Industrial & skilled-trades staffing Est. 2025
We staff the trades, the plant floor, the yard and the road. Welders, operators, drivers, mechanics, laborers. We know which tickets matter, we check them against the issuing body, and we put the right hands on the job.
01 Why we exist
Most agencies send a body and hope. The card is expired, the forklift ticket was never checked, nobody asked whether the guy has a ride at 5am. You find out at shift start, with the line down and a crew standing around.
We do the boring part first. Tickets and cards verified against whoever issued them, work authorization verified on the I-9, shift and rate agreed in writing so nobody is surprised on payday. Then we call on day one, day seven and day thirty to make sure it held.
Anyone can send a résumé. We send someone who turns up and can do the work.
02 What we staff
Day shift, night shift, weekends and shutdowns. Temp, temp-to-hire and direct. Every title below is a role we fill.
Ticketed tradespeople and apprentices. Cards checked, hours confirmed, references actually called.
Full crews for a pour or a pipeline, or one hand to cover a gap. OSHA 10 and 30 cards on file, construction curriculum.
People who hold a rate and hit a number. Ramps, shutdowns and straight production.
Pick, pack, load and count. Certified on the equipment you actually run.
Licenses and endorsements checked, MVR pulled, DQ files kept straight.
The people who keep the building and the line running after everyone else clocks out.
For employers
For workers
03 How it runs
Tell us the job, the shift, the rate and the tickets it needs. Ten minutes on the phone beats a week of résumés, and it means nobody wastes a trip.
We go to our own bench first — people we have already placed and already checked. If the bench is thin we recruit for it rather than sending whoever is nearest.
Trade licenses, welding certs and CDL class and endorsements checked against the issuing body, with the MVR pulled on every driver. Forklift and aerial lift evaluations are employer-specific under 1910.178(l), so we keep the training records and hand them to you rather than pretend there is a registry to check. Work authorization verified on the I-9, plus background and drug screening where the site requires it.
Boots on the ground when we said. We call you after the first shift, and again at the end of the first week. If it is not working we redeploy and you are billed only for the hours worked.
04 Hiring
Cover a ramp, a shutdown or a gap. Workers stay on our payroll — we carry taxes and workers' compensation, you approve the hours.
Work them on our books first, up to 520 hours. Convert whenever you are ready — during the trial or after it — and there is no conversion fee either way.
Permanent placement for foremen, leads and maintenance staff. Fee is payable on the start date and carries a 90-day replacement guarantee.
For big ramps: a Beacon coordinator works out of your facility, running the schedule and covering call-offs before they cost you a shift.
You sourced the person, we employ them. Payroll, workers' compensation, ACA tracking and I-9 handled on our side.
05 Straight deal
This is the whole deal, in the order it matters. If we break one of these, say so to melo@beaconcareerservices.com and it reaches the person who can fix it.
The hourly, the shift and the overtime rules in writing before you accept — including the differential if there is one.
Not a fee, not a deposit, not a charge for boots or training. Employers pay us. That is the whole model.
Direct deposit every week. No pay-card fees taken out of your check.
Hard hat, high-vis vest and safety glasses issued when you start an assignment.
We weigh a record against what the job actually requires, in line with EEOC guidance and applicable fair-chance law.
Intake, safety briefings and onboarding paperwork in both. Formularios y capacitación de seguridad disponibles en español.
We translate military occupational codes into the civilian tickets a site will recognize.
Need an adjustment to interview or to work a role? Ask. No paperwork, and it does not affect your shot at the job.
06 In their words
Shutdown got moved up and we needed twenty-two millwrights with four days notice. Beacon had eighteen on site Monday and the rest by Wednesday. Every card checked before they walked through the gate.
Last outfit I worked through took a cut off my check and never told me. These guys gave me the rate and the OT rules on paper before I said yes, and that's exactly what landed Friday.
What I care about is whether people turn up at 6am. Three months in, one no-show. I have never had that with an agency before.
07 Questions
Contract staff are billed at an hourly rate that already includes payroll taxes, workers' compensation and our margin — one number, no add-ons at the end of the month. Direct hire is a percentage of first-year pay, agreed in writing before we start and payable only when someone actually starts.
No. Never, for any reason. If someone claiming to be with Beacon asks you for money, it is not us — email melo@beaconcareerservices.com and we will deal with it.
For most industrial and warehouse roles, inside 48 hours of an agreed intake. Licensed trades and CDL positions take longer because the verification takes longer — we will tell you that on the call rather than after.
Yes. For volume work we run an on-site managed model: a Beacon coordinator works from your floor handling scheduling, attendance, redeployment and turnover reporting, so your supervisors stay on production instead of staffing.
OSHA 10 and 30, forklift and aerial lift certification, CDL class and endorsements plus the MVR, welding tickets, and state trade licenses — each checked against the issuing body rather than taken off a résumé. We keep the file and can hand it to your safety team.
On contract, tell us and we redeploy — you pay only for hours actually worked. On a direct hire, if the placement ends inside ninety days we run the search again at no additional fee.
Yes. We weigh any record against the genuine requirements of the specific job, in line with EEOC guidance and applicable fair-chance law. It is never an automatic bar, and we are straight with people about the sites where a legal restriction does apply.
08 Start here
Hiring or looking — either way a person reads this and answers it.
¿Busca trabajo? Escríbanos en español y le respondemos en español.
Or email us melo@beaconcareerservices.com
