CalTek Staffing plays a critical role in the hiring process, serving as intermediaries between job seekers and employers. To ensure we present the best candidates to our aerospace and defense clients, we employ various screening and assessment methods. Here is an overview of how we screen and assess candidates:

• Resume Review: The first step in candidate assessment is reviewing resumes. We analyze the candidate’s work history, clearance status, program experience, certifications and technical qualifications to ensure they meet the client’s job requirements.
• Initial Interviews: We conduct initial interviews with candidates, either in person, over the phone or via video conferencing. During these interviews, we assess a candidate’s communication skills, experience, clearance eligibility and motivation.
• Reference Checks: We contact references provided by candidates to verify their work history, performance and qualifications. This step helps in confirming the accuracy of the information provided, which is especially important in the defense sector.
• Comprehensive Background Checks: If required by the client, we conduct thorough background checks, encompassing criminal history checks including felonies and misdemeanors, Social Security number verification, address history, a national sex offender registry search and an extensive national criminal search. These checks are integral in confirming that candidates not only align with the client’s specifications but also comply with legal and program-specific standards.
• Drug Testing: If required by the client, candidates will undergo drug testing to ensure they meet specific industry or company requirements, a common prerequisite for roles at defense facilities and on government contracts.
• Legal Compliance: We ensure that candidates are legally eligible to work in the country and that all employment laws are followed throughout the hiring process, including ITAR and EAR considerations where applicable.
• Job-Specific Assessments: Depending on the role, candidates may be asked to complete job-specific assessments or simulations to evaluate their capabilities in a practical context, whether that means structural analysis problems, avionics troubleshooting scenarios or systems engineering exercises.
• Cultural Fit Assessment: We will assess a candidate’s fit with the company culture, including values, work environment and team dynamics, to ensure they are a good match for the client’s organization.
• Client-Specific Assessments: We work closely with clients to develop and administer custom assessments based on the client’s unique job requirements.

The combination of these assessment methods helps CalTek identify the best-fit candidates for our aerospace and defense clients, saving both time and resources in the hiring process. The specific assessments used can vary based on the program, job role and the preferences of our clients.

A typical sourcing strategy in aerospace and defense recruitment involves a systematic approach to identifying and attracting qualified candidates, many of whom are passive and deeply embedded in existing programs. The sourcing channels that we utilize are as follows:

• Specialized Job Boards: We post job openings on aerospace and defense-focused boards alongside general engineering job sites and your own career page.
• Social Media: We utilize platforms like LinkedIn to share job postings and engage with aerospace engineers, defense technologists and cleared professionals who may be open to new opportunities.
• Professional Networking: We leverage professional networks, industry events such as AIAA conferences and AUSA expos, veteran networks and employee referrals to identify candidates with program experience.
• Veteran Pipelines: We maintain relationships with transitioning military programs and veteran organizations, since many aerospace and defense roles value prior military technical experience.
• University and College Partnerships: We establish connections with engineering schools for entry-level positions in structures, propulsion, avionics and systems engineering.
• Online Communities: We participate in online forums and communities related to aerospace engineering, defense technology and controls to identify passive candidates.
• Direct Outreach: We reach out to potential candidates directly through email, LinkedIn InMail or other communication channels, often targeting professionals at competing primes and suppliers.
• Internal Talent Pools: We utilize CalTek’s existing database of cleared and uncleared aerospace professionals, including previous applicants and past contract placements.

