If you've been showing up to the same job for 2 years and haven't had a real raise, read this. Not a cost-of-living bump. A real one. If your last few years have been steady, dependable, no trouble, and no movement — you're the person this job is for. Here you don't wait for the boss to feel generous. We keep a written Growth Path — a list of skills, each one worth another $0.50/hr the day your foreman signs off that you've proven it. You can see the whole list on day one. You know exactly what the next raise is and what it takes to get it. Nobody here has ever had to work up the nerve to ask. What the work is We line the inside of manholes, lift stations, and wastewater structures with polyurea and closed-cell foam. Confined space. Underground. In and around municipal sewer systems. It's dirty and it smells like what you think it smells like. It's also technical. We run Graco and PMC plural component rigs. We'll teach you to run one, and within a couple of years you should be handling the routine repairs yourself — guns, filters, screens, wear parts. Anything past that goes to the repair shop, and we're not too proud to send it. If you've sprayed foam before, the machine is the same; the substrate and the environment are what's different. If you've never touched one, we'll start you from zero. We cover the whole state — Two Harbors and International Falls down to Albert Lea, Sioux Falls, and Worthington. About 75% of our work is commutable from the shop. The rest puts you in a hotel for a week or two at a stretch, which averages out to around 30 nights a year. How this place is actually run This is the part that matters, and it's why people stay. Your clock starts at the shop. A lot of outfits have you loading the truck for half an hour, driving to the job, and then punching in. Work till 3:30, punch out, drive back to the shop, and spend another 30 minutes unloading, organizing for tomorrow, and chatting with the boss on your own time. That's an hour a day you're giving away, five days a week, for years. Here you throw your lunchbox in the truck, punch in, and then we load. Drive time is paid at your full base rate, both directions. The clock stops when the truck's in the bay and you're set for tomorrow. (One exception: on prevailing wage jobs, drive time isn't paid — that's the law's rule, not ours.) You get next week's schedule on Thursday or Friday. Not Sunday night. Definitely not Monday morning finding out you're going out of town for the week. We're not perfect at it, but we're a lot better than most, and we treat it as something we owe you. Nobody calls you at 9:00 PM on a Sunday and keeps you on the phone for an hour planning out the week. Monday mornings we all meet at the Cokato shop, 6:00 to 6:45, and lay out the week. Breakfast burritos or egg bake are hot by the end of the meeting. After that, you're on your own for the week — but you're not on your own. Our operations manager is in touch daily and picks up the phone when a crew hits something they can't solve. What we don't do is hover. We tell you what needs to happen and by when, and how you get there is largely up to you. Nobody's checking your work over your shoulder or calling to see where you're at. Once a month you sit down with your manager for a one-on-one. How's it going, what's in your way, where do you want to be? If you're doing well you'll hear it. If you're not, you'll hear that too, and you'll hear it before it turns into a problem. If you've never once sat down with a boss and found out where you stand, that alone might be worth the move. Nobody yells. That has never happened here and it isn't going to start. We spend real money making you better at this We send people to PDA training — the Polyurea Development Association — across the country. Polyurea chemistry, equipment, polyurethane grouting. Not a video you click through. Actual travel, actual industry training, on our dime. We put people through DISC training with Blue Collar Coach so the crew understands how to work with each other instead of just tolerating each other. When someone's ready to lead, we put them through leadership training too. We're not saying that to sound good. It's how we think a company gets built. You can't grow one without teaching people how to lead, and we'd rather grow our own foremen than go looking outside every time we need one. That could be you in a few years, and we'd like it to be. Your Monday morning is not a briefing The Monday meeting isn't us talking to you for 45 minutes. Part of it is what we call IDS — we put the real issues on the table, bounce them around, and solve them. Anybody can raise something. A guy who's been here three weeks can say "this is silly, here's why," and if he's right we change it. If you've got a better way, we want to try it. It's a real opportunity to have a voice, and influence the success of the team. The stuff that shouldn't be your problem Show up with clothes on and work boots on your feet. We supply the rest — hard hats, safety glasses, gloves, jackets, rubber boots, metatarsal boots for blasting, vests, uniforms. The shop is clean, heated, and well lit. You don't take a trailer home and park it in your driveway. You don't swing through a supply house on your own time. Foremen carry company cards and we have accounts everywhere we buy — you should never be fronting money for this company. If a job gets rained out, you get paid for the hours you put in. Most days we work through it anyway — a fish house over a manhole handles a lot of weather. The hours, honestly We pulled four years of time cards for this, so these are real numbers and not a guess. You start at 6:00 AM. The median finish is 4:36 PM. A typical day is 10.4 hours. About one day in four runs past 12 hours, and you'll get a 14 hour day roughly once a month. Overtime runs 11-18% of hours, so it's normal here, not occasional. Monday through Friday you're working, essentially every week of the season. Weekends are yours. The crew has worked one Saturday in the last four years. Nine months on. Three months off. Field season runs late March through just before Christmas — our clean-up-and-put-everything-away day is usually the 22nd or 23rd. January through mid-March might have a few hours of shop work, repairs or maintenance. Some guys snowmobile, some hunt or fish, some pick up winter work, some go somewhere warm and don't answer the phone.

