Aerotek: Hiring, Background Check & Employment Verification FAQs

Aerotek was founded on September 1, 1983 (some sources cite June 7, 1983), by cousins Steve Bisciotti and Jim Davis, who started the company from a small office above a bakery in Baltimore, Maryland, with a modest initial investment of around $5,000. The company was founded to address a gap in sourcing technically skilled engineers for the aerospace and defense industries during the Reagan-era defense buildup, and Aerotek earned more than $1 million in revenue in its first year. The name Aerotek reflects the company's original aerospace focus.

Aerotek expanded steadily through the 1980s and 1990s, launching an automotive engineering staffing division in Michigan and a telecommunications staffing division that later became TEKsystems, now recognized as a leading IT staffing brand. The company's parent structure was renamed Allegis Group, with Aerotek, TEKsystems, and other specialized staffing brands operating as separate companies under that umbrella. Allegis Group is headquartered in Hanover, Maryland, and has grown into the largest privately held staffing company in the United States, reporting more than $14 billion in annual revenue.

In 2021, Aerotek reorganized its specialized business units, separating its engineering and sciences divisions (combined with the previously acquired EASi) into a new operating company called Actalent, while Aerotek continued to focus on its core contract staffing and workforce management services. Aerotek's own internal workforce includes recruiters and account managers who place candidates with client companies, alongside the large pool of contract and temporary workers placed at client sites across a wide range of industries.

Company culture and employee programs: Aerotek emphasizes a people-focused approach to staffing, describing its mission around connecting quality talent with meaningful work and continuous opportunities. As part of the larger Allegis Group organization, Aerotek benefits from a broad network of specialized staffing brands spanning IT, healthcare, legal, and other sectors. Benefits, scheduling, and advancement opportunities can vary depending on whether a role is an internal Aerotek position or a client placement, so candidates should confirm specifics with an Aerotek recruiter during the hiring process.

Yes. Employers and staffing firms in the workforce solutions industry, including Aerotek, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Aerotek is generally reported to conduct background checks as part of its placement process, which is standard for staffing firms, particularly since candidates are often placed in manufacturing, engineering, aviation, and industrial roles that may carry specific client-mandated screening requirements.

The hiring process through Aerotek typically includes an application or recruiter outreach, one or more interviews with an Aerotek recruiter and potentially the client company, and a background check prior to placement. Specific requirements can vary depending on the client and role.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-placement background check for a staffing or industrial role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws and specific client requirements may extend or restrict this timeframe.

Hiring and placement decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, its relevance to the role, and the requirements of the specific client company. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Aerotek or its client companies may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application through Aerotek or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.