Metal Sales Manufacturing

Metal Sales Manufacturing Jobs & Careers in Louisville, KY

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30+ days ago

Regional Manufacturing Engineer

Metal Sales Manufacturing Corporation Louisville, KY

reports of repairs or maintenance by machine. This position will play an integral part of the adoption of the ERP system and complete implementation… CareerBuilder

10 days ago


Metal Sales Manufacturing Corporation Louisville, KY

• Ability to demonstrate competency in financial management, leadership, and operations management • Identify and develop an overall leadership… CareerBuilder

30+ days ago

Inventory Control Manager

Metal Sales Manufacturing Corporation Louisville, KY

• Receive coil into Corporate Inventory accurately and timely. • Create and manage purchase orders for our coating vendors. • Enter production… CareerBuilder

17 days ago


Metal Sales Manufacturing Corporation Louisville, KY

• Plan, develop, organize, implement, direct and evaluate the organizations fiscal function and performance. • Participate in the development of… CareerBuilder

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  1. 1 person found this helpful  

    Good Questions to Ask Before Accepting a Role at MSMC

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Louisville, KY
    Current Employee - Anonymous Employee in Louisville, KY

    I have been working at Metal Sales Manufacturing full-time


    it really is a great product.


    Management lacks professional context which hampers their ability to effect improvement

    Advice to ManagementAdvice

    This forum is meant to inform and not just be a sounding board for disgruntled employees. While the observations shared in other posts are not entirely inaccurate, in the spirit of the original intent of this forum please see a list of questions I wish I had asked. The answers, or reactions from interviewers when asked, should provide the context necessary to make an informed decision.

    Ask about their rolling 24 month personnel turnover rate (salaried and leadership team). What are the drivers for it? How much has it improved over the past 3-5 years? Actions to address and success with those actions?

    Ask about their performance development and review process for salaried and hourly employees and how those grades factor in to bonus pay. Are there objective goals to reach or are the decisions subjectively decided by leadership/ownership?

    Ask about their 3 year revenue trend. Actions to continually improve?

    Ask about their 3 year profit trend Actions to continually improve?

    On a related note: As the parent company (Interlock) also owns a taxi company that is trying to compete with Uber, etc: Ask them how they are responding to those competitive pressures and market dynamics. Are they looking to re-legislate or are they looking to adapt their business to the market and improve? The answer is telling as to ownership's professional context and response to those pressures in other businesses

    To that end: Ask where else the very hands-on brothers/ownership have worked and what type of professional context they bring as leaders of the business. (You can actually see this on their Interlock Industries website). This is really at the heart of the company's challenges.

    Ask about their financial tracking/ reporting methodologies and tools; not the specific results, but the tools used to assemble the results. Interview with a GM, if you can, to gain insight on that level. It's telling just to watch the machinations necessary to garner data.

    Ask who the last CEO was and how he was asked to move on (and by whom).

    In the unfortunate event that a termination is necessary, how are they handled? How have the last 5 leadership team terminations been handled? Last 5 salaried terminations? There's an escalation policy. How is it applied to salaried employees?

    Ask how many Presidents they have had in the last 7 years? 5 years? 3 years? What were the drivers for this change?

    Ask how many VP of Regions, Finance, IT, Purchasing, Sales and HR they have had in the same time frame. What drove those changes?

    Search LinkedIn or other resources and engage former employees. If you do this right, you'll receive candid and professional feedback with external context. It could be bountiful for you in making a career decision.

    Ask them about 'soft skills'

    Ask about trends in their employee health care coverage. What was the coverage in 2013? 2014? And what changes are expected in 2015, specifically spousal coverage? This speaks to the ability to recruit the best employees and retain them long term as well as ownership's commitment to employee welfare.

    Ask about the status of their ERP system upgrade (21 branches....when did they start the initial upgrade and how many branches have it now?)

    Ask them about new product development programs

    Ask about their minority hiring practices (9 members of the senior leadership team; 21 branch General Managers; 75+ Territory Sales Managers. How many are minorities? How many are women?)

    Leverage your professional network to understand the company's reputation as a customer/supplier/employer as well as that of the Mackin family. Engage the business community in Louisville, the Building Products market and banking/funding community. I did this AFTER the fact, unfortunately, but wish I'd done otherwise. Very telling.

    In any event, there's no judgement here. These are just questions I wish I would have asked. You'll make the best decision you can. Hope this helps.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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