One thing worth knowing:

profit sharing pays 60 days behind the job. November work pays out at the end of January, December work pays at the end of February. So the checks keep coming after the field work stops. The money Base starts at $20/hr with no related experience. If you've got a real background — significant construction time, blue-collar common sense that transfers — We'll make an educated guess and start you higher. We've gone well above that starting number for the right person. One thing to understand about that: what we can't do is start someone high and then walk it back. That's awful for everyone. So if you start above the normal base, you're at that number until you've proven every skill the Growth Path expects at that level. You get the money sooner, but your next raise is further out. Base is only part of the check anyway. Prevailing wage jobs pay a rate set by law that runs $40-78/hour depending on location. Overtime is normal, not occasional. Profit sharing pays out on jobs the crew beats budget on, based on your time on that job, not seniority. We have a one-page sheet that lays out every piece of it — actual numbers from actual seasons, no rounding up. Ask for it at the interview. Knowing the difference between a vise grip and a channel lock helps. Having run a spray rig helps a lot. But personality and crew fit are the most important. Three people on a crew for a week and one of them can't get along — that's the whole crew's week ruined. Skill moves you up the range. Cooperation and teamwork are what keep you there. Benefits after 90 days. 401(k) with a 4% match, and no vesting period. Dental, Paid training, Company uniforms. Four paid holidays during the season. Out of town, we pay the hotel directly plus $59/night per diem — nothing out of your pocket.

Before you apply:

You need a valid license and an insurable driving record. You'll be in our trucks every day. A DUI less than three years old is a deal breaker. If you got let go from your last job or you're on a performance plan at your current one, this isn't the fix. The work is hard enough that it doesn't repair anything that isn't already working. If you've had more jobs than years worked, we'll ask about every one of them. Sometimes there's a real reason — layoffs, a company that folded, seasonal work. Often there isn't If you're already making $90,000 somewhere, I can't beat that on day one, and you'd be stepping sideways into a manhole to find out. How this goes A resume isn't required, but it's appreciated — it saves us both some questions. A short phone call, then a sit-down interview where we'll get a better feel for each other. I'll tell you the truth about the job and I expect the same from you. Then one to four weeks working with the crew, because neither of us really knows until you've been in a hole with these guys. Hiperline has been in business since 2008 and doing lining work since 2016. Small crew, no drama. We ask a lot, and we give a lot back — we'll go further for someone who shows up and delivers than most places would. That's exactly why we're careful about who we bring on.

Pay:

$50,000.00 - $90,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance On-the-job training Opportunities for advancement Professional development assistance Retirement plan Tools provided Application Question(s): How long is your one way commute, each day, in minutes?

Experience:

Construction:

1 year (Preferred) Ability to

Commute:

Cokato, MN 55321 (Required) Willingness to travel: 25% (Required)

Work Location:

In person