What This Manual Is � And Isn�t
Your Pre-Read Before Day 1
This is not a screening playbook or a sourcing guide � you already learned those in the TIP. This is a recognition tool. By the end of it, you�ll know every client the Delivery Lead�s team supports, what they make money doing, and what kinds of roles each of them hires.
Your goal after reading this
Walk into your first team meeting and recognise each client by name. Know their line of business. Match a job title to the right client family. That�s it. Sourcing comes later, on the floor � this is the ground beneath that work.
The 4 Domains on This Desk
the Delivery Lead�s desk spans four very different worlds. Each one has its own language, its own clients, and its own typical roles.
Aerospace & Defense
Engines, airframes, avionics
Building, modifying, and maintaining military and commercial aircraft � from engines to wiring harnesses to fuselage assembly.
Clients: Honeywell, Lockheed Martin, Oshkosh Aerotech
Engineering
Design, structural, project management
Mechanical, structural, and process engineers � degree-required roles that design products, plant systems, and infrastructure.
Clients: Honeywell, Southern Company, Cummins
Admin & Functional
Customer care, warranty, support
Office and contact-center roles � warranty analysts, customer care associates, call-center reps. Soft skills + MS Office + attention to detail.
Clients: Oshkosh Defense, Carrier, CoreLogic / Cotality
Manufacturing & Industrial
Technicians, operators, mill workers
Hands-on production roles � maintenance technicians, machine operators, paper-mill utility workers, assemblers.
Clients: BD, WestRock / Smurfit WestRock, SLB
Pharma & Biotech
Lab science, regulatory, QA
Science-graduate roles in pharmaceutical and medical-device companies � research associates, QA analysts, regulatory affairs. Sample JDs to be added by the Delivery Lead.
Clients: Pharmaceutical and medical-device clients (placeholder � awaiting sample JDs)
Read every job description twice before you start sourcing. Some roles � engineering, business professional, project management � are described clearly and you can move fast. Others, especially aerospace technicians, name a very specific aircraft platform (e.g. C-130, F-16). When the JD names a platform, it is non-negotiable: the candidate must have direct experience with that exact aircraft and the work involved (wiring, cabling, harnesses, electrical fabrication). If they don�t, do not submit.
How You Ramp Up � The Sequence
When you join the floor, the Delivery Lead doesn�t throw you straight at engineering reqs. The ramp-up follows a precise sequence � from simpler technician roles to more complex engineering ones � so you learn one tier before moving to the next.
1
Technician Roles
Avionics, Sheet Metal, Maintenance Tech � concrete, hands-on work
2
Admin / Mid-Level
Admin Assistants, Warranty Analysts � functional roles
3
Business Professional
Customer Care, Project Coordinators � soft skills + analytics
4
Engineering
Mechanical, Structural, Process � degree + technical depth
What to expect in your first 3�4 weeks
the Delivery Lead and team will figure out which type of role you�re most comfortable with within 3�4 weeks � based not just on what you understand, but on what kind of search you can put down. Your buddy will let you listen to their calls (recruiter side only, no live conferencing). If your communication is strong, expect to start live calls in 2�3 weeks. If you�re still learning, you�ll get more time on demo calls before going live.
Don�t panic about your live-call timeline. The team will gauge your readiness over the first few weeks � based on how you understand positions and the kind of search you can put down on paper. If you have strong communication skills, expect to be on live calls in 2�3 weeks. If you�re still finding your footing, you�ll get more time on demo calls. What matters is being ready when you go live, not being first.
The non-negotiable on this desk
Compliance is the #1 fault zone in non-IT. Background Check (BGC) and Drug Test (DT) are where placements die � not at the screening call. Your first weeks of training will hammer this home. The earlier you spot a compliance issue, the better your placement record.
How To Use This Manual
Read it once, end-to-end � before your first team meeting. It will take about 25�30 minutes.
Come back to specific sections when a real req lands on your desk. The Client Deep Dives (Section 3) and Role Families (Section 4) are reference material, not study material.
Pay close attention to the the Delivery Lead�s Notes � the gold-bordered callouts. Those are direct quotes and lessons from him. They�re the closest thing to having him sit next to you while you read.
The Glossary (Section 8) covers every domain term used here. C-130, FACO, MRO, GMP � if you don�t recognise an acronym, look it up there before you ask in the meeting.
Section 2 of 8
The 10 Clients � Quick Map
Before we go deep on each client, here�s a one-glance view of all ten. Use the memory cue under each card to lock the client name to its location and signature roles. By the end of this section, you should be able to recall any client�s line of business in one sentence.
[ US Map � Manual Insertion Placeholder ]
To insert: Add a US map image (~900�500 px) showing the 10 client locations as labelled pins.
Locations to mark: Phoenix AZ, Greenville SC, Los Angeles CA, Oshkosh WI, Sparks MD, Delaware Water Gap PA,
East Syracuse NY, Birmingham AL, Atlanta GA, Irving TX, Austin TX, Chicago IL, Columbus IN, Indianapolis IN, Sugar Land TX, OKC.
Locations to mark: Phoenix AZ, Greenville SC, Los Angeles CA, Oshkosh WI, Sparks MD, Delaware Water Gap PA,
East Syracuse NY, Birmingham AL, Atlanta GA, Irving TX, Austin TX, Chicago IL, Columbus IN, Indianapolis IN, Sugar Land TX, OKC.
Geography reality check
Most of the Delivery Lead�s clients are concentrated in the South, Southwest, and Midwest. Texas alone has 4 client sites (Sugar Land, OKC, Irving, Austin). South Carolina, Maryland, Pennsylvania, Alabama, and Indiana each have major facilities. Knowing the location helps you size up the candidate pool fast.
All 10 Clients At A Glance
Click any card to jump to that client�s deep dive in Section 3.
[Honeywell
Logo]
Logo]
Honeywell Aerospace
Aerospace & Defense Tech
?? Phoenix, AZ
Makes aircraft engines, APUs, and avionics. Think: the brain and engines of every plane.
[Lockheed
Martin Logo]
Martin Logo]
Lockheed Martin
Aerospace & Defense
?? Greenville, SC
Global home of the F-16 fighter jet + C-130 sustainment. Think: fighter jets and the world�s biggest cargo plane.
[Oshkosh
Aerotech Logo]
Aerotech Logo]
Oshkosh Aerotech
Airport Ground Equipment
?? Los Angeles, CA
Makes the boarding bridges that connect airport gates to planes. Think: the tunnel you walk through to board a flight.
[Oshkosh
Defense Logo]
Defense Logo]
Oshkosh Defense
Military Vehicles
?? Oshkosh, WI
Builds military trucks � JLTVs, MRAPs, HEMTTs. Think: the heavy-duty trucks the US Army uses.
[BD Logo]
BD � Becton, Dickinson
Medical Devices
?? Sparks, MD
Makes medical instruments and lab diagnostic equipment. Think: the blood-collection tube your doctor uses.
[Smurfit
WestRock Logo]
WestRock Logo]
Smurfit WestRock (formerly WestRock)
Packaging & Paper Mill
?? Delaware Water Gap, PA
Makes corrugated boxes and paperboard packaging. Think: the cardboard box your Amazon order ships in.
[Carrier Logo]
Carrier Corporation
HVAC & Climate Solutions
?? East Syracuse, NY
Invented modern air conditioning. Makes HVAC, refrigeration, fire safety. Think: the AC unit on your roof.
[Southern
Company Logo]
Company Logo]
Southern Company
Power & Utilities
?? Birmingham AL + Atlanta GA
Generates and distributes electricity to 9 million customers across the US Southeast. Think: the power company that keeps Atlanta�s lights on.
[CoreLogic /
Cotality Logo]
Cotality Logo]
CoreLogic / Cotality (rebranded 2025)
Property Data & Analytics
?? Irving + Austin, TX
Provides property and mortgage data to lenders, insurers, and realtors. Think: the database behind every home loan decision.
[Cummins Logo]
Cummins Inc.
