Welcome to our employment section. Here you can view our current job openings and apply for positions online.

Our corporate foundation of Process – Strategy – Results is very much in sync with our recruiting and employee retention policies. We have very well developed processes for attracting the best and brightest candidates to support our contracts. We work very closely with our customers to understand what they expecting to achieve from the programs we are supporting and work diligently to create a sound, effective strategy that will ensure long term and exceptional service provision. And, mainly, we are about results and ensuring that our people assist our customers in achieving results that meet and exceed their expectations.

• Recruiting
• Retention
• Staff Development

Recruiting:
We focus our recruiting efforts on two distinct pursuits: a search for building and maintaining a resource database and a search to staff a specific requirement. Our recruiting efforts are based on established proactive and successful methods and procedures. When staffing for a specific requirement our recruiters work with the objective of finding the most qualified individual to fill each slot while meeting our commitments to begin TOs upon award and to be fully staffed in less than 10 days of TO start.

Our approach to staffing is in line with our overall approach to task management. We forecast staffing needs for all TOs and continuously update the forecast as information is gathered by the Marketing Team. When a TO is received the Task Manager defines and documents for each position a set of criteria based on skills, experience, technologies, clearance requirements and project location.

Based on the staffing requirements and selection criteria developed, we determine if we can meet the requirements through the use of existing staff. To make this determination, we use an automated selection process to search our Resume Database for candidates with the right skills for each position identified. If no candidates are identified, we prepare and submit personnel requisitions to our recruiters and they identify qualified candidates. Our Team has employees across the US and we are well connected to local organizations in the technology sectors. We regularly recruit using a wide variety of diverse resources to ensure we are able to hire the needed talent.

Once candidates have been identified, we review their work history and skills, perform interviews for the most promising candidates, and extend contingency offers to those candidates who best meet our criteria. We perform extensive reference checks on all candidates to ensure they are well suited for identified positions. We carefully screen candidates through the application and interview process. Our hiring team focuses on understanding candidates’ qualifications as they relate to the customer and project requirements, and ask pertinent questions. Do the candidates have the appropriate skill sets and experience? Do the certifications and educational levels match appropriately? Are these individuals active in related professional associations? Do they meet the required security credentials (if applicable) and are they current? Are the citizenship criteria satisfied? After careful consideration of this information the Comtech PM, with the support of the hiring team, selects the right professional for each task, which, in turn, better guarantees customer satisfaction and project success.

While we generally recruit in the local market, we are also successful in locating resources in other areas of the country and economically relocating people into the desired location as necessary. Our proven recruiting capability provides the flexibility and agility to adjust our core staff to meet increasing demand or unique needs for Connections II customers.

Retention

Comtech recognizes that the most important factor in performing support service efforts is the quality of the people who perform the work. We invest in our personnel throughout their careers at Comtech, ensuring that each person is motivated, involved, rewarded, and recognized for their achievements. For the past 12 years, Comtech has worked hard to establish and maintain an environment conducive to retaining a highly skilled resource pool. With 125 personnel providing services today, we maintain an average retention rate of 93 percent on our projects.

We attract personnel through a combination of competitive labor rates, valued benefits packages, and challenging assignments. We retain individuals by recognizing performance and viewing each employee’s employment with Comtech as a career building exercise, not just a job.

Comtech annually reviews employee performance and awards merit salary increases. Using a performance-based evaluation and recommendations from the employee’s Project Manager, Comtech recognizes employees for consistent hard work and exceeding performance standards. We believe that employee appreciation continuously supports employee retention, thus maintaining our top-quality workforce dedicated to delivering a quality product to our customers.

Comtech also has a performance bonus policy. Staff can receive bonuses, at management’s discretion, for single events of outstanding performance (e.g., events following the 9-11 disaster) and for sustained outstanding performance during an entire project. We value written and oral commendations from customers which, depending on the significance of the commendation, may result in special employee recognition. This recognition has included cash bonuses, luncheons, and corporate products to celebrate outstanding employee performance.

Staff Development Plans

Compensation for achievement is only one aspect of retention. Staff development activities shift the employees’ focus from a job-oriented perspective to a career-oriented one, encouraging longevity with Comtech. Most technical employees enjoy challenging work assignments that enable them to grow their skills and enhance their careers. We recognize this and incorporate within the annual review process:

• Career Planning. Identifying next position, roles and responsibilities the employee should be preparing to fill
• Succession Planning. Identifying a specific senior position towards which the individual will be working.
• Skills Assessment. Benchmarking skills against current position requirements as well as future career goals.
• Development Planning. Identifying training and other activities in which the employee will engage to achieve career goals and objectives.