At Elevate you drive our success. We know that you seek a meaningful relationship and that starts with us understanding your professional background and evolving goals. Ultimately, you will solve complicated problems and so we work hard to find and retain the best in the business. So, let’s make it happen!

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Equal Employment Opportunity & Affirmative Action

It is the policy of Elevate to provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability, genetic information (including family medical history) or any other classification protected under federal or applicable state or local law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the company where appropriate. As part of the company’s equal employment opportunity policy, Elevate will also take affirmative action as called for by applicable laws and Executive Orders to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into our workforce and considered for promotional opportunities. Employees and applicants shall not be subjected to harassment, intimidation or any type of retaliation because they have (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity; or (4) exercised any other legal right protected by federal, state or local law requiring equal opportunity. The above-mentioned policies shall be periodically brought to the attention of managers and shall be appropriately administered. It is the responsibility of each manager of the company to ensure affirmative implementation of these policies to avoid any discrimination in employment.