How to Post Your First Automation Contract on FEED

Need a PLC programmer, robotics engineer, or controls specialist? AutomateAmerica FEED connects you with 4,500+ verified automation contractors ready to tackle your project.

This guide walks you through posting your first contract, from choosing the right service level to receiving qualified bids. Let's get your project staffed.

Why Use FEED for Automation Staffing?

Traditional staffing agencies charge 30-50% markup on contractor rates. FEED offers two options:

1. Standard (Self-Service): FREE

• Post your contract for free
• Review applications yourself
• Hire directly, no FEED commission
• Best for: Experienced hiring managers, simple projects

2. White Glove (Managed Service): Starting at $500

• We screen contractors for you
• Pre-qualify candidates based on your exact requirements
• Facilitate interviews and negotiations
• Project management support throughout engagement
• Best for: Complex projects, tight deadlines, first-time hirers

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Step 1: Choose Your Service Level

Standard (Self-Service) Contracts

How It Works:

1. You post a detailed contract description
2. Contractors apply with cover letters and proposals
3. You review applications and select candidates to interview
4. You hire and manage contractor directly
5. You handle payments, timesheets, and invoicing

Pricing: FREE (no platform fees, no commission)

Best For:

• Straightforward projects (e.g., "Need ControlLogix programmer for 3-month contract")
• Hiring managers with automation experience
• Companies with existing contractor management processes
• Budget-conscious projects

Timeline: Receive 5-15 applications within 24-72 hours

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White Glove (Managed Service) Contracts

How It Works:

1. You fill out a detailed project intake form
2. Our team reviews requirements with you (30-minute call)
3. We search our network and pre-screen 5-10 qualified candidates
4. We present top 3-5 candidates with detailed profiles
5. We facilitate interviews and negotiate terms
6. We provide ongoing project management support

Pricing:

• Small projects (<$20K): $500 flat fee
• Medium projects ($20K-$50K): $1,000 flat fee
• Large projects (>$50K): $2,500 or 5% (whichever is greater)

Best For:

• Complex technical requirements (e.g., "Need Siemens S7-1500 safety programmer with SIL 3 experience for pharmaceutical line")
• Urgent projects (need someone within 1 week)
• First-time contractors hirers (we guide you through the process)
• Companies without internal automation expertise
• Mission-critical projects where a bad hire is costly

Timeline: Receive 3-5 pre-screened candidates within 48 hours

White Glove Includes:

• Technical requirement clarification
• Contractor pre-screening (skills, availability, rates)
• Reference checking
• Interview coordination
• Contract negotiation support
• Weekly check-ins during project
• Dispute mediation (if needed)

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Step 2: Prepare Your Contract Details

Before posting, gather this information:

Project Basics

1. Project Title

• Be specific and descriptive
• ✅ Good: "ControlLogix Programmer Needed for Automotive Assembly Line Upgrade"
• ❌ Bad: "PLC Programmer Needed"

2. Location

• City, state
• On-site, remote, or hybrid?
• If on-site: Full-time on-site or partial?

3. Duration

• Start date (ASAP, specific date, flexible)
• End date or duration (e.g., "3 months," "6 months," "ongoing")
• Hours per week (40 hours, 20 hours, variable)

4. Rate/Budget

• Hourly rate range (e.g., "$90-$110/hour")
• Or fixed price (e.g., "$15,000 for complete project")
• Or "Negotiable" (less effective - contractors prefer transparency)

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Technical Requirements

5. Required Skills (Be Specific!)

• PLC platform: "Allen Bradley ControlLogix" (not just "Allen Bradley")
• Software version: "Studio 5000 v32 or higher"
• Specific hardware: "CompactLogix L33ER controller"
• Robot brand/model: "FANUC R-2000iB welding robots"
• HMI platform: "FactoryTalk View SE v12"

6. Preferred Skills (Nice-to-Have)

• Motion control experience
• Safety systems (GuardLogix, F-PLCs)
• Specific industry experience (automotive, pharma, food & bev)
• Certifications (Rockwell Certified, Siemens Certified)

7. Project Scope

• What needs to be done?
• Current state vs desired state
• Deliverables (programs, documentation, training)
• Success criteria

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Logistics

8. Work Environment

• Manufacturing plant, office, both?
• Is equipment operational or under construction?
• Will contractor have dedicated workspace?
• Computer/software provided or BYOD (bring your own device)?

