NMG Aerospace: Company Profile & Background Check FAQs

NMG Aerospace was originally founded in 1967 as National Machine Company, providing machining services to the growing aerospace industry in Northeast Ohio. Nearly six decades later, the company remains focused on aerospace and defense manufacturing and engineering, producing components and assemblies for commercial aerospace, general aviation, business aviation, experimental and light sport aircraft, military and defense, and industrial manufacturing customers.

The company remains privately owned, with three generations of the Piglia family engaged in the business, continuing the tradition established by founder Pete Piglia. NMG Aerospace is headquartered in Stow, Ohio, and operates a second facility, NMG Aerospace West, in Tempe, Arizona. According to the company, it has more than 460 associates, including more than 50 technical staff, serving customers worldwide.

NMG Aerospace's product lines span aircraft landing systems, pneumatic systems, safety systems, fluid systems, seating systems, and UAV systems. Its capabilities include precision CNC machining, fabrication, assembly and testing, welding, product design, qualification testing, special processing, and maintenance, repair, and overhaul (MRO) services. The company emphasizes quality control throughout its operations, with an in-house inspection and testing lab supporting industry certifications.

Because NMG Aerospace builds flight-critical hardware for commercial and military aircraft, quality, safety, and trustworthiness are central to how it hires. Roles at the company include CNC machinists, assemblers, welders, quality inspectors, engineers, and administrative and management staff.

Company culture and employee programs: NMG Aerospace describes a culture rooted in growth and innovation, encouraging skill development through training and career-advancement opportunities. The company promotes community involvement through volunteer events and quarterly donation drives with a company match, organized by its NMG Gives Back Committee. Benefits and compensation vary by role and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the aerospace and defense manufacturing industry, including NMG Aerospace, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and adverse action procedures. Employers that manufacture defense-related hardware may also need to satisfy customer and government contracting requirements that shape how they vet employees.

NMG Aerospace is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among aerospace and defense manufacturers. Companies in this industry routinely screen candidates because employees work with flight-critical components, controlled technical data, and customer-owned designs. The scope of the NMG Aerospace background check may vary depending on the role, the facility, and any applicable defense or export control requirements.

While steps can vary by position, the NMG Aerospace hiring process typically follows a sequence common to manufacturing employers. Candidates generally apply online, then complete a phone screening or an in-person interview with a recruiter or hiring manager. Skilled trades candidates, such as machinists or welders, may be asked about their technical experience, certifications, or ability to read engineering drawings. Candidates who receive a conditional offer are usually asked to consent to a background check, and possibly a drug screening, before a start date is confirmed.

Turnaround time depends on the searches ordered, the responsiveness of courts and agencies, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports involving county criminal record searches in multiple locations can take longer. Candidates can learn more by reviewing background check turnaround times.

Each employer determines which screenings to include. For a role at an aerospace manufacturer like NMG Aerospace, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though convictions can often be reported further back and exceptions exist for higher-salary positions. Some states impose stricter limits, so candidates with history in multiple states may see different lookback windows applied within the same report.

NMG Aerospace's policies regarding candidates with felony records are not publicly stated, and decisions like these are typically made on a case-by-case basis. Factors that may influence the outcome include the nature and age of the offense and its relevance to the role, particularly for positions involving defense work or controlled facilities. Ohio, Arizona, and many other jurisdictions have adopted "ban-the-box" laws or fair chance policies that limit when employers can ask about criminal history. Candidates are encouraged to answer application questions honestly and be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check is initiated, usually through a disclosure form supplied during the hiring process. Applicants should be ready to provide accurate personal information, including their full legal name, date of birth, Social Security number, and address history. For certain defense-related roles, employers in this industry may also need to confirm US person status or work authorization to comply with export control regulations. Accurate information helps prevent delays and ensures searches cover the correct jurisdictions.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights before taking adverse action based on the results, and give candidates the opportunity to dispute inaccurate information. For a deeper overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what NMG Aerospace may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.