Electrician Staffing and Recruiting

We’ve been placing electricians at every level for years, so we cover the full spectrum. We regularly fill positions for journeyman and master electricians who form the backbone of most projects. Our industrial and commercial electricians handle everything from factory floors to office buildings. We also specialize in finding controls and instrumentation techs who understand the complex automation systems that keep modern facilities running. For technology infrastructure, we place low-voltage and telecom specialists who handle data, communications, and security systems. We staff service technicians who respond to trouble calls and keep the lights on. And when you need leadership, we find experienced foremen and superintendents who can run entire electrical projects. We also place estimators who know how to bid work accurately and QA/QC specialists who ensure everything meets code during commissioning and startup.

We’ve staffed electrical projects across pretty much every industry you can think of. Data centers and mission-critical facilities are huge for us right now, where uptime is everything and redundancy is non-negotiable. We work extensively in healthcare, staffing hospital expansions and renovations where life safety systems are paramount. The semiconductor industry keeps us busy with their clean room requirements and precise power needs.

We support manufacturing plants, food and beverage facilities with their washdown environments, and oil and gas operations from refineries to offshore platforms. The renewable sector has been exploding, and we’re heavily involved in battery energy storage systems and EV charging infrastructure. We also handle water and wastewater treatment plants, commercial tenant improvements, major airport projects, and utility work. Whether it’s a greenfield build starting from dirt, an emergency outage, or a complex retrofit, we’ve staffed it.

We take verification seriously because sending unqualified electricians to your site isn’t just dangerous, it’s a liability for everyone involved. First, we verify all state licenses and journeyman cards to ensure they’re current and valid. We confirm apprenticeship completion through the appropriate programs. For clients who require it, we verify NCCER certifications. But paperwork only tells part of the story. We actually test candidates on their NEC knowledge, making sure they understand current code requirements. We evaluate their ability to read prints and schematics, because if they can’t interpret drawings, they can’t do the job. We assess hands-on skills like conduit bending and proper termination techniques.

For industrial roles, we dig into their experience with motor control centers, variable frequency drives, and programmable logic controllers. If the position involves medium-voltage work, we verify they understand the additional safety protocols and procedures. We test their troubleshooting methodology to ensure they can diagnose problems efficiently. And we always check references, talking to previous supervisors who can confirm their actual performance on the job.

Safety is non-negotiable in our industry, and we make sure every electrician we send out is prepared to work safely from day one. At minimum, our candidates have OSHA-10 or OSHA-30 certification depending on the role. For anyone working on energized equipment, we verify they have NFPA 70E arc-flash training and understand approach boundaries and PPE requirements. They must demonstrate proficiency with lockout/tagout procedures, because one mistake there can be fatal. Most carry current first aid and CPR certifications. For specific sites, we handle all the clearances whether that’s TWIC cards for ports and refineries, MSHA for mining operations, or your company’s specific onboarding requirements. Before anyone mobilizes to your site, we confirm they have all required PPE and that their safety record is clean. We’re not interested in placing someone who cuts corners on safety.

We work both sides of the fence and understand how to navigate each environment respectfully. For union projects, we work within the hall system and understand project labor agreements, making sure we’re supporting local standards and relationships. For open-shop work, we have a deep bench of non-union electricians who bring the same level of skill and professionalism. We’ve learned that success isn’t about whether a project is union or non-union, it’s about matching the right electricians to your specific site requirements and culture. We make sure everyone understands the rules of engagement before they show up, whether that’s hall referral procedures or merit shop expectations.

We structure our services to match how you need to staff your projects. Contract placement is our bread and butter for project work where you need skilled electricians for a defined duration. Contract-to-hire lets you evaluate someone’s performance before making a permanent offer, which reduces hiring risk. Direct hire works when you’re building your core team and want to bring someone on permanently from day one. We regularly assemble traveling crews with per diem arrangements for projects away from major metros. For shutdowns and outages, we build night-shift teams who can work while your plant is offline. And when equipment fails at 2 AM, we have service techs who will answer the phone and respond to emergency calls. The key is flexibility, because every project and every client has different needs.

Speed matters in this business, especially when production is down or you’re behind schedule. For common positions like journeyman electricians in major markets, we can usually have screened candidates ready to interview within a couple of days. For specialized roles or remote locations, it might take a bit longer, but we’re always straight with you about realistic timelines. When you have a planned outage or turnaround, we can build and mobilize entire crews on short notice, coordinating with your site access requirements, tool lists, and orientation schedules. We’ve mobilized teams over holiday weekends when plants had unexpected failures. The key is having that deep bench of pre-qualified talent and the logistics experience to get them where they need to be when they need to be there.

The more specific information you can provide upfront, the better we can target our search. Start with the scope of work and what voltage classes they’ll be working with, because 480V industrial work requires different experience than 13.8kV distribution. If you can share drawings and specifications, that helps us screen for relevant experience. Tell us about shifts and schedule, because some electricians only work days while others prefer nights. Let us know if travel is required and if you’re offering per diem. Clarify whether it’s union or open-shop. Be specific about required licenses and certifications for your state and site. Tell us if they need to bring their own tools or if you provide them, and what PPE they must have. Share your target start date and how long the work will last. Be upfront about pay bands so we’re not wasting anyone’s time. And let us know how you’ll measure success, whether that’s passing QA inspections, meeting startup deadlines, or clearing punchlist items efficiently.

Technical skills get someone in the door, but personality and work style determine if they’ll succeed on your team. During our behavioral interviews, we explore how they communicate on a jobsite, because electrical work requires constant coordination with other trades. We discuss their approach to change orders and documentation, since that’s where projects often go sideways. We evaluate their QA mindset and whether they take pride in work that passes inspection the first time. We assess how they coordinate with general contractors and other MEP trades, because electricians who work in silos cause problems. Most importantly, we gauge their commitment to safety culture. Someone might be a technical wizard, but if they take shortcuts or resist safety protocols, they’re a liability. We’re looking for electricians who will strengthen your team dynamic, not disrupt it.

We back up our placements with a 60-day replacement guarantee on direct hires. If someone doesn’t work out within those first two months, we’ll find you a replacement at no additional cost. That’s our commitment to getting it right. For fee structure, we keep it straightforward. Contingent search for direct hires typically runs 25% of first-year compensation, and we only get paid when you hire someone. For retained searches where you need dedicated resources working on hard-to-fill positions, we can structure that arrangement. Contract and contract-to-hire pricing depends on the duration, location, and specialty of the role. We’re always willing to discuss terms that make sense for your project and budget. The bottom line is we want to be your long-term staffing partner, not just another vendor, so we’ll work with you to find an arrangement that delivers value.