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Recruiting Services

THE PROBLEM

There is a shortage of technical talent in the USA, especially in engineering and construction. 

 

"The U.S. Bureau of Labor Statistics projects a need for about 25,000 new civil engineers each year throughout this decade."

-- 2022 ASCE President Dr. Traux

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Typical "post and pray" solutions are no longer working.

 

Nobody wants to go through the pain of turning down revenue because their team is overworked. 

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Schedule your FREE Talent Growth Check-up meeting and we'll find a way to grow your team.  

PRO-ACTIVE
RECRUITING

Through our extensive network, we are actively growing our candidate pool through referrals, outreach, and content. 

DOING THE
HOMEWORK

Let us do the homework of screening potential candidates.

FINDING THE 
BEST FIT

We will work with you to understand your specific needs and find the best candidate. 

POST-PLACEMENT 
FOLLOW-UP

Your satisfaction is critically important to us. Our goal is to find you a long-term fit. Let us know how we did. 

Typical Positions We Fill

Engineering
Technical Sales 
Management

  • Solar Designer

  • Solar Design Engineer

  • Electrical Engineer

  • Structural Engineer

  • Forensics Engineer

  • Product Development Engineer

  • Territory Sales Manager

  • Regional Sales Manager

  • Division Manager

  • Operations Manager

Jesse Light, S.E. | Principal (VP)/Sr. Structural Engineer

 Starling Madison Lofquist, Inc. 

"We had posted jobs on websites like Careerbuilder, Monster, Indeed, Facebook, LinkedIn, etc. with limited success. The website postings often resulted in unqualified candidates applying for our job openings, which can take a lot of time to filter through to find actual candidates that are in some way qualified.  Of those candidates, very few ever got a second interview because after spending the time to vet them out we found they did not meet our needs in the end.
 
We have also used other engineering recruiters, with mixed success. Not many recruiters take the time to make sure the candidates they bring to us really meet our needs or will be a good fit. Additionally, it is very hard to know within the first couple of months if an engineer is going to truly work out, due to the time required to train them to do what we specialize in, so we have been reluctant to pay a recruiter.
 
Tyler took the time needed to get to know what we do here at SML and made sure the candidate was a good fit for our company before bringing them in for the first interview. We now have a highly qualified structural engineer in our design division with a very good work ethic and drive to strengthen our end-product.
 
I would recommend Tyler and Agavos Group for general and specialty engineering firms looking for key talent. He can focus on finding exceptional engineers who may already have a job and are not currently looking for new employment, but might consider an opportunity at the right company."

Ready to fill your next position?

We are here to assist. Contact us by phone, email, or via our social media channels.

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