CASS Construction And Steel Structures Sp. z o.o.

We have received a certificate of conformity and a welding qualification certificate!

We are proud to announce that on February 6, 2024, we received a certificate of factory compliance for steel structural elements manufactured in our workshop in Grzybów.

The certificate is issued on the basis of tests carried out in accordance with the EN 1090- 1:2009+A1:2011 standard and confirms the high quality of our products.

In addition to the certificate of conformity, we also received a welding qualification certificate confirming that we meet the EN 1090-2:2018 standard for the welding process for arc welding with solid electrode wire in an active gas shield, the so-called method 135.

Why modular steel halls?

Modular steel halls are a modern answer to the needs of rapidly growing businesses. Thanks to their modular design, they offer a range of benefits:

• Flexibility and Quick Assembly: Modular steel halls are designed for quick and easy assembly. Each module is prefabricated, significantly reducing the time required to build the entire hall.
• Scalability: Need more space? No problem! Thanks to the modular design, you can easily expand your existing hall with additional segments.
• Versatility: Modular halls are ideal for various industries – from warehouses, through manufacturing, to logistics centers and agriculture. The ability to customize the interior to individual needs makes them extremely versatile.
• Strength and Safety: Made of high-quality steel, our halls are durable and resistant to harsh weather conditions. This ensures that your goods and equipment are always safe.
• Costs: Prefabrication and quick assembly significantly reduce construction costs compared to traditional structures. It’s an investment that pays off sooner than you think!

Join our satisfied customers and discover the possibilities offered by modern modular architecture!

What were the beginnings of the company like? Where did the idea to start a business in this industry come from?

The idea of establishing a company in this industry was based on the previous experience of the company’s co-owners, Mr. Grzegorz Krupa and Mr. Tom Versteijlen. The first office was located in Staszów at Towarowa Street, with only a dozen or so employees. With each subsequent project, the number of people employed increased, and currently there are over 200.

The significant development of the company was influenced by the first large project that we managed to implement, i.e., participation in the construction of the European Parliament in Brussels. Thanks to it, we have become a recognisable player on the Belgian market and have gained the opportunity to develop our business in various parts of Europe.

What is your business environment like—contractors, competition, industry?

The specificity of the construction industry, which includes steel structures, requires us to be very flexible and quick in our everyday operations. New contracts require the coordination of the work of many people, including the most important group of fitters and welders. It is a complicated logistic process that requires dynamic responses to frequently changing conditions. In our industry, project implementation time depends on many things, such as delivery schedules or approval of subsequent construction stages, which in turn may affect changes in the planned workforce.

There are currently many competitive companies on the steel structure market, so it is important to work efficiently and set priorities correctly. Professionalism increases our chances that the client will decide to entrust us with the project. We often sign contracts for the implementation of large projects, cooperating with other companies that are normally considered competitors. On this type of project, we work within one construction site but carry out various tasks resulting from the scope of work entrusted by the contractor. We carry out some projects as an independent subcontractor. There is no competing company on the construction site, then. There are only those that offer substitute services such as sandblasting, painting, or galvanising.

What does your company structure look like?

The current structure of our company includes departments such as human resources, accounting, occupational health and safety, funds department, production department, logistics and operations department, and office administration. Due to the fact that we are constantly developing dynamically, our structure is also changing. We do not want to limit ourselves to rigid corporate frameworks, and we leave some room for change because this is what the specific nature of our business requires of us.

The largest part of our company’s employees are blue-collar workers employed at the factory in Grzybów and delegated to projects in Poland and abroad. These employees are mainly experienced fitters, welders, and machine and equipment operators. Due to task-oriented work and the increasing number of projects, we have permanent recruitment for these positions.

What are your employment-related plans in 2024?

It’s simple: we want to develop further: sign new contracts, implement new projects, and produce more structures. We need more experienced and competent employees for this. We are satisfied with the work performed by our current crew, but even the most capable employee cannot be in two places at once. Hence the idea of constant recruitment for the most desirable positions: welder and fitter.