Engines & Power Systems
?? Chicago IL, Columbus IN, Indianapolis IN
Makes diesel engines, generators, and power systems. Think: the engine inside the heavy truck overtaking you on the highway.
[SLB /
Schlumberger Logo]
Schlumberger Logo]
SLB (formerly Schlumberger)
Oilfield Services & Energy Tech
?? Sugar Land TX + OKC
World�s largest oilfield services company � helps oil & gas companies find and extract oil. Think: the tech that gets oil out of the ground.
Memory hook
The fastest way to memorise these 10 is to group them: 3 in Aerospace (Honeywell, Lockheed, Oshkosh Aerotech), 4 in Heavy Manufacturing (Oshkosh Defense, BD, Smurfit WestRock, Cummins), 2 in Energy & Utilities (Southern Company, SLB), and 2 in Functional/Tech-Adjacent (Carrier, CoreLogic/Cotality). Locations follow the work: aerospace clusters in the South, manufacturing spreads across the Midwest, energy roots in Texas and Alabama.
Two recent name changes � don�t get tripped up
WestRock merged with Smurfit Kappa in mid-2024 and is now Smurfit WestRock plc. CoreLogic rebranded to Cotality in 2025. Older job orders may still use the old names � both names refer to the same client. The deep-dive section below uses both, so you recognise either one when you see it.
Section 3 of 8
Client Deep Dives
One card per client. Each includes the elevator pitch, what they actually make money doing, where in the US they work with our agency, the role families they hire from, and an instruction note for you. The placeholder block at the bottom of each card is where the Delivery Lead�s repetitive 6-month req list will be added once he sends it.
How to read each card
Start with the elevator pitch � that�s your one-line memory hook. Then scan the line of business. Then check role families to see if you�ll touch this client during ramp-up. Don�t try to memorise every detail today � come back to specific cards when a real req lands.
[Honeywell
Logo]
Logo]
Honeywell Aerospace
Aerospace & Defense Technology � Fortune 100
The brain and engines of every plane. If a commercial or military aircraft is flying somewhere right now, Honeywell almost certainly built part of its engine, avionics, or auxiliary power unit.
What They Do
Honeywell is a Fortune 100 conglomerate with four big businesses: Aerospace, Building Automation, Industrial Automation, and Energy & Sustainability. For US Staffing�s purposes, only Aerospace matters. Honeywell Aerospace makes aircraft engines, auxiliary power units (APUs), avionics, navigation systems, and cockpit electronics for commercial airlines, business jets, military aircraft, and spacecraft.
How They Make Money
Aerospace alone generates ~$15B/year � about half from commercial aircraft contracts (engines, APUs, avionics for Boeing/Airbus) and half from defense contracts. The Aerospace business is structured into three segments: Engines & Power Systems (propulsion + APUs), Electronic Solutions (avionics + navigation), and Control Systems (thermal management + flight control).
Locations We Support
?? Phoenix, AZ
Phoenix is Honeywell Aerospace�s main HQ � about 27,000 employees across 4 business units. The reqs US Staffing sees come from this campus.
Role Families Hired
Engineering
Aerospace Tech
Sample req in our agency�s file: Sr Mechanical Design Engineer (Rotor Dynamics) � gas turbine engine work, 5+ years experience with rotor dynamics or system dynamic transient analyses, ANSYS or NASTRAN proficiency required.
Honeywell engineering reqs are highly specific. The JD will name exact analysis types (rotor dynamics, fan blade out, transient analysis) and exact software (ANSYS, NASTRAN). Match these word-for-word during sourcing � don�t treat them as preferred, treat them as required.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Lockheed
Martin
Logo]
Martin
Logo]
Lockheed Martin
Aerospace & Defense � LMC Greenville
The Global Home of the F-16. The Greenville, SC site builds brand-new F-16 Block 70 fighter jets for the US Air Force and allied nations � and provides nose-to-tail maintenance for the C-130 Hercules and other military aircraft.
What They Do
Lockheed Martin is the world�s largest defense contractor. The Greenville site does two distinct things: (1) New F-16 production � building brand-new Block 70/72 fighter jets that Lockheed thought might never be built again, but international demand has the line ramping to 4 jets/month. (2) Aircraft sustainment � modification, maintenance, repair and overhaul of C-130 Hercules cargo planes, P-3 Orion patrol aircraft, KC-10 tankers, and other military platforms.
How They Make Money
Defense contracts � primarily the US government and approved allied nations (Bahrain, Bulgaria, Slovakia, Taiwan, Jordan have all bought F-16 Block 70s). Sustainment contracts add 15�20 years of life to existing military aircraft. Greenville�s annual economic impact in South Carolina is over $1.3B.
Locations We Support
?? Greenville, SC
Role Families Hired
Aerospace Tech
Sample reqs in our agency�s file: C-130 MOD Avionics Technician (installing electrical harnesses, routing wire/cables, terminating cables, troubleshooting avionics systems � 6+ years modifications experience required), APG Mechanic / F-16 Technician (Final Assembly Check Out � landing gear, powerplants, flight controls), Sheet Metal Mechanic / F-16 Technician (interpreting blueprints, fastener layouts, riveting, precision drilling on aircraft fuselage).
Lockheed reqs name a specific aircraft platform � C-130 for transport/cargo work, F-16 for fighter jet work. The candidate must have hands-on experience with that exact aircraft. Don�t submit a 737 commercial mechanic for an F-16 role � the wiring, harnesses, and structural assembly are completely different. When in doubt, search the req for the platform name and treat it as a hard filter.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Oshkosh
Aerotech
Logo]
Aerotech
Logo]
Oshkosh Aerotech
Airport Ground Support Equipment
The tunnel you walk through to board a flight. Oshkosh Aerotech makes Passenger Boarding Bridges (PBBs) � the moveable bridges that connect airport gates to aircraft � plus other airport ground equipment.
What They Do
Oshkosh Aerotech is the world leader in Passenger Boarding Bridges (formerly Jetway Systems). They also make container/pallet loaders, tow tractors, and other airport gate equipment. Originally part of JBT Corporation � Oshkosh acquired AeroTech in August 2023 for $800M, folding it into the Vocational segment of Oshkosh Corporation.
How They Make Money
Selling and maintaining ground support equipment to commercial airlines, airports, air freight carriers, and military airfields globally. The PBB maintenance contracts (where US Staffing�s reqs come from) involve 24/7 service-level agreements at major airports.
Locations We Support
?? Los Angeles, CA 90045 (LAX)
Role Families Hired
Manufacturing & Industrial
Sample req in our agency�s file: Maintenance Tech II / Machine Repair Technician � diagnose, troubleshoot, repair PBB systems and mechanical/electrical equipment. Skills needed: 480V and 3-phase motors, mechanical/pneumatic/hydraulic repair, blueprint and schematic reading, CMMS software. 3�5 years maintenance experience, valid driver�s license, ability to obtain security clearance for airport access.
PBB roles require airport security clearance � screen for this on the call. Also confirm comfort with rotating schedules (Mon�Sun, weekday + weekend availability as needed). The Oshkosh Admin Assistant case study in Section 6 was for this client � review it before screening any role here.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Oshkosh
Defense
Logo]
Defense
Logo]
Oshkosh Defense
Military Tactical Vehicles
The heavy-duty trucks the US Army uses. Oshkosh Defense builds the Joint Light Tactical Vehicle (JLTV) that�s replacing the Humvee, plus MRAPs, HEMTTs, and the new USPS Next Generation Delivery Vehicle.
What They Do
Oshkosh Defense has built military tactical wheeled vehicles for the Department of Defense for over 90 years. Their portfolio: JLTV (replacing the aging Humvee fleet � 49,099 for the Army + 9,091 for the Marines), MRAP / M-ATV (Mine Resistant Ambush Protected vehicles), HEMTT (Heavy Expanded Mobility Tactical Truck � their original DoD program from 1981), and as of 2024, the NGDV (Next Generation Delivery Vehicle) for the US Postal Service.
