Warehouseman

About the Company

KNAPP brings new technology to warehouse automation.

• Receive incoming shipments; verify physical counts; bag, tag parts; enter data in ERP (Oracle/SAP); provide paperwork to Shipping Manager; notify manager on discrepancies; take photos of damaged items; follow repair process instructions.
• Certified forklift operator.
• Maintain bin locations, maximize storage; ensure items not shipped are properly marked.
• Keep dock clear of non‑immediate shipments and trash; rack incoming non‑inventory receipts.
• Ship outgoing orders; package, skid, label packages; use shipping software; enter data in ERP; update tracker; provide documentation to Shipping Manager; take photos with shipping label visible; communicate issues to manager.
• Work overtime as required; occasional travel; maintain professional office etiquette.

• Overtime may be required.
• Occasional travel.
• Professional office etiquette needed.

• State‑of‑the‑art office in Kennesaw, GA.
• Competitive compensation.
• Health, dental, vision, life insurance, flexible spending accounts, short‑term and long‑term disability.
• 401(k) with generous employer match and no vesting.
• Paid vacation and holidays.
• Profit sharing.
• Paid parental leave.
• Subsidized daycare.
• Tuition reimbursement.
• Pet insurance.
• Subsidized food delivery.
• Monthly celebrations.
• Quarterly employee events.
• Corporate social responsibility, recycling, sustainability and volunteering.

KNAPP is an equal opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran, disability status or any other basis protected by law.

Due to the safety‑sensitive nature of this position, strict adherence to KNAPP’s drug‑free workplace policy is required. All candidates will be subject to drug screening in accordance with the policy and will be expected to remain drug‑free during their employment. There will be no exception if recreational or medical use of marijuana is permitted in the location of employment and/or residence or if use of marijuana is only during “off‑hours.”