9. Schedule/Shift

• Day shift, afternoon shift, nights?
• Weekends required?
• On-call requirements?
• Overtime expected?

10. Additional Requirements

• Background check required?
• Drug screening?
• Safety training (OSHA 10/30)?
• Specific PPE (personal protective equipment)?

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Step 3: Post Your Contract (Standard)

Posting Flow (Standard Contracts):

Step 1: Click "Post a Contract"

Step 2: Choose "Standard (Self-Service)"

Step 3: Enter Project Details

• Title: "ControlLogix Programmer - Automotive Assembly Line"
• Location: Detroit, MI
• Work Type: On-site (5 days/week)
• Duration: 4 months (June 1 - September 30, 2026)
• Rate: $95-$115/hour
• Start Date: June 1, 2026

Step 4: Write Project Description (500-1,000 words)

Example Template:

**Project Overview:**
We're upgrading an automotive assembly line at our Detroit plant from PLC-5 controllers to
ControlLogix. The line produces door panels for SUVs and runs 24/5 (Monday-Friday, 3 shifts).

**Scope of Work:**
- Convert 8 existing PLC-5 programs to ControlLogix (Studio 5000 v33)
- Integrate 12 FANUC R-2000iB spot welding robots
- Develop new FactoryTalk View SE HMI (replace legacy PanelView)
- Commission system during two-week plant shutdown (July 4-18 weekend plus normal shutdown)
- Train 3 maintenance technicians on new system
- Provide as-built documentation

**Required Skills:**
- 5+ years Allen Bradley ControlLogix programming experience
- Automotive assembly line experience (body shop or stamping preferred)
- FANUC robot integration experience
- FactoryTalk View SE development
- Available for on-site work 40 hours/week

**Preferred Skills:**
- Previous PLC-5 to ControlLogix migration experience
- EtherNet/IP network configuration
- Kinetix motion control

**Timeline:**
- June 1-30: Offline programming and testing
- July 1-3: Pre-shutdown prep and hardware installation
- July 4-18: Two-week shutdown for cutover and commissioning
- July 18-September 30: Production support and optimization

**Work Environment:**
- On-site at our Detroit plant (8 Mile Road)
- Days: Monday-Friday, 7 AM - 3:30 PM (some flexibility)
- Commissioning: Two 12-hour shifts during shutdown (day/night)
- Dedicated office space with laptop provided (Studio 5000 licensed)

**Rate:** $95-$115/hour depending on experience
**Estimated Hours:** 640 hours over 4 months
**Payment Terms:** NET 15 (biweekly invoicing)

**To Apply:**
Please include:
1. Brief overview of relevant automotive experience
2. Specific PLC-5 to ControlLogix migration projects you've completed
3. Availability to start June 1st
4. References from recent automotive clients

We'll review applications and schedule phone interviews with top 3-5 candidates.

Step 5: Add Attachments (Optional)

• Electrical drawings (if appropriate to share)
• Plant layout
• Existing program documentation
• Safety requirements document

Step 6: Review and Post

• Preview your contract
• Make sure contact information is correct
• Click "Post Contract" → Goes live immediately

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Step 4: Receive and Review Applications

What to Expect:

Timeline:

• First applications typically arrive within 2-6 hours
• 80% of applications come within first 48 hours
• You'll receive 5-20 applications for most projects

Application Components:

• Contractor profile (photo, experience, skills, rate)
• Cover letter (custom message to you)
• Portfolio items (photos, project descriptions)
• Reviews from previous clients

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How to Evaluate Applications:

1. Check Required Skills

• Does contractor have the specific PLC platform experience?
• Do they list the required software and hardware?
• Review their skill endorsements and certifications

2. Review Work Experience

• Have they done similar projects?
• Do they have industry-specific experience (automotive, pharma, etc.)?
• How long have they been contracting?

3. Read Their Cover Letter

• Did they customize it for your project?
• Do they address your specific requirements?
• Do they ask intelligent questions?
• Red flags: Generic template letters, grammatical errors, vague responses

4. Check Availability

• Can they start on your requested date?
• Are they available full-time or part-time?
• Do they have scheduling conflicts?

5. Review Rate

• Is their rate within your budget?
• Higher rates often indicate more experience
• Don't automatically choose cheapest contractor (you get what you pay for)

6. Look at Reviews

• What do previous clients say?
• Look for patterns (always on time, good communicator, thorough documentation)
• Red flags: No reviews (new contractor), negative reviews about missed deadlines or poor communication

7. Check Portfolio

• Do they have photos/videos of similar work?
• HMI screenshots showing quality UI design
• Documentation samples

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Step 5: Interview Top Candidates

Narrow down to 3-5 contractors for phone or video interviews (30-45 minutes each).