• Performance Reviews: Regular performance evaluations by the client, manager or supervisor provide feedback on the candidate’s job performance within the program.
• Key Performance Indicators: Tracking specific KPIs related to the candidate’s role helps assess their contributions to engineering deliverables, program milestones and quality metrics.
• Retention Rates: Tracking how long a candidate remains in the position can be a good indicator of whether they are a strong fit for the company and the program.
• Feedback Surveys: Collecting feedback from both the client and the candidate about their experience with the placement and their satisfaction with the match provides valuable insights.
• Time-to-Fill: The time it takes to fill a position can be an excellent indicator of how well the agency understands the client’s needs and how efficiently they can source qualified aerospace and defense candidates.
• Candidate Fit: Assessing whether the candidate is a cultural fit for our client’s organization is crucial, particularly in tight-knit program teams working to demanding schedules.
• Skill Match: Comparing the candidate’s skills, qualifications, certifications and program experience to the job requirements is a fundamental measure of quality.
• Reference Checks: Conducting reference checks with the candidate’s previous employers provides valuable insights into their past performance and reliability.
• Client Satisfaction: Gauging our client’s overall satisfaction with the placement, communication with the agency and the agency’s ability to meet their needs.
• Candidate Satisfaction: Evaluating the candidate’s satisfaction with the placement and monitoring their experience in the new role.
• Long-Term Success: Monitoring the candidate’s career progression within the client’s organization can be an indicator of a successful placement.
• Benchmarking: Comparing the performance and tenure of candidates placed by CalTek to industry benchmarks helps assess our effectiveness.
• Continuous Improvement: Collecting feedback from clients, candidates and internal staff to identify areas for improvement and make necessary adjustments to our in-house processes.

CalTek uses a combination of these metrics and methods to evaluate the quality of our placements in the aerospace and defense sector. The specific metrics chosen vary depending on the program type and the positions being filled. Ultimately, the goal is to ensure that both clients and candidates are satisfied with the placement and that it meets our client’s staffing needs effectively.

Our retention rate for permanent placements is 91%. For temporary or contract placements, the retention rate is lower due to the nature of the positions, but we still aim to maximize the tenure of our candidates across aerospace and defense program cycles.

Ultimately, the key is to continually monitor retention rates, analyze the reasons behind turnover and work with clients to make improvements where necessary. The goal is to provide value to our clients by helping them retain quality talent for as long as possible, ultimately contributing to program success.

Utilizing a range of high-quality recruitment tools and resources, in conjunction with the expertise of CalTek Staffing’s skilled and experienced recruiters, we possess the capacity to source and present qualified aerospace and defense professionals to our clients for a wide range of job openings within a 72-hour timeframe. The speed of our placements is typically contingent upon the clearance level required, the urgency to fill positions and your onboarding process.

CalTek uses data-driven approaches to measure recruiting outcomes of our placements. By collecting and analyzing various metrics and key performance indicators, we are able to assess the effectiveness of our recruitment processes and make data-informed decisions for continuous improvement purposes.

CalTek’s position at the pinnacle of the fiercely competitive aerospace and defense industry is underpinned by a range of factors, including our industry expertise, expansive networks, client-focused ethos, operational efficiency and unwavering dedication to providing top-tier candidates. We understand the compliance environment that governs this sector, from ITAR and EAR to AS9100 and DO-178C. However, the linchpin of our success lies in the exceptional experience and expertise of our seasoned recruitment team.

Clients enjoy working with CalTek’s recruiting experts for several reasons. However, the ultimate factor boils down to our specialized expertise, enabling us to streamline the hiring process and notably shorten the time required to fill our clients’ aerospace and defense vacancies.

CalTek assesses cultural fit for a company by employing various methods and considering multiple factors. Cultural fit refers to how well a candidate’s values, work style and personality align with the culture and values of the hiring company. Cultural fit assessments are not about finding candidates identical to existing employees, but rather about ensuring that candidates share the fundamental values and work principles that are important to the organization. Achieving a good cultural fit contributes to greater job satisfaction and long-term success for both the candidate and the company. Following are a few strategies that we use to ensure a good cultural fit:

