Aerotek is a major staffing partner in North America, positioned around industrial and skilled-trades hiring, with broad business coverage and a large operating footprint.
On its public pages, Aerotek highlights customized workforce solutions and reports serving 14,000+ clients and 150,000 contractors annually, which helps explain why many companies shortlist it for high-volume or operationally complex hiring.
The key pricing reality is that Aerotek is typically consultation-led, not “add-to-cart.” Instead of publishing a universal rate card, Aerotek routes employers through a contact-and-scoping process for staffing or outsourced services. So your final cost usually depends on scope (staffing vs. services), role mix, volume, and timeline, not a single fixed public price.
In this guide, we’ll break down where costs usually come from, what can increase your total spend, and how to compare Aerotek against simpler pricing models before you sign.
Aerotek Pricing Overview
Aerotek uses a consultation-first pricing flow
Aerotek’s employer journey is built around “Work With Us” and a contact form (staffing needs vs. outsourced services), not a public self-serve price calculator. So in practice, pricing is usually quote-based after scope discussion.
Your pricing model depends on the hiring path
Aerotek’s own staffing guidance distinguishes multiple service types: temporary staffing, direct placement (permanent hiring), contract/temp-to-hire, project staffing, payrolling, and managed services. Different paths typically mean different billing mechanics.
Scope and urgency are core cost drivers
Aerotek emphasizes support for project-based, seasonal, high-volume, and niche workforce needs, and its contact form explicitly asks employers to define urgency (immediate need vs. upcoming need). That’s a strong signal that timeline and ramp size materially shape pricing.
Service depth can change the commercial structure
Aerotek positions both staffing and broader operational support (for example, outsourced service tracks and complex payroll/billing support in specific programs). The more operational layers included, the more likely pricing moves beyond a simple recruiter fee.
Why two Aerotek quotes can look very different
Even for similar roles, the final quote can vary based on service mix (temporary vs. direct placement vs. temp-to-hire), required hiring speed, volume, and program complexity. Aerotek’s messaging is very “custom program” oriented, which is great for flexibility but means you need line-by-line quote clarity before signing.
Hidden Costs to Watch Out For
Overtime can increase your bill faster than expected
In a publicly posted Aerotek exhibit, overtime is billed at 1.5× and double time at 2.0× relative to straight-time billing. If your team regularly runs extended shifts, total spend can move well above the base weekly estimate.
Screening and compliance add-ons may sit outside the base rate
That same exhibit lists separate charges like drug screening ($50) and background check ($50), which means per-candidate onboarding costs can stack across multiple hires.
Taxes may not be included in headline numbers
The exhibit explicitly notes certain rates are excluding applicable sales/other tax, so your final invoice can be higher than the quoted rate card line item.
Direct-placement fees can be substantial for higher salaries
In a public Aerotek direct placement agreement, the fee is listed as 30% of annualized first-year salary (including expected bonuses), plus applicable taxes. In senior roles, that percentage model can materially increase total acquisition cost.
Referral “tail” clauses can create payment obligations later
The same agreement includes language that if a referred candidate is engaged within 12 months, the fee is still owed. This is important for internal tracking and vendor coordination so you don’t trigger unexpected charges.
Billing cadence can pressure cash flow
That direct placement agreement shows fees invoiced in 13 equal weekly installments with Net 15 terms. Even if total cost is known, short payment windows can tighten monthly cash flow.
Guarantee language may be narrower than teams assume
In that agreement, if a hire exits during the invoicing period, Aerotek agrees to stop future invoicing, but the client remains responsible for weeks worked (and Aerotek can review termination documentation). That’s helpful protection, but not a full refund structure.
Service-type changes can change the pricing model
Aerotek’s own guidance covers multiple paths (temporary, direct hire, temp-to-hire, payrolling, managed services). If your scope changes midstream, pricing mechanics may also change, which is a common source of budget drift.
What You’d Really Pay by Hiring on Aerotek
Because Aerotek pricing is usually quote-based, the cleanest way to budget is to model each hiring path separately (temporary staffing vs. direct placement) and then layer in add-ons. The examples below are illustrative and based on publicly posted Aerotek contract exhibits from one client agreement, so your actual quote can differ by role, market, and scope.
Example A: Temporary staffing (hourly billing model)
In the public Exhibit A example, the straight-time billing range shown for a role is $49.71–$63.51/hour, with overtime billed at 1.5x and double time at 2.0x. The same exhibit lists $50 drug screening and $50 background check charges.
Using that rate range for one full-time worker (40 hours/week):
- Weekly cost: $1,988.40–$2,540.40
- Monthly equivalent (× 4.33): $8,609.77–$10,999.93
If overtime is frequent, costs move quickly because overtime and double-time multipliers apply on top of those base rates.
Example B: Direct placement (percentage-of-compensation model)
In the public Direct Placement Agreement example, Aerotek’s fee is 30% of the first-year annualized salary (including expected bonuses), plus applicable sales/other taxes.
So the math looks like:
- $90,000 salary → $27,000 placement fee
- $120,000 salary → $36,000 placement fee
That same agreement also states fees are invoiced in 13 equal weekly installments with Net 15 terms, which matters for cash-flow planning.
