Your connection architects
We’ll bridge the gap between you and the top talent you deserve
To us, people matter more than percentages. The growth of your business depends heavily on who you include in your teams and on your projects. Instead of only focusing on volume, metrics, and KPIs, we prefer to invest in real relationships, going above and beyond to make genuine connections.
At AEG, we take a consultative approach to our recruiting process, keeping our focus on building authentic relationships to find the IT and Engineering talent who fit your company. Whether you’re looking for contract, contract-to-hire, full-time, or project-based staffing solutions, we’re equipped to find your perfect fit.
What kind of IT and Engineering talent do you need?
Contract
Staffing
Whether you’re in the middle of an ongoing project or just beginning, AEG will connect you with the expert contractors you need to get the job done right and on time.
Contract-to-Hire
Staffing
If you’re interested in a try before you buy approach, we’ll provide you with high-quality candidates who have the skills necessary to develop into full-time staff members.
Direct Hire
Placement
For long-term resources and solutions, and with your company culture and goals in mind, we’ll connect you with candidates ready to grow with your business.
Statement of Work
Solutions
AEG will build the committed, project-based team you need to meet your goals and deadlines on time.
Disciplines We Recruit For
At AEG, we recruit exclusively for engineering, IT, and nuclear/power generation roles, from civil, mechanical, and electrical design to software, cybersecurity, and plant operations. Each page details the skills sets, roles we staff, and project environments we serve so candidates and clients can quickly see how AEG’s intake, search, shortlist, and placement steps apply to their specific field.
Request talent
As your business partners, AEG recruiters will be honest with you regarding market outlook and salary ranges required for attracting the talent you want. We’re committed to adapting to your evolving business objectives and urgent requests. Whether you’re looking for an entire team or a single tech executive, we’ll connect you with the talent necessary to thrive. When you want to source superior IT and Engineering professionals fast, AEG is your go-to.
How Our Recruiting Process Works
| Intake | We meet with the hiring manager to clarify must-have skills, certain logistics, the interview process as well as the feedback process. This intake becomes the job brief that drives our sourcing strategy, screening questions, and how we present candidates. |
| Search | Using that brief, we source candidates across our database and direct outreach to build a pipeline of role-fit talent. |
| Shortlist | We screen candidates with structured interviews to evaluate technical skills, experience depth, communication, and culture fit. You receive a focused slate of engaged candidates that meet your specific needs. |
| Placement | After interviews, we gather feedback, coach candidates on next steps, and manage any additional steps to ensure a successful start. |
FAQ
What are the main factors in choosing a hire type?
The decision should be driven by project length, urgency, budget certainty, level of team integration required, and risk tolerance. Ongoing or ambiguous work typically favors permanent or contract-to-hire, while clearly-scoped, time-bound work may be best filed by contract or SOW models.
What are the pros and cons of contract versus permanent hires?
Contract hires offer speed, flexibility, and lower long-term risk, making them ideal for projects, workload spikes, or specialized expertise. The tradeoff is less continuity and long-term ownership. Permanent hires often take longer to fill and cost more upfront, but they provide stability, institutional knowledge, and can offer stronger alignment to long-term business goals.
How do I decide between contract-to-hire and statement of work engagements?
Choose contract-to-hire when the role requires day-to-day collaboration, evolving responsibilities, and the possibility of long-term employment. Statement of work engagements are better when the scope is fixed, deliverables are clearly defined, and success can be measured by outcomes.
What project signals indicate an SOW is the right choice?
An SOW is a strong fit when requirements are well documented, deliverables are measurable, timelines are fixed, and internal teams lack the bandwidth or expertise to execute independently. It works best when accountability is tied to results rather than hours worked.