Hi,

Welcome May! We are officially in the full swing of the year now that Q1 is behind us and Q2 is well under way! We hope that with the warmer weather and longer days you also find renewed conviction in your goals and tangible strides toward achieving them. We are excited to highlight a sampling of our hottest, open opportunities in case you know someone who might be interested.

We’ve continued to add new, high-caliber candidates to our STAR Talent database who are positioned for growth in their career and open to making a change. Check them out!

It is Compensation Survey time again! This year we are surveying Service Center GMs, Plant Managers, & Branch Managers in the metals industry. The results will be published in the August 2025 issue of Metal Center News. Take part in the survey today and enter for a chance to win a $100 Amazon Gift Card!

May Star Talent

#6762
Inside Sales

• Turned an account into a top 5 account at previous company, brought the same account to next 3 companies and made it a a top 5 account at each location while working there

• Worked with a processing account that was using 4 vendors. The processing was job specific, but had many of the same transferrable parts. After working with the customer for 6 months we came to an agreement that we would burn all of their jobs as the main supplier turning the account from $250,000/yr to over $5,000,00/yr.
• As Asst. GM was tasked with implementing a program that tracked actual live processing times, costs, and updates that worked in conjunction with our operating program.

#102667
VP/Director of Operations

• Implemented a CMMS with preventative maintenance that added 100 production hours (+3%) in the first six months, annual production grew by 7%, and 78% of overtime labor was eliminated.

• Created and implemented strategic plans to reduce obsolete inventory and reduce aged sales orders; open order requirements fell by 95%, all questionable inventory was eliminated, past-due orders were cut by 98.2%, and lead time was lowered by 24.6 days. This supported a 12% revenue increase and a company acquisition.
• Led the assessment and acquisition of a new capital asset with a building retrofit, and partnered with architects/vendor engineers to accommodate new materials. This declared SOP/Best Practice increased production by 138% (~$24M annual revenue).

#7730
Vice President of Sales

• Grew and managed multimillion-dollar customer portfolios, including strategic accounts valued between $10M–$40M+, across aerospace, defense, and industrial sectors.

  Delivered consistent year-over-year revenue growth by identifying high-potential accounts, introducing new product lines, and leveraging deep knowledge of specialty metals and market trends.

  Led national sales efforts for Kingtom Aluminio, expanding brand presence, building high-value customer relationships, and driving product adoption across the U.S. and Latin America.

  Successfully navigated multiple economic and industry shifts, maintaining top-performer status while supporting customers through supply chain disruptions, pricing volatility, and structural changes.

  Collaborated cross-functionally with engineering, operations, and executive leadership to drive customer solutions, optimize pricing strategies, and improve overall service delivery.

#294394
Quality Manager

• Grew the CAQ team from 1 to 4 FTEs and owning strategic product development for multiple enterprise tools, including TeamCenter FMEA and Siemens OpCenter solutions. Delivered 450+ improvements across systems by aligning global initiatives with business goals, managing cross-functional teams, and driving user-centered development.

• Co-led a Quality Improvement Program (QIP) that spanned over 30 projects and cut defect rates by 50% in 18 months. Enhanced the customer change approval process and supported global teams with root cause analysis facilitation. Recognized for thought leadership with a white paper on quality tools and a standout contribution to company-wide annual quality trainings.
• Served as a mentor and peer mentor and contributed to the Women’s Resource Network at previous company; Known for fostering collaborative environments where team members feel supported, challenged, and equipped to succeed.

MetalJobs Network Open Opportunities

Territory Manager
#2461

• Outside Sales role targeting OEM’s, machine shops, fab shops

• 1-3 years metals or Industrial outside sales experience is preferred
• Must have the ability to travel throughout Miami on a daily basis
• Proven success of high performance activity and growth of existing territory needed

Rolling Mill Shift Supervisor –
#2469

• Must have 5+ years rolling mill leadership experience, zero exceptions.

• Must be open to working 12 hour shifts (4 on / 4 off)
• Experience directing crews as well as being hands on is required for this position
• Self-Starter, leader, relocation offered for the right candidate

Metallurgical Engineer and Quality Engineer
#2468

• Seeking a Metallurgical Engineer with 5+ years working as a process engineer with cross functional communication with both labs as well as quality and customers.

• Must have experience working within a large industrial and/or manufacturing environment
• Travel within the US may be required up to 10-15 percent
• Relocation offered for the right candidate

Outside Sales
#2483

• 10+ years metals sales experience required

• Need to be located in or around the Greater Philadelphia area
• Familiarity with aluminum products is a plus, but not required
• Role will target specific business with OEMs in various markets, machine shops, fab shops
• Must have ability to travel throughout the region as necessary

#2401: Metallurgical Engineer

#2433: Outside Sales

#2442: Outside Sales

#2444: Outside Sales

#2463: Territory Manager

#2472: Inside Sales

#2476: Inside Sales

#2480: Maintenance Manager

#2482: QA Manager

#2475: Quality Manager

#2484: Outside Sales

#2479: Plant Manager

Attracting the Next Generation of Taent in the Metals Industry

The metals industry has long been a cornerstone of manufacturing and production, but attracting the next generation of talent to this industry can be a significant challenge.

Millennials make up more than one-third of the American workforce, and with many of the baby boomers set to retire, this will create a dilemma for filling gaps in hiring. Younger workers often have a wide range of career options available to them and may not see the metals industry as an attractive or exciting career path.

However, there are several strategies that can be employed to make the industry more appealing to the next generation of workers.