• Client Consultation: We begin by engaging in in-depth discussions with our client to understand its organizational culture, values, mission and vision. This consultation helps us gain insights into what makes a good cultural fit for that specific client.
• Candidate Interviews: We conduct thorough interviews with candidates to assess their personality, work habits, communication style and interpersonal skills. Behavioral interview questions may be used to gauge how candidates have handled situations relating to the company’s culture in the past.
• Reference Checks: Checking references from previous employers can provide insights into a candidate’s past performance, work ethic and how well they fit within previous organizational cultures.
• Behavioral Assessments: Some clients have asked us to use behavioral assessments or personality tests to gain a better understanding of a candidate’s traits and whether they align with the company’s culture. These assessments can identify characteristics such as teamwork, leadership, adaptability and communication skills.
• Cultural Interviews: In some cases, we arrange for candidates to meet with representatives from the client company to assess mutual compatibility and cultural alignment.
• Client Feedback: After placements are made, we seek feedback from both the client and the candidate to ensure that the cultural fit is successful. This feedback can help make necessary adjustments and improvements.
• Ongoing Relationship: Building a long-term relationship with our clients allows us to better understand the evolving culture of the company and refine their candidate selection process accordingly.

Both onboarding support and interview coaching are valuable services provided by CalTek Staffing to ensure that candidates are well-prepared for their roles and the interview process. These services help both candidates and clients navigate the hiring process more effectively.

Benefits of Onboarding Support: Onboarding support benefits candidates by reducing the stress and uncertainty associated with starting a new role, which matters even more in aerospace and defense where projects move quickly and learning curves are steep. It also benefits clients by improving retention rates, as employees who receive effective onboarding are more likely to stay with the company.

Benefits of Interview Coaching: Interview coaching helps candidates present themselves more effectively and confidently during interviews. It increases their chances of successfully landing job offers and advancing in their careers.

Addressing discrimination and bias throughout the hiring process is essential to upholding fair and equitable recruitment practices and advancing diversity and inclusion within an organization. Tackling these challenges demands a continuous and proactive commitment from organizations. Through the implementation of specific measures, we have successfully fostered a more inclusive and equitable hiring environment, resulting in a more diverse and skilled workforce that benefits both our internal teams and our aerospace and defense clients.

Handling feedback from both clients and candidates is crucial for CalTek Staffing to continuously improve its services and maintain positive relationships. By actively soliciting, listening to and acting upon feedback from both clients and candidates, we have been able to continuously refine our processes, enhance client satisfaction and provide a better experience for job seekers, ultimately strengthening our reputation and success in the aerospace and defense industry.

CalTek Staffing does not impose fees on job seekers or employees for job placement. Instead, our compensation comes from the hiring companies, utilizing diverse fee structures. This framework enables us to sustain our operations, offer valuable services to both clients and candidates and facilitate the alignment of the most suitable talent with appropriate aerospace and defense job opportunities.

An effective data protection and confidentiality policy is paramount in light of our handling of sensitive personal and professional information from both clients and candidates, and this is especially true in the aerospace and defense sector where information security carries additional weight. Our comprehensive policy serves as a critical tool in ensuring compliance with data privacy regulations, fostering trust with clients and candidates, mitigating the risk of data breaches and legal liabilities and preserving the security of sensitive information.

Engaging an aerospace and defense recruiter offers distinct benefits to both employers and candidates in this highly specialized field. These recruiters possess profound insights into the industry, covering diverse areas such as structures, propulsion, avionics, radar systems, guidance and control, unmanned systems and defense electronics. Such expertise allows us to precisely align candidates with the right roles, navigate clearance requirements and understand the compliance environment that governs export-controlled work.

• Aerospace Engineer
• Aerospace Stress Engineer
• Aerospace Structures Engineer
• Aircraft Mechanic (A&P)
• Assembly Technician
• Avionics Engineer
• Avionics Technician
• Composites Engineer
• Defense Systems Engineer
• Electromagnetic Compatibility (EMC) Engineer
• Embedded Software Engineer
• Flight Test Engineer
• Guidance, Navigation and Control Engineer
• Manufacturing Engineer
• Materials Engineer
• Mission Systems Engineer
• Propulsion Engineer
• Quality Engineer (AS9100)
• Radar Systems Engineer
• Reliability Engineer
• RF and Microwave Engineer
• Satellite Systems Engineer
• Software Engineer (DO-178C)
• Systems Engineer
• Test Engineer
• Thermal Engineer
• Unmanned Systems Engineer