How They Make Money
Defense contracts with the US DoD plus international militaries (sales to allied nations). The Defense segment is part of the larger Oshkosh Corporation portfolio (Oshkosh Defense, Oshkosh AeroTech, Pierce, JLG, McNeilus, etc.).
Locations We Support
?? Oshkosh, WI (Hybrid)
Role Families Hired
Admin & Functional
Sample req in our agency�s file: Warranty Analyst � document and maintain warranty repairs in a database, work with engineering and manufacturing to resolve repetitive warranty claims, schedule Service Technicians, set up travel logistics. Skills: Associate�s degree + 3 years experience, strong data entry, Microsoft Office, customer service.
Oshkosh Defense reqs are hybrid (some onsite, some remote in Oshkosh WI). Confirm the candidate is local or willing to relocate to the Wisconsin Fox Valley region. Most Defense reqs require flexibility for international calls (different time zones) and occasional overtime.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[BD Logo]
BD � Becton, Dickinson and Company
Medical Devices � Fortune 211
The blood-collection tube your doctor uses. ~90% of US inpatients use at least one BD product during a hospital stay. The Sparks, MD campus is the global HQ for BD�s Integrated Diagnostic Solutions.
What They Do
BD is a global medical technology company founded in 1897. They manufacture medical devices, instrument systems, and reagents across three businesses: BD Medical (drug delivery, infusion, diabetes care), BD Life Sciences (clinical and lab instruments � the Vacutainer blood-collection system, the BD MAX molecular diagnostics platform), and BD Interventional (Bard products for surgery, vascular, urology). The Sparks campus � 6 buildings, ~2,000 associates � is the worldwide HQ for Diagnostic Solutions.
How They Make Money
Selling medical devices and consumables to hospitals, healthcare systems, clinical labs, and pharmaceutical companies. ~$20B in annual revenue, Fortune 211. Heavy R&D investment in COVID-19 diagnostics, monkeypox tests, and lab automation.
Locations We Support
?? Sparks, MD 21152
Role Families Hired
Manufacturing & Industrial
Pharma / Biotech
Sample req in our agency�s file: Test Technician 1, Instruments � production assembly, system analysis, performance optimization, basic electrical/mechanical/software troubleshooting on instrument testing. Skills: AA degree in mechatronics or 5 years troubleshooting experience, GMP knowledge, in-person interviews. Pay $25/hr, 7am�3:30pm shift.
BD is a regulated medical-device manufacturer � GMP (Good Manufacturing Practice) knowledge is non-negotiable on the call. Ask: �Have you worked in a regulated environment under GMP?� If they don�t know what GMP is, screen out for production roles. Also: BD interviews are in-person � confirm the candidate is local or willing to commute to Sparks before submitting.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Smurfit
WestRock
Logo]
WestRock
Logo]
Smurfit WestRock formerly WestRock
Packaging & Paper Mill
The cardboard box your Amazon order ships in. Smurfit WestRock is a global leader in sustainable packaging � 500+ packaging plants and 63 paper mills across 40 countries. The Delaware Water Gap (Stroudsburg) mill makes paperboard for boxes and packaging.
Name change � July 2024
WestRock Company merged with Smurfit Kappa Group in July 2024 to form Smurfit WestRock plc. Archived agency requisitions and VMS entries may still say �WestRock�. Both names refer to the same client � don�t treat them as different accounts.
What They Do
Smurfit WestRock makes corrugated containerboard, paperboard, folding cartons, and paper-based packaging for consumer goods, food & beverage, e-commerce, and industrial customers. The Delaware Water Gap site is a paper mill � producing recycled paperboard that�s then converted into boxes elsewhere.
How They Make Money
Producing and selling packaging materials to brands and retailers. Heavy paper-mill operations are 24/7 � three shifts running every day. Higher demand from e-commerce growth has kept these mills busy.
Locations We Support
?? Delaware Water Gap, PA 18327
Role Families Hired
Manufacturing & Industrial
Sample req in our agency�s file: Utility Worker III � heavy industrial labour at the paper mill. Picking up paper, sweeping, cleaning with hand tools, shoveling, handling chemicals, operating core-cutting machine, forklift operation (only ~10% of the job � this is mostly manual labour). Must lift 50 lbs. Steel toe shoes required. Tobacco-free facility.
Mill jobs are 3-shift operations (1st 7am�3pm, 2nd 3pm�11pm, 3rd 11pm�7am). Candidates must be flexible for all shifts and be okay with manual labour in hot/cold/dirty conditions. The req says �If selected candidates are late or NCNS, they will be terminated immediately. No exceptions.� � this is a strict-attendance environment. Screen for reliability and physical readiness on every call.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Carrier
Logo]
Logo]
Carrier Corporation
HVAC & Climate Solutions
The AC unit on your roof. Carrier invented modern air conditioning in 1902. Today they�re a $20B company making HVAC, refrigeration, and fire safety equipment for homes, offices, and industry � the East Syracuse site is their R&D and engineering hub.
What They Do
Carrier Global Corporation makes HVAC systems (heating, ventilation, air conditioning) for residential and commercial buildings, commercial refrigeration, and fire and security technologies. East Syracuse / DeWitt is their primary engineering and design center for North America.
How They Make Money
Three businesses: Carrier Residential (home HVAC), Carrier Commercial (office/retail/school HVAC), and the Refrigeration + Security segments. Spun off from United Technologies in 2020 as an independent company. ~52,000 employees globally, customers in 160 countries.
Locations We Support
?? East Syracuse, NY
Role Families Hired
Admin & Functional
Sample req in our agency�s file: Call Center Representative � manage inbound calls, generate sales leads, customer service, complaint handling. Skills: 6+ months call center experience, MS Office, type 35�45 wpm, HS Diploma/GED. Pay $19/hr, 2-year contract.
Carrier�s Syracuse roles are mostly contact-center / functional support � not engineering. Treat them like business-professional reqs: focus on communication skills, MS Office proficiency, and call-handling speed. Confirm typing speed during the call (35+ wpm is the bar). Standard work day � no shift complications.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Southern
Company
Logo]
Company
Logo]
Southern Company
Power & Utilities � Fortune 163
The power company that keeps Atlanta�s lights on. Southern Company is the second-largest US utility � serving 9 million electric and gas customers across 6 states with ~31,300 employees and 103 power plants.
What They Do
Southern Company generates and distributes electricity and natural gas. The corporate family includes Alabama Power, Georgia Power, Mississippi Power, Southern Power (wholesale), Southern Nuclear (operates Farley, Hatch, Vogtle nuclear plants), Southern Linc (cellular), and Southern Company Gas. The Birmingham campus houses Southern Company Services, the shared engineering services arm.
How They Make Money
Selling regulated electricity and gas to retail customers. ~$24B annual revenue. The full generation portfolio: natural gas, coal, nuclear, hydro, solar, and wind. Smart Neighborhood projects in Atlanta and suburban Birmingham showcase distributed-energy resources.
Locations We Support
?? Birmingham, AL
?? Atlanta, GA
Role Families Hired
Engineering
Sample reqs in our agency�s file: Structural Designer (Birmingham) � laser scan data collection, site inspections of concrete/steel industrial structures, AutoCAD steel/concrete drawings, 5+ years experience. Engineer 1 (Atlanta) � entry-level engineering role for power-related systems design, 0�5 years experience, accredited bachelor�s degree.
Southern Company is a safety-critical, regulated utility. Look for OSHA / MSHA training on resumes, willingness to work at extreme heights or in confined spaces (for inspection roles), and PPE compliance experience. The Birmingham reqs often involve laser-scanning equipment and FARO SCENE software � that�s a tell-tale sign you�re looking at a structural inspection role.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[CoreLogic /
Cotality
Logo]
Cotality
Logo]
CoreLogic now Cotality (2025)
Property Data & Analytics
The database behind every home loan decision. CoreLogic provides property data, analytics, and software to mortgage lenders, insurers, real estate agents, and government agencies � powering the US housing market behind the scenes.
