Candidate experience has become a key differentiator in hiring, and communication sits at the center of it. Clear and consistent communication not only eases uncertainty in candidates but also reflects directly on how a company operates and its values. In the same way, communication from candidates plays a significant role in how they are perceived […]
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TL;DR Contract, contract-to-hire, and direct hire aren’t competing options. They’re different tools for different problems. For engineering and energy work, most problems are project-shaped. Contract vs. direct hire depends on four dimensions: cost, flexibility, workforce strategy, and continuity. Comparing an hourly bill rate to an annual salary is an apples-to-oranges comparison, and the real cost […]
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Extending an offer is exciting, but it doesn’t guarantee a yes. Even highly qualified candidates may decline if the opportunity fails to align with their needs. Offer acceptance involves more than a simple yes or no. Candidates typically evaluate compensation, responsibilities, company culture, growth opportunities, and long-term career goals before making a final decision. […]
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Palisades, originally shut down in 2022, is slated to reopen this year. Three Mile Island Unit 1, now Crane Clean Energy Center, is targeting a 2027 restart. Google and Kairos Power will be building up to seven SMRs, targeting 2030 for the first unit. Executive orders seek 400 Gigawatts of new U.S. nuclear capacity by […]
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Most engineering interview tips focus on how to perform well in a single interview, but at AEG we look at the bigger picture. The candidate’s experience doesn’t end when the interview is over. At AEG, building and maintaining long-term relationships is just as important as preparing candidates for success in the moment. This blog […]
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TL;DR The staffing process for technical roles is fundamentally different from generalist staffing; success hinges on your agency partner’s domain expertise, particularly during intake and vetting. An agency’s bill rate is not just the candidate’s pay plus profit. It’s a cost stack including mandatory payroll burden (22 to 32%), insurance, overhead, and the agency’s […]
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The nuclear workforce conversation usually gets framed as a supply problem. Not enough experienced people. Too many retirements. Too much demand from operating plants, license renewals, new builds, SMRs, advanced reactor developers, utilities, EPCs, and regulators all competing for the same talent. Now, that’s all still true. The nuclear workforce shortage is real, but […]
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Hiring is not an exact science. You can do everything right, solid job description, thorough interviews, checked references, and still end up with someone who looks completely different on the job than they did across the table from you. For most organizations, the only way to find out is to make the hire and wait. […]
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The nuclear workforce shortage is well-documented at this point. Thirty to forty percent of the industry is approaching retirement age, demand is growing across operating plants, license renewals, new builds, and the SMR pipeline, and the traditional answer has been the same: find someone who already has nuclear experience. But that search is getting […]
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If you lead engineering in a regulated energy environment, you already know the staffing pressure is real. Qualified people are hard to find. The DOE has documented significant hiring difficulty across the sector, with retirements outpacing new entrants. When a gap opens up before an outage, during a capital project, or ahead of a license […]
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