There are many reasons we are recognized as the most professional and trusted engineering staffing firm in New Jersey. We work as a team. Unlike our competitors, our team setup means that we are more concerned with placing you in the right job than being placed with a particular recruiter. You may end up working with three different recruiters on three different job openings.
All of our account executives and recruiters have at least 4-year engineering degrees and at least five years of engineering industry experience. This ensures the highest level of competence and professionalism in the staffing industry, delivering the best possible service to both our clients and our candidates. Our account executives / recruiters average more than 10 years of experience with us.
This means you'll be working with a knowledgeable industry professional, not someone who's just being trained.
All of our account executives and recruiters have at least 4-year engineering degrees and at least five years of engineering industry experience. This ensures the highest level of competence and professionalism in the staffing industry, delivering the best possible service to both our clients and our candidates. Our account executives / recruiters average more than 10 years of experience with us.
This means you'll be working with a knowledgeable industry professional, not someone who's just being trained.
Services
All of our recruiters are degreed engineers.
This enables us to better understand your technical job specs, resulting in stronger candidates for your needs.
Our recruiters average more than 15 years of experience with us.
You'll be dealing with the same competent recruiter year after year, a recruiter who understands your company and your staffing needs.
We can help you decide on optimal salary ranges to attract the best talent while staying within budget.
This enables us to better understand your technical job specs, resulting in stronger candidates for your needs.
Our recruiters average more than 15 years of experience with us.
You'll be dealing with the same competent recruiter year after year, a recruiter who understands your company and your staffing needs.
We can help you decide on optimal salary ranges to attract the best talent while staying within budget.
If the employee departs due to either poor performance or of their own volition during the first 90 days, we will try to find a replacement within 90 days.
If a replacement that is acceptable to the client is not found within 90 days, the initial placement fee will promptly be refunded in full.
If the employee leaves of their own volition from 91st day to 365th day, we will try to find a replacement within 90 days.
If a replacement that is acceptable to the client is not found within 90 days, the initial placement fee will be refunded in full.
If a replacement that is acceptable to the client is not found within 90 days, the initial placement fee will promptly be refunded in full.
If the employee leaves of their own volition from 91st day to 365th day, we will try to find a replacement within 90 days.
If a replacement that is acceptable to the client is not found within 90 days, the initial placement fee will be refunded in full.
One (1) week guarantee policy on our non-exempt contract employees: If you terminate our contract employee during the first week (up to 40 hours) of work due to poor performance, we will not bill you for those hours of work.
1. Applies only to non-exempt professions, such as drafters, technicians and electronic assemblers.
Does NOT apply to exempt professions, such as engineers, which take longer than a week to establish competency.
Details spelled out in staffing agreement.
2.) Guarantee does not apply to employees that were located (sourced) by the client company.
1. Applies only to non-exempt professions, such as drafters, technicians and electronic assemblers.
Does NOT apply to exempt professions, such as engineers, which take longer than a week to establish competency.
Details spelled out in staffing agreement.
2.) Guarantee does not apply to employees that were located (sourced) by the client company.
Have you posted jobs on Indeed, LinkedIn, Career Builder etc. and found that almost none of the replies match your job requirements?
What's going on?
In today's full employment economy, there are now more job openings than job seekers (see chart below).
For Engineering, the figure is probably more like 2-3 job openings per job seeker.
When a strong candidate becomes available, it requires a quick hiring decision.
In this environment, companies don't have the luxury to wait another 2-3 weeks to see more candidates because that strong candidate will be gone by then.
What's going on?
In today's full employment economy, there are now more job openings than job seekers (see chart below).
For Engineering, the figure is probably more like 2-3 job openings per job seeker.
When a strong candidate becomes available, it requires a quick hiring decision.
In this environment, companies don't have the luxury to wait another 2-3 weeks to see more candidates because that strong candidate will be gone by then.
Our placement fee is 25% of the starting annual salary (excluding bonuses), payable net 30 after the employee's starting date.
There is no fee if the employee has worked for 12 months or more for you as our contractor.
Before 12 months, our conversion fee is 25% of the starting annual salary, less a pro-rated credit for the time already worked as a contractor.
For example, if the employee worked as a contractor for 6 months and is then converted to a permanent hire, the fee is of 25% (or 12 %) of the starting annual salary.
There is no fee if the employee has worked for 12 months or more for you as our contractor.
Before 12 months, our conversion fee is 25% of the starting annual salary, less a pro-rated credit for the time already worked as a contractor.
For example, if the employee worked as a contractor for 6 months and is then converted to a permanent hire, the fee is of 25% (or 12 %) of the starting annual salary.
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