Name change � 2025
CoreLogic rebranded to Cotality in 2025. The website is now cotality.com. Archived agency requisitions may say �CoreLogic� � same client. Don�t treat the rebrand as a different account.
What They Do
Cotality (CoreLogic) maintains the most comprehensive US property database � real estate records, mortgage information, judgments, liens, building/replacement costs, parcel/geospatial data, flood-zone data, criminal background, and property tax data. Their tools are used for property valuation, risk assessment, fraud prevention, mortgage origination, and insurance underwriting.
How They Make Money
Subscriptions and per-transaction fees from mortgage lenders, banks, insurers, real estate professionals, and government agencies. ~5,000 employees globally. Recent moves: Discovery Platform (cloud data exchange), Vexcel imagery for catastrophe damage assessment, expansion of contractor solutions globally.
Locations We Support
?? Irving, TX
?? Austin, TX
Role Families Hired
Admin & Functional
Sample req in our agency�s file: Associate, Customer Care � contact-center role managing inbound inquiries, document discussions, multi-system navigation (up to 10 systems), customer service and active listening, 4 weeks training (8�5 CST), then anywhere 7am�7pm shifts. Skills: HS Diploma + 3 years customer support, tax/banking/mortgage/real estate industry experience required, typing 35+ wpm.
Cotality customer-care roles require industry experience in tax, banking, mortgage, or real estate. A generic call-center background isn�t enough � the candidate must speak the language of the property/mortgage industry. Confirm this on the call by asking specifically about prior employers or domains. Hybrid model: 2 days onsite per week after training.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Cummins
Logo]
Logo]
Cummins Inc.
Engines & Power Systems � Fortune 149
The engine inside the heavy truck overtaking you on the highway. Cummins designs, manufactures, and services diesel engines, electric powertrains, and power generation systems � founded in 1919 in Columbus, Indiana.
What They Do
Cummins operates five business segments: Engine (diesel and natural gas engines for trucks, buses, RVs, construction, mining, marine, rail, defense), Power Systems (high-horsepower engines + power generation), Components (turbochargers, fuel systems, transmissions, axles), Distribution (parts/service network), and Accelera by Cummins (zero-emissions technologies � battery, electric powertrains, electrolyzers).
How They Make Money
Selling engines, powertrains, and components to OEMs (Original Equipment Manufacturers) like Freightliner, PACCAR, Volvo Trucks, plus distributors and end customers. ~$34B annual revenue, ~70,000 employees worldwide. Service through 600+ company-owned and independent distributors across 190 countries.
Locations We Support
?? Chicago, IL
?? Columbus, IN
?? Indianapolis, IN
Role Families Hired
Engineering
Sample req in our agency�s file: Construction Project Manager � Service � field PM overseeing construction-related work, planning/aligning projects, Excel + Smartsheets, mitigating risk, tracking invoices, leading meetings. 5+ years experience, bachelor�s preferred but relevant experience considered. Pay $46�$50/hr, Mon�Fri 7am�4pm.
Cummins is also one of the Commercial Account Manager�s clients (managed via Fieldglass VMS for his light/heavy industrial reqs). the Delivery Lead�s desk gets the construction project management and engineering reqs. Don�t confuse these two intake streams � check the VMS and the manager assignment before sourcing.
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[SLB /
Schlumberger
Logo]
Schlumberger
Logo]
SLB formerly Schlumberger
Oilfield Services & Energy Technology
The tech that gets oil out of the ground. SLB is the world�s largest oilfield services company � helping oil & gas companies find, drill, and produce hydrocarbons. The Sugar Land, TX campus is their North American HQ and a 200-acre R&D site.
Name change
Schlumberger officially renamed to SLB in 2022 (introduced new portfolio/branding 2021). Archived agency requisitions and job codes may still say �Schlumberger� or use the SLB job code prefix (e.g. �1SLBJP00...�). Same client.
What They Do
SLB provides services across the entire oil & gas lifecycle: seismic data processing (finding oil), directional drilling and well construction, well cementing and stimulation, artificial lift (pumping oil to surface), well completions, flow assurance, plus consulting and software/data management. The Sugar Land campus is the HQ for Well Construction division and US Land operations.
How They Make Money
Service contracts with oil & gas operators (BP, Shell, ExxonMobil, national oil companies). Recently acquired ChampionX in 2025 for $7.8B, adding ~6,400 employees. Operating in 80+ countries with ~83,000�100,000 employees globally.
Locations We Support
?? Sugar Land, TX
?? Oklahoma City, OK
Role Families Hired
Manufacturing & Industrial
Sample reqs in our agency�s file: Machine Operator (Sugar Land) � SMT machine operator handling pick-and-place, reflow ovens, electronic components for printed wiring assemblies (PWA). 2�3 years experience, HS Diploma/GED, SAP proficiency, 2nd shift M�F (2pm�10pm). Pay $20/hr. Assembler (OKC) � assemble and test products, read blueprints, identify components, use hand tools. 2 years minimum, $18�20/hr based on experience.
SLB�s Sugar Land roles are electronics manufacturing (SMT, pick-and-place, reflow ovens, PWA), not directly oilfield work. The end product is electronics that go into downhole tools and oilfield equipment. Don�t expect candidates to have oil & gas experience � instead, look for SMT manufacturing, electronic components, and SAP experience. Job codes start with
82140311, 82140314 (assembler / machine operator).
Repetitive Reqs (Last 6 Months)
To be added once the Delivery Lead shares the list.
[Pharma
Clients
TBD]
Clients
TBD]
Pharmaceutical & Medical Device Clients
Pharma / Biotech � Awaiting Sample JDs
the Delivery Lead�s desk includes pharmaceutical and biotech clients in addition to the 10 above. Sample JDs and client details are pending � this section will be filled in once the Delivery Lead shares them.
What We Know So Far
Per the Delivery Lead�s call: pharma/biotech is on this desk. Roles will likely span Research Associates, Process Development Engineers, QA / Regulatory Affairs Analysts, and similar BS/MS science-graduate positions. The screening approach is fundamentally different from industrial / aerospace recruiting � credential-first (degree level, GPA, lab techniques), then skills, then availability.
When you receive a pharma req on this desk, do not apply industrial-recruiting instincts (speed, physical ability checks, shift availability). Pharma is a separate mental model: ask about degree first (BS / MS / PhD in Life Sciences, Chemistry, Biology, Biochemistry), then specific lab techniques (PCR, ELISA, HPLC, cell culture, mass spec), then GMP / GLP training, then availability. The interview process is also longer (2�4 rounds vs 1).
Pending from the Delivery Lead
(a) Pharma client list, (b) Sample pharma JDs, (c) Repetitive pharma reqs from last 6 months.
That�s all 10 clients
Now you�ve seen the whole desk. Section 4 zooms out to the role families � the patterns that repeat across these clients. By the end of that section, you�ll be able to look at a job title alone and predict which client it belongs to.
Section 4 of 8
The 5 Role Families
In Section 3 you saw the clients. Now we zoom out to the roles. Across all 10 clients, the work breaks into five families � each with its own type of candidate, screening priorities, and red flags. By the end of this section you should be able to look at a job title alone and predict (a) which role family it belongs to and (b) which client it�s likely from.
How to use this section
For each role family, you�ll see what the person actually does on the job, where you�ll see the role, green flags on a resume, things to probe further, and the clients who hire from this family. Read it once now � then come back when a real req lands.
Aerospace Technicians
Hands-on aircraft work
What they do: Build, modify, repair, and maintain aircraft � military and commercial. The work is physical and platform-specific: installing wiring harnesses, riveting fuselage panels, running operational checks, troubleshooting avionics. Each candidate�s experience is tied to a specific aircraft (C-130, F-16, P-3 Orion).
