fluent in English, bilingual in Spanish a plus.

This full-time position includes the following benefits:

• Perfect Attendance Bonus
• Medical coverage
• Dental and Vision coverage
• Flexible Spending Account (FSA)
• 401k saving plan with company match, subject to plan terms.
• Paid vacation and paid holidays

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)