Skills and Experience:

• Ability to learn new processes techniques, equipment, and technology
• Assist in operating CNC lathes, VTLs in a heavy manufacturing environment
• Should be able to run forklift, overhead crane and lifting devices to safely load and unload parts from machines, fixtures and work areas.
• Must be willing and able to work flexible shifts
• Should be used to working in a production environment with quick changeover to with a mix of low and high-volume part runs.
• Experience cutting super alloys like titanium, Inconel, and Rene and large forgings is helpful

Machining:

• Accurately read engineering specification and drawings, CNC programs and work instructions.
• Verify parts, document equipment changes, and maintain a safe and healthy work environment.
• Machine parts to specifications and delivery schedules
• Use measuring tools/ gages to inspect and document quality checks during machining operations to assure parts meet specifications
• Basic understanding of cutting speeds/feeds/coolant flow/depth and angle of cuts
• Monitor machines ad adjust cutting tools, inserts, and offsets
• examine existing part programs and recommend improvements
• Use shop math to assist in all aspects of the job.
• Work with management, programmers and shop personnel to resolve machining issues, propose process improvements, uphold and participate in company quality and safety programs, perform duties as assigned

Requirements:

• must want to learn and share knowledge
• ability to interpret prints and operation sheets
• able to understand programs on CNC machines
• Knowledge of typical inspection equipment and techniques
• Understanding principles of ISO9000 and AS9100
• Good understanding of shop math and basic understanding of geometric tolerances
• Ability to lift 25 lbs
• ability to stand for one or more hours at a time
• Regular attendance and reporting to work on time

MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company’s success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

Note to Applicants:

Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law.

Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Mistras Group, Inc. is an Equal Opportunity Employer.

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)