Job Title: Dura-Line Quality Technician Location: Tennille and Sadersville, GA Responsibilities: Conduct daily line audits to proactively correct defects and identify root cause corrective actions. Inspect and test manufactured goods to ensure safety and meet/exceed acceptable tolerances. Demonstrate a keen eye for detail, focusing on maintaining product integrity. Actively contribute to a fast‑paced, high‑speed environment, following standardized work and safe practices in a continuous improvement setting. Communicate effectively with team members and support teams to ensure continuous production of high‑quality products. Exhibit a team‑oriented, goal‑driven, and motivated approach. Key Skills for Success: Manufacturing Experience Teamwork Reliability Attention to Detail Effective Communication Organization Self‑Motivated Customer Orientation Basic Computer Knowledge Occupational and Physical Requirements: Utilize standard tools and measuring devices to ensure the final product meets specifications. Safety‑sensitive position. Learn and use laboratory and inspection equipment. Good communication and interpersonal skills. Recognize color spectrum. Ability to step over and/or bend under objects. Lift, push, and pull up to 50 lbs. with or without reasonable assistance. Flexible availability for shifts. What We Offer: Competitive pay with shift differentials. On‑the‑job training and development opportunities. A dynamic and supportive team environment. Opportunities for career growth and advancement. Time Zone: Eastern Standard Time Business Unit: BU Duraline USA (BU_DUR_07) Functional Area: FA Operations (FA_OPS_01) All employees are subject to pre‑employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura‑Line is an Equal Opportunity Employer and participates in the federal E‑Verify program to verify the work eligibility of all new hires. Dura‑Line 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) #J-18808-Ljbffr