A. In general, candidates follow all steps below starting at step 0 or 1.

0. Sourcing/proactive recruitment
Our Talent Acquisition Partner finds and proactively contacts potential candidates through LinkedIn, Facebook, Google, and other sources.

1. Initial Review
Our Recruiters review—with human eyes—all candidates’ Resumes, Cover Letters (if applicable), Screening Questions, and any job-specific Assessments to determine whether each application meets the minimum qualifications for the position sought. We do not consider your name, or the names of your undergraduate and graduate schools from your resume. This process is aimed at opening all our job opportunities to more candidates, reviewing applicants on performance assessments instead of resume proxies (e.g., where you went to school).

2. Phone Interview
A Recruiter conducts a short phone interview with matching candidates (10-25 minutes, depending on the position). Successful candidates’ files are sent to the hiring team, who will decide whether to move forward. We inform candidates of the hiring supervisor’s decision, regardless of the outcome.

3. Employment Application & Skills Tests
Successful candidates will be sent an Employment Application form to complete which includes professional reference information, conflict of interest checks, etc. Most positions also require special skills tests such as online calendars, case note writing, proofreading, etc.

4. In-Person/Video Interview
The hiring supervisor invites successful candidates to an initial in-person or video interview (depending on the position). Candidates who pass this interview move on to an Observational or Panel interview.

5. Observational Interview (for client-facing positions) or Panel Interview (back-office support staff positions)

Client-facing positions: The hiring supervisor schedules an interview in the field or shelter so that the candidate can observe the position’s pace, population, and environment to ensure that they feel it’s a good fit for them. The interviewer will also observe the candidate’s interactions with our staff, and ask additional interview questions.

Back-office positions: The hiring supervisor conducts a panel interview with candidates and appropriate other staff or Board members. This interview may include a live skills observation, such as a screenshare while the candidate completes a set of tasks in Excel.

6. References and Social Media Check
A recruiter contacts the professional references provided on the Employment Application and conducts a web/Social Media Check.

7. Wage Recommendation
A Human Resources Admin reviews previous experience and education and makes a starting wage recommendation to the hiring manager based on our current Wage Ranges and Education & Experience Criteria.

8. Staffing Change Request
The hiring supervisor submits a request for approval from Finance and Management.

9. Conditional Offer of Employment
Human Resources prepares and sends a conditional offer of employment.

10. Background Check
Once a conditional offer has been accepted, a criminal history record check and Motor Vehicle Report (if applicable for the position) are run.

11. Pre-Hire Documentation
For candidates who successfully pass our background check requirements, Our People Operations Coordinator and HR staff work with candidates to gather necessary documentation prior to the first day of work, such as proof of COVID vaccine or testing, headshots, etc.

12. Onboarding
Day 1 of employment with City Net includes onboarding with our People Operations Coordinator, document signing, introduction to your supervisor and colleagues, and basic training.

13. Orientation & Training
The first 60 to 90 days (two to three months) of employment include general organization-wide as well as job-specific orientation and training with your supervisor, lead(s), and our People Operations Coordinator.

A: Yes. Candidates must be authorized to work in the United States for any employer.

A: No. To be considered for a position at City Net, you must apply online for a specific job opening. Unsolicited resumes will not be reviewed. You can set up a Job Alert via Indeed to have new job openings that match your search criteria automatically emailed to you.

A: No. As a federal contractor, we're required to collect certain information for all applicants. To be considered for a position at City Net, you must apply through our online system directly, or via one of our linked job boards like Indeed, Glassdoor, etc. If you experience difficulties applying, please see Technical Support below.

If you are a job seeker with a disability and require accommodation to apply for one of our jobs, please contact us at recruitment at citynet.org, and we'd be happy to assist you (our email address is modified for spam prevention -- use the @ sign when you email us)

A: After applying, you should receive a confirmation email from us with the subject, “Thank You for Your Application” (be sure to check your SPAM or Junk folder). If you do not receive a confirmation email, your application was not submitted.

A: When you apply online, you will see a confirmation message that your application materials have been received. We receive resumes from many qualified applicants and the hiring process may take several months. We do our best to review and respond to applications within 5 business days, regardless of whether you’ve been selected to move forward.

A: The hiring departments prefer you not contact them directly unless the hiring manager's contact information is included in the job posting. You are welcome to visit our website to find out more about the work being done here, or to email our Recruitment Team.

A: Cover letters are not required for any position. If you choose to write a cover letter, it is not necessary to address a cover letter to a specific individual.

A: Yes. The application process gives you the opportunity to enter the name of an employee who is referring you as a candidate. Please do not use this box to enter any other information, as it makes more work for our recruiters to sift through.