Companies don’t just become great; they become great by hiring and developing great people. At W.A. Roosevelt, we don’t often have openings with our normally very high employee retention rate, but when we do, we’re always anxious to find out about great people.
Because the people of W.A. Roosevelt and our company culture are so essential to our success, interview candidates find our process typically more rigorous than virtually all companies in our industry and of our size. Depending on the specific role in our company, this may involve two to six interviews, and ALWAYS includes interviewing with our President, Todd Eber. Not only does this provide us with a format to get to know prospective employees at a deeper level, it’s also a great opportunity for those interviewing to get much more than a superficial look at us to see if we’re a good fit for them. As we say, “A bad fit is a bad fit, and it doesn’t matter which side it’s coming from.” At W.A. Roosevelt, there’s no more important process in our company than evaluating potential employees for our business.
When new people join us, they nearly always tell us these things; “The people that work here are so incredibly helpful and friendly, what a difference for what I’m use to.”, or “I love the family nature.”, or “It’s so refreshing that everyone at all levels is so approachable and open to talking about virtually anything.” Additionally, we have an excellent benefits package, are very competitive with compensation, and of course, an equal opportunity employer.
I encourage you to take a look at our current job openings. However, if there are no current openings, we accept resumes for our “future great people file”. So if you'd like to be considered for a future job opening, please contact me directly.