How does recruitment work in your company? Who is responsible for recruitment (direct supervisor, HR department)?

As I mentioned earlier, time is a very important factor in our work, so we have shortened the route of the recruitment request for a given position as much as possible. The person responsible for recruitment is also part of the operational and logistics departments. Thanks to this, she immediately knows who is needed, where, and when. Transferring the recruitment to another department would involve extending the process, which we often cannot afford.

The recruitment process itself is as follows: a candidate can find a job offer directly on our website, in our social media, on the website of the Labour Office, on OLX, or on other related portals. The next step is sending us a CV and documents confirming the qualifications. Then, based on the received documents, our recruiter initially determines whether the candidate will fit the position for which the recruitment is being carried out and, if so, contacts him to arrange the details. In the case of welders, welding tests are additionally carried out, performed in our workshop or directly on the project if the employee is delegated to it.

Because we operate both in Poland and abroad, we are looking for suitable candidates not only locally. This is due to the fact that part of the recruitment is carried out remotely. The specificity of the industry means that most candidates who apply to us are accustomed to this form of recruitment.

What does the process of onboarding a new employee look like in your company?

The employee onboarding process depends on the position for which he is employed. Manual workers working in the workshop and delegated to Polish or foreign projects are trained by our foremen or by a person designated for this purpose by the client. The client is in constant contact with us and the foreman, who acts as an intermediary in providing all information regarding the project and any changes related to the scope of duties or safety.

In the case of office positions, the employee is employed by his or her direct superior, who, together with other employees of the department, divides the duties among all employees.

How do you take care of employee development?

We know that employee development is crucial. On the one hand, we take into account the ambitions of employees and, on the other hand, market needs. The industry we work in is demanding. Due to the risks associated with everyday work, our employees must constantly participate in occupational health and safety training and learn how to safely operate equipment in various conditions. These trainings are the basis without which we would not be able to work in this industry.

We constantly look at what work on individual projects looks like. What is the level of knowledge, skills, and, above all, commitment to the work performed by individual employees. We often talk to people who we see potential in. We know that without mutual commitment, it is impossible to build a well-functioning team, which is why we try to take the initiative and give employees a chance to develop this potential. We ask about their views on the possibility of additional training, a change of position, or a possible promotion. We hope that, among other things, this approach will show how much their presence in the company means to us.

What are your development plans?

We are aware that the steel structure market in recent years has been shaped, on the one hand, by a certain type of individualization of production and, on the other hand, by growing sensitivity to the environment. Both of these factors influence forecasts regarding the pace and direction of market development. When planning subsequent investments, we want to adapt existing and forecast conditions as effectively as possible. In the coming years, we may focus more on renewable energy, including the construction of wind farms. We are also considering the production of modular halls that can be easily adapted to individual customer needs. However, new development directions do not mean that we will abandon the company’s current business profile, especially since we have been working for a long time to become a professional contractor of facilities such as steel buildings and fuel tanks.

Marta Łodkowska

Key Account Manager

What does your company do? What is the main pillar of your business? In which city(s) do you operate? How big is your company (branches, number of employees)?

Our company deals primarily with steel structures. We started in this industry over 10 years ago, and we remain loyal to it. We are constantly developing and expanding the scope of services offered, as evidenced primarily by the new workshop built at the end of 2022 in Grzybów (Staszów commune, Świętokrzyskie Voivodeship). Before its construction, we were only a contractor of steel structures; now we are also a manufacturer. The projects we have implemented so far are mainly foreign ones. Now we have a chance to significantly increase our local activity. We are excited about new opportunities, which include not only a larger number of projects but also an increase in the number of employees.

What were the beginnings of the company like? Where did the idea to start a business in this industry come from?

The idea of establishing a company in this industry was based on the previous experience of the company’s co-owners, Mr. Grzegorz Krupa and Mr. Tom Versteijlen. The first office was located in Staszów at Towarowa Street, with only a dozen or so employees. With each subsequent project, the number of people employed increased, and currently there are over 200.

