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Cx Associates’ Commitment to Applicants

 

We know applying for and taking on a new job requires a leap of faith. We want you to feel comfortable and excited to apply to join us at Cx Associates.

We pride ourselves on being best-in-class commissioning providers and engineering consultants. We don’t settle for average. That’s why we do everything we can to make even our recruitment process better than average. Unfortunately, a typical hiring process can feel vague or unclear. You apply, wait for weeks, and never hear back—and you're left wondering why you applied in the first place. Applying for a new role takes courage, and it's hard to muster that courage when—more often than not—your only reward is silence.

The hiring process at Cx Associates is different. When you apply for a role, you are going to hear back from us, even if we don't see a clear match with one of our open roles. In fact, throughout the process, we strive to make sure you never go more than about a week without hearing from us.

We don’t use bots to weed out resumes. Humans who care about people carefully review each and every submission. In the spirit of transparency, here’s an outline of how the hiring process at Cx Associates unfolds:

Applying. When you apply for a position at Cx Associates, a human reviews your cover letter and resume and sends a response withing 24 working hours acknowledging receipt of your submission.

Application review and phone screen. We review your resume and cover letter and if some basic criteria are met, you may be selected for an initial phone screen interview that usually lasts about 30 minutes. This call allows us to gather more information about your interests and experience and gives us a chance to explain more about Cx Associates. Any candidates that are not selected for a phone screen and will not be moving forward are contacted as soon as that determination is made, but no more than about a week from the time they sent their resume. Applicants will be given the salary range for the position at the phone screen stage.

Interview. If an applicant is selected for a full interview, we will invite you to our office in Burlington to meet with key members of our team, usually including the owner of the firm, the associate principal, at least one senior engineer, and one person from our EMV and/or admin team. Interviews usually last around 90 minutes and for technical positions are more technical in nature. Candidates may be asked about engineering principles, energy codes, and other key knowledge areas related to the position. We don’t ask “gotcha” questions or questions about how many golf balls fit in a 747. The interview is also a chance to get to know the candidate, and more importantly for the candidate to get to know Cx Associates so they can evaluate whether CxA is a good fit for them. Interview candidates may be asked to provide three professional references and a work sample or two (usually a writing sample and something technical that they have worked on). We don’t ask candidates to take tests or do “homework.”

Final decision. After the hiring team has interviewed candidates, they will confer to evaluate each candidate and make a decision based on their skills, experience, potential, and what they would bring to the culture of Cx Associates.

Offer. Once a decision has been made, references are checked to get a better idea of what it's like to work with you. We promise that we will never reach out to your current employer without your permission. Once references are complete, we'll make an offer to you including details about salary, benefits, and other relevant details. Your offer will be determined by the salary range for the role, your relevant experience, and the skills you demonstrate during the hiring process. We hope you accept!

At each point in this process, we promise not to go silent on you. We strive to never go more than about a week without letting you know the status of your application.

 

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Cx Associates is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race, color, religion, national origin, age, gender, gender identity, sex, ancestry, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.