Game changers. Persistent interns who will stop at nothing to live out Stryker’s mission to make healthcare better.
Opportunities Available
As a Manufacturing Engineering intern at Stryker, you will
Collaborate with design and operations teams to bring products to market efficiently. Projects may include fixture development, assembly line optimization, lean manufacturing implementation, ergonomics/safety improvements, and process validation.
Majors Targeted: Manufacturing Engineering, Industrial & Operations Engineering, Mechanical Engineering or related majors
What You Need
Currently pursuing a Bachelor’s or Master’s degree in a related field; must remain enrolled in a degree-seeking program after the internship.
Cumulative 3.0 GPA or above (verified at time of hire)
Must be legally authorized to work in the U.S. and not require employment-based sponsorship now or in the future.
Strong written and verbal communication skills, with proven ability to collaborate and build relationships
Demonstrated leadership, problem-solving, and organizational skills with the ability to manage multiple priorities
Proficiency in Microsoft Office (Excel, Word, PowerPoint) and eagerness to learn in a dynamic environment.
$20 min hourly wage – $35 max hourly wage, sign-on bonus, 11 paid holidays annually, and either paid corporate housing or a living stipend, dependent upon hiring location
Travel Percentage: None
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.
Stryker Corporation 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.