The significant development of the company was influenced by the first large project that we managed to implement, i.e., participation in the construction of the European Parliament in Brussels. Thanks to it, we have become a recognisable player on the Belgian market and have gained the opportunity to develop our business in various parts of Europe.

What is your business environment like—contractors, competition, industry?

The specificity of the construction industry, which includes steel structures, requires us to be very flexible and quick in our everyday operations. New contracts require the coordination of the work of many people, including the most important group of fitters and welders. It is a complicated logistic process that requires dynamic responses to frequently changing conditions. In our industry, project implementation time depends on many things, such as delivery schedules or approval of subsequent construction stages, which in turn may affect changes in the planned workforce.

There are currently many competitive companies on the steel structure market, so it is important to work efficiently and set priorities correctly. Professionalism increases our chances that the client will decide to entrust us with the project. We often sign contracts for the implementation of large projects, cooperating with other companies that are normally considered competitors. On this type of project, we work within one construction site but carry out various tasks resulting from the scope of work entrusted by the contractor. We carry out some projects as an independent subcontractor. There is no competing company on the construction site, then. There are only those that offer substitute services such as sandblasting, painting, or galvanising.

What does your company structure look like?

The current structure of our company includes departments such as human resources, accounting, occupational health and safety, funds department, production department, logistics and operations department, and office administration. Due to the fact that we are constantly developing dynamically, our structure is also changing. We do not want to limit ourselves to rigid corporate frameworks, and we leave some room for change because this is what the specific nature of our business requires of us.

The largest part of our company’s employees are blue-collar workers employed at the factory in Grzybów and delegated to projects in Poland and abroad. These employees are mainly experienced fitters, welders, and machine and equipment operators. Due to task-oriented work and the increasing number of projects, we have permanent recruitment for these positions.

What are your employment-related plans in 2024?

It’s simple: we want to develop further: sign new contracts, implement new projects, and produce more structures. We need more experienced and competent employees for this. We are satisfied with the work performed by our current crew, but even the most capable employee cannot be in two places at once. Hence the idea of constant recruitment for the most desirable positions: welder and fitter.

How does recruitment work in your company? Who is responsible for recruitment (direct supervisor, HR department)?

As I mentioned earlier, time is a very important factor in our work, so we have shortened the route of the recruitment request for a given position as much as possible. The person responsible for recruitment is also part of the operational and logistics departments. Thanks to this, she immediately knows who is needed, where, and when. Transferring the recruitment to another department would involve extending the process, which we often cannot afford.

The recruitment process itself is as follows: a candidate can find a job offer directly on our website, in our social media, on the website of the Labour Office, on OLX, or on other related portals. The next step is sending us a CV and documents confirming the qualifications. Then, based on the received documents, our recruiter initially determines whether the candidate will fit the position for which the recruitment is being carried out and, if so, contacts him to arrange the details. In the case of welders, welding tests are additionally carried out, performed in our workshop or directly on the project if the employee is delegated to it.

Because we operate both in Poland and abroad, we are looking for suitable candidates not only locally. This is due to the fact that part of the recruitment is carried out remotely. The specificity of the industry means that most candidates who apply to us are accustomed to this form of recruitment.

What does the process of onboarding a new employee look like in your company?

The employee onboarding process depends on the position for which he is employed. Manual workers working in the workshop and delegated to Polish or foreign projects are trained by our foremen or by a person designated for this purpose by the client. The client is in constant contact with us and the foreman, who acts as an intermediary in providing all information regarding the project and any changes related to the scope of duties or safety.

In the case of office positions, the employee is employed by his or her direct superior, who, together with other employees of the department, divides the duties among all employees.

How do you take care of employee development?

We know that employee development is crucial. On the one hand, we take into account the ambitions of employees and, on the other hand, market needs. The industry we work in is demanding. Due to the risks associated with everyday work, our employees must constantly participate in occupational health and safety training and learn how to safely operate equipment in various conditions. These trainings are the basis without which we would not be able to work in this industry.

