Four decades recruiting experienced engineering and technical professionals for demanding programs — and carrying the employment, compliance and immigration work that comes with them.
Contract, contract-to-hire, direct placement and surge cohorts — and exactly which administrative load comes off your desk with each.
How we staffStress, structures, MP&P, NDE, avionics, GN&C, flight software, technical design — the disciplines we fill, named.
See the disciplinesAn award landed and the ramp is a team on a date, not a résumé on a desk. Cohorts of 300, 500 and 1,200 delivered.
How a ramp runsH-1B, TN, E-3, O-1 and green cards filed in-house, so sponsorship stops being a reason a requirement stays open.
Why it widens your slateEvery claim a staffing supplier makes about sourcing eventually sounds the same. The difference is what happens after someone accepts: who holds the employment relationship, who carries the compliance risk, and who the contractor calls when something goes wrong.
| Area | CTS carries | Your team keeps |
|---|---|---|
| Employment | W-2 employment, payroll, direct deposit, timesheet administration, off-boarding. | Direction of the technical work. |
| Benefits | Medical, dental, vision, HSA, 401(k) and Roth — contractors covered without touching your plan. | Nothing. |
| Compliance | E-Verify, I-9, EEO reporting, workers’ compensation, state registration, export-control and citizenship screening before submittal. | Site access and program-specific requirements. |
| Immigration | Petitions filed and funded by CTS as employer of record. | Confirming the position supports sponsorship. |
| Retention | Employee Relations and a named coordinator per contractor, for the life of the assignment. | The work itself. |
Days rather than weeks on disciplines we staff continuously, because the pipeline already exists. We’ll tell you at intake if a requirement is one where it won’t be, instead of going quiet.
Yes — we hold MSP and preferred-vendor agreements with airframe, systems and interiors manufacturers, and operate inside client procurement programs as they’re set up.
We screen citizenship and export-control eligibility before submittal and publish the requirement on the posting, so you don’t discover a problem at interview stage.
Both. A single hard-to-fill requisition, or a cohort measured in hundreds — the second is what four decades of aerospace ramps built the capability for.
Routine. Conversion terms are agreed up front so there’s no dispute when you want to keep someone.
Job description, location, clearance level and start date is enough to start. We'll tell you what's realistic on rate and timeline before you commit to anything.
You’ll hear from a real person, not an autoresponder. If it’s urgent, call +1 877-878-2992.