Interview Questions to Ask:

Technical Questions:

1. "Walk me through a recent [similar project type] project you completed."
2. "How would you approach [specific technical challenge from your project]?"
3. "What version of [software] are you most comfortable with?"
4. "Have you worked with [specific hardware/equipment]? Tell me about that experience."
5. "How do you handle troubleshooting when a program isn't working as expected?"

Project Management Questions: 6. "How do you communicate progress during a project?" 7. "Tell me about a time a project didn't go as planned. How did you handle it?" 8. "What's your typical process for commissioning a new system?" 9. "How do you document your work?" 10. "Do you have experience training client personnel?"

Logistics Questions: 11. "Confirm your availability - can you start [date] and work [hours/week]?" 12. "Are you comfortable with the on-site requirement?" 13. "What's your hourly rate?" (even if listed, confirm verbally) 14. "Do you have your own laptop and software licenses, or will you need us to provide?" 15. "What are your payment terms?" (NET 15, NET 30, etc.)

Red Flags in Interviews:

• Vague answers to technical questions
• Can't provide specific examples from past projects
• Unwilling to provide references
• Pushes back aggressively on scope or requirements
• Poor communication skills (rambling, unprofessional)

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Step 6: Check References

Always call at least 2 references before hiring.

Reference Check Questions:

1. "How did [contractor name] perform on your project?"
2. "Was the work delivered on time and on budget?"
3. "How was their communication throughout the project?"
4. "Would you hire them again?"
5. "Is there anything I should know that wasn't covered?"

Red Flags:

• References don't answer or return calls
• Lukewarm responses ("They were okay...")
• References contradict contractor's claims

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Step 7: Make Your Decision and Hire

Selection Criteria:

Weigh these factors:

• Technical fit (40%): Do they have the exact skills you need?
• Experience (25%): Have they done this before?
• Availability (15%): Can they meet your timeline?
• Communication (10%): Will they be responsive and professional?
• Rate (10%): Fair rate within budget (but don't choose solely on price)

Hiring Process:

Step 1: Notify Your Top Choice

• Send message via FEED: "We'd like to move forward with you. Are you still available?"

Step 2: Agree on Terms

• Confirm hourly rate or fixed price
• Confirm start date and duration
• Confirm deliverables and timeline
• Discuss payment schedule (weekly, biweekly)
• Clarify any equipment/software needs

Step 3: Send Contract (Optional but Recommended)

• FEED provides a standard contractor agreement template (free)
• Or use your company's standard agreement
• Key items: Scope, rate, payment terms, IP ownership, termination clauses

Step 4: Set Expectations

• First day logistics (where to report, who to contact)
• Communication cadence (daily check-ins, weekly status meetings)
• Deliverable milestones
• How to submit invoices

Step 5: Start Date

• Onboard contractor (plant tour, safety training, system access)
• Kick off project with clear objectives

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Step 8: Manage the Engagement

Best Practices During the Project:

Communication:

• Schedule regular check-ins (weekly minimum)
• Respond promptly to contractor questions
• Address issues early (don't let problems fester)

Payment:

• Pay invoices on time (your agreed terms)
• Late payments damage your reputation on the platform

Scope Changes:

• If scope changes, document it in writing
• Adjust timeline and budget accordingly
• Don't expect free work outside original scope

Feedback:

• Provide constructive feedback throughout
• If something isn't working, address it professionally

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Step 9: Complete the Project and Leave a Review

Project Closeout:

Step 1: Final Deliverables

• Ensure all programs, documentation, and training completed
• Conduct final walkthrough
• Obtain as-built drawings and code backups

Step 2: Final Payment

• Process contractor's final invoice
• Pay within agreed terms

Step 3: Leave a Review (Important!)

• Rate contractor on FEED (1-5 stars)
• Write a brief review (100-300 words)
• Highlight what went well and any areas for improvement

Example Review:

"[Contractor Name] did an excellent job on our ControlLogix upgrade. They completed the project on time and under budget, with thorough documentation and training for our team. Communication was proactive throughout. We encountered one unexpected issue with legacy wiring, and they solved it creatively without impacting the schedule. Highly recommended for automotive projects. We'll definitely work with them again."

