Job Description:

Idaho Forest Group is currently seeking a Mechanical Engineer Intern for the summer of 2025.
The Engineering Intern will care for specific assignments throughout the summer.

You’ll be a great fit if you have the ability to:

• Comprehend and perform all duties in accordance with rules, regulations and JSAs


• Assist in product or system rebuild/maintenance/design under the direct guidance of an Engineer


• Analyze product or equipment specifications and performance requirements to determine


• Work on possible design improvements


• Perform Other duties as needed

To be considered you will need the following:

• Currently pursuing an undergraduate or graduate degree in Mechanical Engineering


• Must be a rising sophomore or higher, minimum GPA of 3.0


• Knowledge of OSHA and State regulations


• Adapt to various weather conditions, loud conditions, and airborne particles (sawdust) as we are working in a loud, industrial, sawmill!


• Ability to work at varying heights


• Have own housing and transportation, none will be provided


• Pass a hair follicle drug test, a physical, and a background check

The Physical Demands of this job include:

Sitting and/or standing for a full shift, reaching with hands and arms, stooping, squatting, bending at the waist, kneeling, walking varying distance, climbing stairs, and listening to equipment.

Check out this VIDEO about Idaho Forest Group careers!

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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)

Intern

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