? Green Flags on Resume
- Specific aircraft platform named (C-130, F-16, P-3, KC-10)
- 5�6+ years recent military or commercial aviation experience
- Hands-on with wiring harnesses, cabling, electrical fabrication
- Phase Maintenance, Final Assembly, or Flight Ops experience
- Precision drilling / riveting / countersinking experience
- Willingness to work 1st, 2nd, or weekend shifts
? Probe Further If
- Resume says �aviation� but no specific aircraft listed
- Only commercial 737/A320 experience for a fighter jet role
- Gap of 2+ years between aviation roles
- No mention of recent modifications work for MOD reqs
- Listed certifications (A&P, FAA) but no hands-on production work
- Cannot work shifts (most reqs require shift flexibility)
When a Lockheed req says C-130 or F-16, that aircraft is non-negotiable � not preferred. A 737 mechanic cannot do F-16 work; the wiring, structural assembly, and tolerances are completely different. Search the resume for the platform name; if it�s not there, the candidate isn�t a fit.
Engineering
Degree-required technical roles
What they do: Design products, plant systems, and infrastructure. Mechanical engineers do rotor dynamics and finite element analysis. Structural engineers do laser scanning and 3D modeling. Construction project managers oversee site builds. These are degree-required roles � usually with specific software (ANSYS, NASTRAN, AutoCAD, FARO SCENE) named in the JD.
? Green Flags on Resume
- Bachelor�s degree in Mechanical, Civil, Aerospace, or Electrical Engineering
- Specific software named (ANSYS, NASTRAN, AutoCAD, Civil 3D, Revit, SolidWorks)
- Years of experience match the JD�s minimum (usually 5+)
- Industry-relevant project history (aerospace, power, oil & gas)
- PE licence, PMP, or Six Sigma cert � even if listed as �preferred�
- Mentor/lead experience for senior reqs
? Probe Further If
- Software listed but no project context (e.g. �familiar with AutoCAD�)
- Engineering degree but only academic / research experience
- Project scale unclear (was the project $50K or $50M?)
- Multiple short stints (under 1 year) across engineering firms
- Listed as �Engineer� but resume reads more like a technician role
- Generic project descriptions with no measurable outcomes
Engineering reqs are highly specific by design � clients name exact analysis types and software because the work is unforgiving of misfits. Match the keywords during sourcing. For senior roles, ask the candidate to walk through a recent project (budget, team size, software stack) so you can verify scale.
Admin & Functional
Office, customer care, support
What they do: Run the support functions that keep clients running � warranty analysis, customer care, call-center work, data entry, scheduling. The skill stack is soft skills + MS Office + attention to detail + typing speed. Most are contact-center or hybrid roles with structured shifts.
? Green Flags on Resume
- HS Diploma / GED minimum, Associate�s preferred for Warranty
- 3+ years customer service or contact-center experience
- Industry experience matches the client (mortgage/banking for Cotality, etc.)
- MS Office proficiency (Word, Excel, Outlook)
- Typing speed 35�45 wpm explicitly mentioned
- Stable tenure � 1+ years per role for last 2 jobs
? Probe Further If
- No industry-specific experience for Cotality reqs (tax/banking/mortgage required)
- Cannot work the required hours (e.g. CST training shift, hybrid 2 days onsite)
- Sales-only background applying for support role (mismatch)
- Multiple short stints across BPOs / call centers
- No mention of multi-system navigation for Cotality (up to 10 systems)
- Customer service listed but no specifics on volume / metrics
Admin roles look easy on the surface, but the industry filter matters. A Cotality customer-care req requires tax/banking/mortgage/real estate experience � a generic call-center background won�t pass. Always confirm typing speed on the call (35+ wpm baseline). Confirm the candidate can commit to the schedule, especially for hybrid roles.
Manufacturing & Industrial
Hands-on production, technicians, operators
What they do: The hands-on production roles � running machines on a factory floor, repairing complex equipment, working in paper mills, assembling electronics. This is shift work with physical demands, certifications, and safety compliance at its core.
? Green Flags on Resume
- HS Diploma / GED + relevant trade experience (2�5 years)
- Certifications match the equipment (e.g. SMT machines for SLB)
- Specific systems named: 480V motors, CMMS, SAP, GMP
- Blueprint / schematic reading explicitly listed
- Steady shift work history (especially night / weekend)
- Forklift cert, valid driver�s licence, ability to obtain security clearance
? Probe Further If
- Heavy attendance gaps in last 2 years (red flag for mill jobs)
- No specific equipment named (just �factory worker�)
- Cannot pass DT (especially THC for WestRock paper mill)
- Physical limitations not disclosed but role requires lifting 50 lbs
- Shift-flexibility unclear � mill jobs are 24/7 rotating
- No GMP knowledge for BD medical-device production
Each Manufacturing client has a different non-negotiable: BD = GMP knowledge, WestRock = strict attendance + THC clearance, Oshkosh PBB = airport security clearance, SLB = SMT/electronics manufacturing experience. Identify the client�s key filter before you start sourcing � it saves rejected submissions.
Pharma / Biotech
Lab science, regulatory, QA � awaiting client list
What they do: Laboratory science roles in pharmaceutical and medical-device companies. Research Associates run experiments and assays. Process Development Engineers scale lab work into manufacturing. Regulatory Affairs / QA Analysts manage FDA submissions and audit compliance. Sample JDs are pending from the Delivery Lead � this section will deepen once we have them.
? Green Flags on Resume
- BS / MS / PhD in Life Sciences, Chemistry, Biology, or Biochemistry
- GPA 3.0+ for entry-level (where mentioned)
- Lab techniques specifically named (PCR, ELISA, HPLC, cell culture, mass spec)
- GMP / GLP training in regulated environments
- Industry experience (not just academic lab)
- Published papers / posters for senior roles
? Probe Further If
- Non-science degree applying for a lab role
- Only academic lab experience � no industry / regulated environment
- Vague technique mentions (�familiar with PCR�) � probe depth
- GMP listed but candidate can�t define it on the call
- Multiple short stints (<6 months) across pharma firms
- No SOP / documentation experience for regulatory roles
Pharma is a completely different mental model from industrial recruiting. Don�t open with availability or pay rate � open with the degree. Ask: �What degree do you hold and from which institution?� Then probe lab techniques and GMP/GLP exposure. Pharma interview cycles run 2�4 rounds and 2�6 weeks � set this expectation with the candidate early so they don�t back out mid-process.
Quick test � can you match these?
Try this in your head: Avionics Technician ? Aerospace Tech ? Lockheed. Customer Care Associate ? Admin & Functional ? Cotality (or Carrier). Test Technician 1 ? Manufacturing ? BD. Sr Mechanical Design Engineer ? Engineering ? Honeywell. Got these? You�re ready for the floor.
Section 5 of 8
Screening Protocol on This Desk
You learned the screening call in Week 1 of the TIP. This section is the desk-specific overlay � the 9-step flow the Delivery Lead�s team uses, plus the few non-IT-specific things you must do differently. Compliance lives in steps 6 and 8 � that�s where placements on this desk live or die.
Why this section exists
Non-IT screening differs from IT in two ways: (1) compliance is the #1 failure point, not skills mismatch, and (2) you must check for previous client submissions before you reveal the client name. Get these two right and your placement rate climbs.
The 9-Step Flow
Walk through each step in order on every screening call. Don�t skip steps. Don�t reorder them.
1
Greet & Introduce
State who you are, the company you�re calling from, and the purpose of the call. Keep it short � under 15 seconds.
Hi, this is [Name] from US Staffing. I came across your profile on [source] and I�m calling about an opportunity that may be a good fit. Do you have a couple of minutes?
2
Confirm It�s the Right Time
The candidate may be driving, at work, or with family. Ask explicitly. If it�s not the right time, schedule a callback � don�t plough through a half-attentive call.
Is this a good time to talk for about 10 minutes, or would you prefer I call back later this evening?
3
Check Motivation Before Disclosing the Role
Before you name the client or the position, find out what kind of role the candidate is looking for � type of work, location, duration, rate. This lets you confirm fit silently and protects against rate-shopping. Hold the client name back at this stage.
Are you currently looking for new opportunities? What kind of role, location, and rate are you targeting right now?