Example C: “Referred candidate” timing risk
The same direct-placement agreement includes a clause that if a referred candidate is engaged within 12 months, the fee is still owed. That means hiring timing and the internal candidate-tracking process can directly affect your final recruiting cost.
Advantages of Hiring With Aerotek
Strong fit for industrial and skilled-trades hiring
Aerotek positions itself as an industrial staffing partner focused on skilled trades and light industrial talent, which can be especially useful for operations-heavy teams that need hands-on roles filled quickly.
Proven scale for high-volume needs
Aerotek states it is trusted by 14,000+ clients and supports 150,000 contractors annually, which is a meaningful advantage when you need rapid ramp-ups across multiple openings.
Multiple hiring paths under one partner
Their staffing guidance covers several models: temporary staffing, direct placement, contract-to-hire, project staffing, payrolling, and managed services, so you can adapt the model as hiring needs change.
Useful for seasonal, project-based, and niche workforce demand
Aerotek explicitly frames support around project-based, seasonal, high-volume, and niche requirements, which helps companies dealing with demand spikes or variable staffing cycles.
Long operating history in this segment
Aerotek highlights 40 years in staffing/services, which can matter for buyers who prioritize established processes and long-term delivery consistency over newer, less proven vendors.
Disadvantages of Hiring With Aerotek
Limited upfront pricing transparency
Aerotek’s employer flow is consultation-led, so you generally won’t find a universal public rate card to benchmark instantly. Final pricing typically arrives after scope definition and quoting.
Percentage-based direct placement can get expensive at higher salaries
In a public direct placement agreement example, Aerotek’s fee is listed as 30% of the first-year annualized salary (including expected bonuses), plus applicable tax. For senior roles, that can become a large one-time cost event.
Overtime and double-time multipliers can raise temp spend quickly
A published Aerotek exhibit shows overtime billed at 1.5× and double time at 2.0×, which can materially increase total cost in operations with frequent extra shifts.
Add-on compliance costs may sit outside base rates
The same exhibit includes separate fees like $50 drug screening and $50 background checks, which adds incremental onboarding cost per candidate.
Contract terms can create delayed fee obligations
A public agreement example includes a 12-month referral tail, meaning fees may still apply if a referred candidate is hired later. Without tight candidate-source tracking, this can surprise internal teams.
Billing cadence can pressure cash flow
The same direct-placement agreement example bills fees in 13 weekly installments (Net 15). Even when total spend is known, short payment cycles can strain monthly cash planning.
Transparent Pricing: South vs. Aerotek
When companies compare hiring partners, cost visibility matters just as much as candidate quality. Aerotek is often used for staffing and operational workforce support, with pricing that can vary based on service type, overtime exposure, screening requirements, and contract structure. That can work well for teams that need high-volume staffing flexibility, but it can also make forecasting harder.
South takes a different approach: one clear, flat monthly model designed for long-term remote hiring in Latin America. Instead of layered pricing mechanics, you get a consolidated monthly invoice with clear visibility into what you’re paying for talent and what you’re paying for service.
That structure makes planning easier. You can compare candidates role by role, model growth by quarter, and scale without reworking your budget every time hiring needs change. No surprise jumps from shifting fee structures, and no confusion around where your spend is going.
If you want to evaluate both models side by side, South can help you benchmark compensation for LATAM talent and map a hiring plan to your budget before you commit. You can schedule a free call and get a custom quote based on your hiring goals; you only pay if you hire.
The Takeaway
Aerotek can be a strong choice when you need workforce scale, speed, and flexible staffing models. But from a budgeting perspective, the most important step is to evaluate the full cost path, not just the initial quoted rate.
Before signing, confirm how pricing behaves across overtime, screening/compliance add-ons, direct-placement fees, billing cadence, and any referral or conversion clauses. Those are usually the details that move the total spend the most after kickoff.
If you want a simpler model with clearer monthly forecasting for long-term LATAM hiring, compare Aerotek side by side with South before deciding. You can schedule a free call, get a custom quote based on your hiring plan, and only pay if you hire.
Frequently Asked Questions (FAQs)
Does Aerotek publish fixed pricing on its website?
Usually no. Aerotek typically follows a consultation-and-quote process, so pricing is based on your specific hiring scope, roles, timelines, and service model.
How is temporary staffing priced with Aerotek?
Temporary staffing is generally billed at an hourly rate. Your total cost depends on hours worked, overtime exposure, and any additional onboarding or compliance requirements in your agreement.
How does direct-placement pricing usually work?
Direct placement is commonly structured as a one-time fee tied to the hired candidate’s first-year compensation. The exact percentage and payment terms depend on the contract.
Can costs increase after the initial quote?
Yes. Common drivers include overtime, shift differentials, screening requirements, role changes, timeline shifts, and contract clauses related to referrals or conversions.
What should I confirm before signing with Aerotek?
Ask for the full pricing formula in writing: base bill rate, overtime rules, added screening/compliance fees, payment cadence, and any referral/conversion obligations.
Is Aerotek better for short-term staffing or long-term team building?
Aerotek is often strongest for flexible staffing and operational ramp-ups. If your priority is predictable monthly budgeting for long-term remote LATAM hires, compare it against a flat-fee model before deciding.