We constantly look at what work on individual projects looks like. What is the level of knowledge, skills, and, above all, commitment to the work performed by individual employees. We often talk to people who we see potential in. We know that without mutual commitment, it is impossible to build a well-functioning team, which is why we try to take the initiative and give employees a chance to develop this potential. We ask about their views on the possibility of additional training, a change of position, or a possible promotion. We hope that, among other things, this approach will show how much their presence in the company means to us.

What are your development plans?

We are aware that the steel structure market in recent years has been shaped, on the one hand, by a certain type of individualization of production and, on the other hand, by growing sensitivity to the environment. Both of these factors influence forecasts regarding the pace and direction of market development. When planning subsequent investments, we want to adapt existing and forecast conditions as effectively as possible. In the coming years, we may focus more on renewable energy, including the construction of wind farms. We are also considering the production of modular halls that can be easily adapted to individual customer needs. However, new development directions do not mean that we will abandon the company’s current business profile, especially since we have been working for a long time to become a professional contractor of facilities such as steel buildings and fuel tanks.

We are growing for you! New machines in our machine park!

We are delighted to announce that as part of our continuous efforts to improve service quality and increase production efficiency, we have expanded our machine park with two new machines:

• STILER JTB 50 Mandrel-Free Bender – a modern machine primarily used for bending pipes, profiles, and rods. Its design and advanced technology allow precise bending without using a mandrel, enabling the processing of various materials with high accuracy.

Key features of the STILER JTB 50:

• Mandrel-free design: Allows for bending pipes and profiles without the need for a mandrel, significantly simplifying the processing and reducing machine setup time.
• High precision: Advanced mechanisms ensure accurate bending even with complex shapes and large bending radii.
• Durable construction: Solid build and high-quality materials used in the bender’s production ensure long-lasting operation and reliability.
• Easy operation: An intuitive control panel allows for quick setting of bending parameters and easy management of the production process.
• Versatility: The machine is suitable for working with various materials, including steel, aluminum, and copper, increasing its application across different industrial sectors.

Advantages of using the STILER JTB 50:

• Increased efficiency: The ability to quickly and precisely bend contributes to higher production efficiency.
• Cost reduction: The mandrel-free design reduces the need for additional tools and accessories, lowering operational costs.
• Flexibility: The ability to bend a variety of shapes and sizes of materials makes the bender ideal for custom orders.

• CORMAK MCB350HD Metal Bandsaw – an advanced machine designed for precise metal cutting. With its robust construction and modern technological solutions, it is an indispensable tool in many industrial sectors.

Key features of the CORMAK MCB350HD:

• High cutting precision: The CORMAK MCB350HD bandsaw ensures accurate metal cutting, making it perfect for processing precision components.
• Solid construction: Made from high-quality materials, it guarantees durability and longevity even under intensive use.
• Automatic cutting system: Allows for quick and efficient cutting of large series of components, significantly increasing production efficiency.
• Adjustable speed: The bandsaw is equipped with a cutting speed adjustment system, enabling the operator to match the working parameters to the type and thickness of the material.
• Safety: Integrated safety systems, such as protective covers and automatic shut-off, ensure the operator’s safety.

Advantages of using the CORMAK MCB350HD:

• Increased efficiency: Automation of cutting processes and the ability to operate continuously significantly boost production efficiency.
• Time and cost savings: Precise cutting minimizes material waste, and the high reliability of the bandsaw reduces downtime and maintenance costs.
• Versatility: The ability to cut various types of metals, including steel, aluminum, copper, and others, makes the bandsaw a versatile tool in the workshop.
• Ease of use: An intuitive control panel and ergonomic design allow for easy and convenient operation of the machine.

• Even higher quality of our products
• Shorter order fulfillment times
• The ability to undertake more complex projects
• Greater flexibility and customization to meet our clients’ individual needs

We want you to be part of this development, so we encourage you to follow our social media profiles and visit our website, where we will keep you updated on news and collaboration opportunities.

Thank you for your trust and support, which motivate us to continuously develop and improve our services!