Why Reviews Matter:

• Help other employers make informed hiring decisions
• Reward good contractors with positive feedback
• Build your own reputation as a fair employer

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White Glove Service: What to Expect

If you chose White Glove service, here's the process:

Initial Consultation (30 minutes)

Our team will call you to discuss:

• Project technical requirements in detail
• Timeline and urgency
• Budget range
• Preferred contractor characteristics (local, certified, specific industry experience)
• Your company culture and work environment

Contractor Screening (48 hours)

We'll:

• Search our network of 4,500+ contractors
• Review 20-30 potentially qualified candidates
• Pre-screen top 10 (check availability, confirm skills, verify references)
• Narrow to 3-5 best matches

Candidate Presentation

We'll send you:

• Detailed profiles of 3-5 pre-screened contractors
• Summary of why each is a good fit
• Reference check results
• Availability confirmation
• Rate confirmation

Interview Coordination

We'll:

• Schedule phone/video interviews (if desired)
• Provide suggested interview questions
• Facilitate technical assessments (if needed)
• Coordinate reference calls

Offer and Onboarding Support

We'll help:

• Negotiate final terms (rate, start date, deliverables)
• Draft contractor agreement
• Set up project kickoff call
• Establish communication protocols

Ongoing Project Management

Throughout the engagement:

• Weekly check-ins with you and contractor
• Address any issues proactively
• Mediate disputes (if needed)
• Ensure project stays on track

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Pricing Comparison: Standard vs White Glove

Example Project: 3-Month ControlLogix Programming Contract

Standard (Self-Service):

• Platform Fee: $0
• Contractor Rate: $100/hour × 480 hours = $48,000
• Total Cost: $48,000

White Glove (Managed Service):

• Platform Fee: $2,500 (5% of project value)
• Contractor Rate: $100/hour × 480 hours = $48,000
• Total Cost: $50,500

White Glove ROI:

• Save 10-15 hours of your time screening and interviewing
• Reduce hiring risk (pre-screened, reference-checked)
• Project management support (mitigate costly delays)
• For complex or urgent projects, $2,500 is worth it

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Tips for a Successful First Contract Post

1. Be Detailed and Specific

• Vague contracts get fewer quality applicants
• Specific technical requirements attract qualified contractors
• Clear scope prevents scope creep later

2. Set a Realistic Rate

• Research market rates for your location and skill requirements
• See our contractor rate survey →
• Underpaying = unqualified applicants

3. Respond Quickly to Applications

• Top contractors apply to multiple contracts
• First employers to respond often get the best candidates
• Aim to review applications within 24 hours

4. Sell Your Project

• Why is this project interesting?
• What makes your company a great place to work?
• Contractors want engaging projects, not just a paycheck

5. Be Transparent

• State challenges upfront (e.g., "This is a legacy system upgrade with some undocumented wiring")
• Honesty builds trust and attracts problem-solvers

6. Use the Right Service Level

• Standard for straightforward projects
• White Glove for complex, urgent, or mission-critical projects

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Common Questions

Q: How much does it cost to post a contract? A: Standard contracts are FREE. White Glove contracts start at $500. There are no commissions on Standard contracts.

Q: How long until I receive applications? A: Most contracts receive 5-15 applications within 24-72 hours. Urgent projects can get responses within hours.

Q: Can I interview contractors before hiring? A: Yes, always interview candidates before hiring. We provide contact information for you to schedule calls.

Q: What if the contractor doesn't work out? A: Contracts can be terminated by either party. Be professional, document issues, and provide reasonable notice. If there's a dispute, FEED provides mediation.

Q: Do you provide worker's compensation or benefits? A: No, contractors are independent 1099 contractors, not employees. They're responsible for their own insurance, taxes, and benefits.

Q: Can I hire a contractor as a full-time employee later? A: Yes, there are no restrictions on converting contractors to employees. Discuss this with the contractor if you're interested.

Q: What if I need help defining the technical requirements? A: Choose White Glove service. Our team has automation expertise and can help clarify requirements.

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Next Steps

Today:

1. Post your first contract →
2. Choose Standard or White Glove service
3. Draft your project description using our template

This Week:

1. Review applications as they arrive
2. Schedule interviews with top 3-5 candidates
3. Check references
4. Make your hiring decision

This Month:

1. Onboard your contractor
2. Kick off project
3. Establish regular communication cadence

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