4
Check for Previous Submission to the Same Client
Non-IT clients are worked by multiple staffing vendors at the same time. Before you reveal the client name, ask whether the candidate has been submitted to or interviewed at that client recently. Submitting a duplicate is a wasted req and a strike against US Staffing with the MSP.
Before I share the client name � have you been submitted to or interviewed at any [aerospace / manufacturing / utilities] companies in the last 6 months? Any names you remember?
5
Disclose the Role & Verify Must-Haves
Once you�ve cleared duplicates, share the role � client name, title, location, duration, work model. Then verify the must-have skills the JD names. Match the JD�s wording exactly.
The role is with [Client] in [Location]. It�s a [duration] contract. The must-haves are [skills 1, 2, 3]. Walk me through your experience with each of these.
6
Pay Expectations & Benefits
Confirm the candidate�s pay expectation against what the JD allows. State US Staffing�s benefits offering. Never quote bill rate to the candidate � only pay rate.
What pay rate are you targeting on W-2? For this role we�re looking at [pay range]. US Staffing offers [benefits summary] for W-2 contractors.
7
Holiday & Schedule Check
Ask about planned holidays in the next 90 days, especially for shift roles. Confirm shift availability if the role is shift-based (1st / 2nd / 3rd / weekend).
The role is [shift]. Are you comfortable with that schedule? Any planned holidays or unavailability in the next 90 days?
8
BGC & Drug Test � The Most Important Step
Background check and drug test compliance is the #1 failure point on this desk. Confirm the candidate is comfortable with both. Use the HIPAA-safe medication question (see Section 6 for full case study). Document everything in the call notes.
This role requires a standard background check and a drug test before start. Are you comfortable proceeding on that basis? Are you currently taking any prescribed medication that a doctor has prescribed?
9
RTR & Close
Get verbal Right to Represent on the call, then send the RTR email. Confirm the candidate will reply. Thank them, set expectations on next steps, and end the call cleanly.
Before we wrap � do I have your permission to submit your profile to [Client] for the [Role] in [Location]? I�ll send you a quick confirmation email; please reply so I can move forward today.
After the Call � Internal Submission
1. Jot down every parameter � pay expectation, benefits acceptance, holiday plans, BGC/DT consent, prescribed medication response, RTR confirmation. These go in the submission email to your TL or Manager.
2. Send the internal submission email to your TL/Manager for approval before any client-facing submission. The TL�s second screening focuses on compliance, not GD � that�s where the gaps usually are.
3. Document the submission in Ceipal � this is non-negotiable. See Section 7 for the full documentation rule.
When your TL or RM does a second screening on your candidate, expect them to focus heavily on the compliance side � BGC, drug test, prescribed medication. They will not spend much time re-validating GD or skills, because that�s your job in the first screening. Show up to that handoff with every compliance answer documented in the submission email. The earlier you flag a compliance risk, the better the placement record.
Two things you cannot ask � ever
Do not ask �Are you taking any drugs?� (HIPAA violation). Do not probe a candidate�s disability, even if a JD mentions a physical requirement like �lift up to 20 lbs�. Both questions are unpacked with full context in Section 6.
? Read the case studies
Section 6 of 8
Two Critical Case Studies
Two real situations from this desk that every recruiter must internalise before hitting the floor. Both involve federal compliance laws (HIPAA and ADA) where the wrong instinct can kill a placement, expose US Staffing to legal risk, or worst, harm the candidate. Read these slowly. The lessons matter more than the stories.
Case Study #1 � HIPAA Compliance
How to Ask About Medication Without Breaking the Law
The Setup
Most non-IT roles on this desk require a drug test (DT) before the candidate can start. As a recruiter, you need to flag potential DT failures before submission � not after. But the obvious question (�Are you taking any drugs?�) is a HIPAA violation. You cannot ask about a candidate�s medical condition or medication regimen directly.
Wrong Way vs Right Way
? HIPAA Violation
Are you taking any drugs?
Why it�s wrong: This question probes the candidate�s medical condition. Under HIPAA, you cannot ask a candidate to disclose protected health information directly. Even if the candidate volunteers an answer, you�ve created legal exposure for yourself and our agency.
? Compliant & Useful
Are you currently taking any prescribed medication that a doctor has prescribed?
Why it works: You�re asking about a prescription, not a condition. The candidate can disclose voluntarily without revealing their medical history. If they say yes, the MRO (Medical Review Officer) at the DT facility can validate the prescription against the test results � protecting both the candidate and the placement.
The Real-World Problem This Solves
Several US states allow medical marijuana with a prescription. A candidate who takes it legally will fail a standard DT � unless the MRO is notified in advance. Your screening question gives the candidate a chance to disclose the prescription so the MRO can clear it. Without that step: candidate fails DT ? offer rescinded ? req re-opens ? weeks of work wasted.
?? Lesson
Asking about prescribed medication is not asking about the medical condition. The phrasing protects everyone. Memorise this question word-for-word and use it on every screening call before BGC/DT confirmation: �Are you on any prescribed medication that a doctor has prescribed?�
Case Study #2 � ADA & Protected Veteran Status
The Oshkosh Admin Assistant � What Almost Got Lost
The Story
A staffing recruiter screened a candidate for an Oshkosh Admin Assistant Level 3 role � pay $35/hr, bill $50/hr.
The JD said �Must be able to lift up to 20 lbs.� The recruiter took this as a standard physical requirement and moved forward without probing.
During the pre-close call (the final check before submission), the candidate disclosed she is a certified disabled veteran � a fact she had not been asked about and had not volunteered earlier.
The candidate�s tone shifted: �I have served my country. No one had checked me earlier. And under HIPAA, you cannot check that.�
The recruiter went back to the client to ask: what does �lift up to 20 lbs� actually mean for this Admin role? The answer: lifting laptops and office supplies between desks. Not heavy materials. Not constant lifting.
The placement moved forward. The candidate started. Crisis averted � but only because the team caught it just in time.
What Went Wrong � And What Almost Went Wrong
The recruiter took the JD�s physical requirement at face value and didn�t verify what it meant in practice. Worse, when the candidate�s disability surfaced, the conversation could easily have gone the wrong way � the recruiter could have probed the disability (a HIPAA violation) or disqualified the candidate without checking with the client (an ADA reasonable accommodation issue, since lifting 20 lbs of laptops is trivially accommodatable for most disabled candidates).
The Three Federal Laws at Play
HIPAA (Health Insurance Portability and Accountability Act) � you cannot ask a candidate to disclose their medical condition or disability directly. If a candidate volunteers it, you may discuss it factually but cannot probe for more details.
ADA (Americans with Disabilities Act) � if a candidate�s disability is below the federal threshold (40%), employers must provide reasonable accommodation at the workplace. You cannot disqualify a candidate because of their disability if reasonable accommodation is feasible.
VEVRAA / Protected Veteran Status � veterans (especially disabled veterans) are a federally protected class. Disqualifying them on the basis of disability is doubly risky � both ADA and veteran-protection laws apply.
?? Three Lessons From This Case
1. Don�t take JD requirements at face value. When a JD says �lift up to 20 lbs�, ask the client what that lifting actually involves before disqualifying anyone � especially in admin roles where the requirement is often nominal.
2. Don�t probe a candidate�s disability. If a candidate volunteers it, listen, document factually, and check with the client whether reasonable accommodation is feasible. Do not ask about the nature, severity, or cause of the disability.
3. Reasonable accommodation is the default. Under the ADA, if the candidate can perform the essential functions of the job with reasonable accommodation, the placement should move forward. The recruiter�s job is not to filter on disability � it�s to verify essential job functions with the client.
This case is the reason BGC and DT compliance get drilled into you so hard on this desk. Every JD has hidden risks � physical requirements, security clearances, drug-test sensitivities � that look standard but carry compliance weight. If the JD has a physical requirement and you�re unsure what it really means, ask the client before screening. Don�t let assumptions cost you a placement.
Across both cases � one master rule
On this desk, the bias is toward over-disclosure to the client and under-probing of the candidate. When in doubt: ask the client what the JD actually means, never ask the candidate about their medical condition, and document everything in Ceipal so the next recruiter benefits from your learning.
Section 7 of 8
Sourcing & Submissions on This Desk
Where do you find candidates for these clients, and what happens after the screening call? This section answers both. The sourcing waterfall below is the order the Delivery Lead�s team uses � internal database always first � followed by the documentation rule that decides whether your work counts.
The Sourcing Waterfall
Always work the waterfall in order. Internal first, then external. Don�t skip Ceipal � warm leads from past placements convert 5� faster than cold sourcing.
1
Ceipal � Internal Database ATS
Always first. US Staffing�s internal database holds candidates from past placements, hotlists, and previous submissions. Use Ceipal�s integrated search and master CB (CareerBuilder) feed before opening any external job board. A candidate who has worked with our agency before is faster to engage, has known compliance status, and trusts the recruiter.
2
Indeed Job Board
High-volume external sourcing for industrial, manufacturing, and admin roles. Strongest for the clients with shift-based or hourly contract roles � Smurfit WestRock, Carrier, Cotality customer care, BD Test Technician. Indeed�s �urgently hiring� tag boosts response rate when the req has a tight start date.
3
LinkedIn Job Board
Primary sourcing for engineering and pharma reqs. Use Boolean search across job titles, software (ANSYS, NASTRAN, AutoCAD), and certifications. LinkedIn Recruiter InMail is your friend for passive candidates. Strong for Honeywell, Southern Company, and Cummins engineering roles, plus pharma reqs once they land.
4
CareerBuilder Job Board
Backup channel for industrial and admin roles when Indeed and Ceipal don�t surface enough candidates. Sometimes integrates directly into Ceipal�s search results � verify whether your CB results are coming through Ceipal or need a separate query.
Job boards the Delivery Lead�s team does NOT use as a primary source
Dice (IT-focused, mostly irrelevant for non-IT), Monster (limited non-IT volume), ZipRecruiter (occasional for high-volume LI). If you find yourself opening these as a first move, stop and check Ceipal first.
Internal database first. Always. If Ceipal�s integrated search and CB feed return enough warm candidates, you may not need to open a job board at all. Recruiters who default to Indeed for every req miss the easiest wins � placed-before candidates who are already known to our agency.
After the Screening Call � Documentation Rule
The non-negotiable
Every submission must be documented in Ceipal.
Everything � and that means everything � must go into Ceipal. Internal submission emails to your TL or RM are fine for approval, but the data must also live in Ceipal. Without the Ceipal entry, the work effectively didn�t happen for the team�s records, the analytics, or the compliance audit trail.
What goes into Ceipal for each submission
- Candidate profile � resume uploaded, contact details, work authorisation
- Screening notes � pay expectation, holiday plans, BGC/DT consent, prescribed medication response
- RTR confirmation � verbal on call + email reply attached
- Job order link � the req the candidate is being submitted to
- Submission status � submitted to TL, approved, sent to client/MSP
- Outcome � interview scheduled, offer, started, or rejected (with reason)
Why this matters beyond just �the rule�
Documented submissions become your hotlist for the next req. Documented rejection reasons protect US Staffing when the same candidate resurfaces 6 months later. Documented compliance answers protect you when there�s a dispute. The 60 seconds you spend updating Ceipal after a call saves hours later.
You�ve almost finished the manual
One section to go � the Glossary. Section 8 covers every domain term used so far. Use it as a lookup whenever you hit an acronym you don�t recognise.
Section 8 of 8
Glossary
Every domain term used in this manual, grouped by category. Use the search box if you�re looking for a specific term � it filters across all categories live as you type. The categories are: Aerospace, Defense, Manufacturing & Industrial, Pharma & Medical, Compliance & Law, and Tools & Process.
How to use the glossary
Type any acronym or term in the search box. Definitions stay short and plain � not textbook. If a term has client context (e.g. JLTV is an Oshkosh program), the definition tells you which client.
69 terms across 6 categories
Aerospace
12 terms
C-130 Hercules
A four-engine military transport aircraft used by the US Air Force and allies for cargo, troops, and humanitarian missions. Lockheed Martin Greenville performs nose-to-tail sustainment on C-130s.
F-16 Fighting Falcon
A single-engine multirole fighter jet, nicknamed �Viper�. The newest variant is the F-16 Block 70/72, manufactured at Lockheed Martin Greenville � the �Global Home of the F-16�.
P-3 Orion
A four-engine maritime patrol aircraft, used for anti-submarine and surveillance missions. The first aircraft serviced at the Lockheed Greenville site when it opened in 1984.
Block 70 / Block 72
The latest production variant of the F-16, with upgraded avionics, mission systems, and digital cockpit. Currently being built for Bahrain, Bulgaria, Slovakia, Jordan, and Taiwan.
APG
A technician role in F-16 final assembly � inspecting, troubleshooting, and repairing aircraft systems including landing gear, powerplants, flight controls. Appears in Lockheed Greenville reqs.
FACO
The final stage of aircraft production where systems are inspected, tested, and certified before delivery to the customer. Used in Lockheed F-16 production at Greenville.
MOD
Modification work on an existing aircraft � e.g. installing new avionics, upgrading wiring, retrofitting components. The Lockheed Greenville �MOD Hangar� performs this work on C-130 and other platforms.
Avionics
The electronic systems on an aircraft � navigation, communication, radar, flight controls. An avionics technician installs and repairs these systems.
APU
A small turbine engine on an aircraft that provides power and air pressure when the main engines are off. Honeywell Aerospace is a major APU manufacturer.
Sheet Metal Mechanic
A technician who fabricates, assembles, installs, and repairs aircraft sheet metal and structural components � precision drilling, riveting, countersinking.
Rotor Dynamics
The engineering analysis of rotating components in a turbine engine (vibrations, balance, transient behavior). A specialty for senior aerospace mechanical design engineers at Honeywell.
PBB
The moveable enclosed bridge that connects an airport gate to an aircraft door. Oshkosh Aerotech (formerly Jetway Systems) is the world leader in PBB manufacturing and maintenance.
Defense & Military
7 terms
JLTV
A US military vehicle replacing the aging Humvee fleet. Oshkosh Defense won the original JLTV contract in 2015 � over $6.75B for up to 16,901 vehicles initially.
MRAP
A category of armored military vehicles designed to survive IED blasts and ambushes. Oshkosh Defense produces the M-ATV variant.
M-ATV
A lighter, more mobile MRAP variant developed by Oshkosh Defense for off-road military operations.
HEMTT
An 8�8 heavy-duty military truck. Oshkosh Defense�s original DoD program, launched in 1981 � still in service.
NGDV
The new mail-delivery truck for the US Postal Service, manufactured by Oshkosh Defense � production ramping up from 2024.
DoD
The US federal department overseeing the military. Lockheed Martin and Oshkosh Defense are major DoD contractors.
Protected Veteran
A federally protected class under VEVRAA (Vietnam Era Veterans� Readjustment Assistance Act). Disqualifying a veteran (especially a disabled veteran) on the basis of disability is doubly risky � both ADA and veteran-protection laws apply. See Section 6 case study.
Manufacturing & Industrial
14 terms
CMMS
Software used by maintenance teams to schedule, track, and document repairs and preventive maintenance. Oshkosh Aerotech PBB technicians use CMMS daily.
SAP
A widely-used enterprise resource planning (ERP) system � manages manufacturing, inventory, finance, and supply chain. SLB Sugar Land roles often require SAP proficiency.
SMT
An electronics manufacturing process where components are mounted directly onto the surface of a printed circuit board. SLB Sugar Land machine operators run SMT lines.
PWA
A circuit board with electronic components soldered on. The end-product of an SMT line. SLB�s electronics manufacturing produces PWAs that go into oilfield tools.
Pick-and-Place
An automated machine that picks electronic components from feeders and places them onto a circuit board. A key piece of SMT equipment.
Reflow Oven
An oven that melts solder paste to permanently attach SMT components to a circuit board. The final stage in PWA assembly.
PE Licence
A US state-issued licence for engineers who have passed exams and accumulated 4+ years of experience. Required (or strongly preferred) for senior civil/structural engineering roles at Southern Company and Cummins.
PMP
A globally recognised project management certification from PMI. Often listed as �preferred� on Cummins Construction Project Manager reqs.
FARO SCENE
3D laser scanning software used for capturing and processing point-cloud data from industrial structures. Southern Company structural designers use FARO SCENE 2023�2025.
AutoCAD
The industry-standard 2D/3D drafting software for civil, structural, and mechanical engineering. Required for Southern Company structural designer roles and most engineering reqs.
ANSYS / NASTRAN
Two specialised finite element analysis (FEA) software platforms used for engineering simulations. ANSYS is more general-purpose; NASTRAN is the standard for aerospace structural analysis. Required for Honeywell rotor dynamics roles.
OSHA
The US federal agency that regulates workplace safety. OSHA 10 / OSHA 30 certifications indicate worker / supervisor safety training. Often listed on Southern Company and construction reqs.
MSHA
The US federal agency that regulates mine safety. Some Southern Company reqs reference MSHA standards alongside OSHA � particularly for power-generation facility inspections.
PPE
Safety gear worn at worksites � hard hats, steel-toe shoes, fall protection, respirators, eye protection. Required for Southern Company structural inspections and Smurfit WestRock mill work.
Pharma & Medical
11 terms
GMP
A formal regulatory framework for manufacturing pharmaceutical and medical-device products safely and consistently. Required knowledge for BD production roles and pharma manufacturing.
GLP
The lab-research equivalent of GMP � documentation, integrity, and quality standards for non-clinical lab studies submitted to the FDA. Required for pharma research associate roles.
FDA
The US federal agency that regulates pharmaceuticals, medical devices, and biologics. BD products and pharma reqs are subject to FDA oversight.
21 CFR Part 11
The FDA regulation governing electronic records and electronic signatures in regulated industries. Required knowledge for pharma regulatory affairs analysts.
IND
An FDA application that allows a pharma company to begin clinical trials of a new drug in humans. Regulatory affairs roles support IND submissions.
NDA
The full FDA application a pharma company files to get approval to sell a new drug commercially. Long, complex, and document-heavy � a major part of regulatory affairs work.
PCR
A core lab technique for amplifying small DNA samples to detectable levels. Foundational skill for research associates and molecular diagnostics work.
ELISA
A common lab test that uses antibodies to detect proteins, hormones, or pathogens in a sample. A standard technique on pharma research associate resumes.
HPLC
A lab analytical technique used to separate, identify, and quantify components in a mixture � widely used in pharma QA and research.
SOP
A formal, documented procedure followed in regulated industries to ensure consistent execution. Pharma QA and regulatory roles write and follow SOPs constantly.
MRO
A licensed physician who reviews drug-test results before they are reported. The MRO can validate prescribed medications (e.g. medical marijuana) so a positive test does not disqualify a candidate. See Section 6 case study.
Compliance & Law
10 terms
HIPAA
The US federal law protecting personal health information. You cannot ask a candidate about their medical condition or specific drugs � instead, ask about �prescribed medication a doctor has prescribed�. See Section 6 case study.
ADA
The US federal law requiring employers to provide reasonable accommodation for candidates with disabilities (below the federal threshold of 40%). You cannot disqualify a candidate based on disability if reasonable accommodation is feasible.
VEVRAA
A US federal law protecting veterans (including disabled veterans) as a federally protected class. Combined with ADA, it makes disqualification of a disabled veteran legally risky.
Reasonable Accommodation
Under the ADA, an adjustment to a job or workplace that allows a candidate with a disability to perform the essential functions of the role � e.g. providing assistive equipment, modifying lifting requirements, or adjusting workstation height.
BGC
A pre-employment check that verifies a candidate�s identity, work history, education, criminal record, and sometimes credit. Required for nearly every US Staffing placement on this desk � and the #1 source of late-stage attrition.
DT
A pre-employment urine, hair, or saliva test for controlled substances. Required for most non-IT roles. Always confirm candidate consent on the screening call � and use the HIPAA-safe medication question.
RTR
Formal candidate consent (verbal + email) authorising US Staffing to submit their resume to a specific client for a specific role. Without RTR, you cannot submit. Also protects against duplicate submissions across vendors.
USC
A candidate who is either born in the US or naturalised. The most flexible work-authorisation status � eligible for nearly all roles including those requiring security clearance.
GC
A candidate with US permanent resident status but not citizenship. Eligible for most roles, but some defense or cleared roles require US citizenship only. Always check the JD.
Duplicate Submission
When the same candidate is submitted to the same client by two vendors. Most VMS platforms auto-flag duplicates. Always check for previous submissions before disclosing the client name on a screening call (Section 5, Step 4).
Tools & Process
15 terms
Ceipal
US Staffing�s Applicant Tracking System (ATS). All candidate sourcing, screening notes, RTR confirmations, and submission outcomes must be documented in Ceipal. Section 7 covers this in detail.
ATS
The central database for managing candidates, job orders, submissions, and notes. At our agency, this is Ceipal.
VMS
An MSP-owned portal through which job orders are distributed to vendor agencies and through which you submit candidates. Common platforms: Beeline, Fieldglass (SAP), Coupa, Stafferlink.
MSP
A middleman organisation that manages all vendor agencies for a large enterprise client. Distributes job orders via VMS and reviews submissions before forwarding to the client.
CB
A US job board. US Staffing�s Ceipal integrates a CareerBuilder feed for candidate sourcing � often used as part of internal database search before opening external job boards.
Indeed
A high-volume external job board. Strongest for industrial, manufacturing, admin, and customer-care roles on this desk. Use the �urgently hiring� tag for tight start dates.
LinkedIn / LinkedIn Recruiter
Primary sourcing platform for engineering and pharma reqs. Use Boolean search across job titles, software, and certifications. InMail is the way to reach passive candidates.
Boolean Search
A query technique using AND, OR, NOT, parentheses, and quotation marks to combine keywords precisely. The core sourcing skill across LinkedIn, Indeed, and Ceipal.
JD
The document describing the role � title, location, duration, must-have skills, pay rate. Read it twice before sourcing. The wording in the JD is what you match against on candidate resumes.
Req / Requisition
A formal job order from a client (or distributed by an MSP) authorising recruitment for a specific role. Triggers the recruitment process.
Pay Rate vs Bill Rate vs Margin
Pay rate is what US Staffing pays the candidate per hour. Bill rate is what the client pays the agency per hour. The margin is the difference. Internal awareness only � never discuss bill rate or margin with the candidate.
Markup Formula
PR = BR � Markup. Example: if BR = $45/hr and Markup = 1.45, then PR = $31.03/hr. Used to calculate pay rate from a client-set bill rate.
W-2 / 1099 / C2C
US tax classifications. W-2 = US Staffing-employed contractor (taxes withheld, eligible for US Staffing benefits). 1099 = independent contractor (no withholding). C2C = Corp-to-Corp (paid through the candidate�s company). Most non-IT reqs are W-2.
Hotlist
A curated list of pre-screened, available candidates in your Ceipal records. Always check your hotlist before running Boolean search � warm leads convert 5� faster.
TL / RM
The internal US Staffing staff who reviews your screening submission before it goes to the client. Their second screening focuses on compliance � BGC, DT, prescribed medication. See Section 5.
No matches found
Try a shorter search term, or check the spelling. The glossary covers ~69 terms across Aerospace, Defense, Manufacturing, Pharma, Compliance, and Tools.
You�ve completed the manual
That�s every section: 10 clients, 5 role families, the screening protocol, two case studies, the sourcing waterfall, and the glossary. Save this manual as a reference, come back to specific sections when a real req lands, and walk into your first team meeting with confidence.