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Our Operating Principles & Employment Practices
Curate Partners relies on the accuracy of information contained in the employment application and/or resume, background checks and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information may result in exclusion of the individual from further consideration for employment, or, if the person has been hired, termination of employment.
Non-Discrimination in Hiring and in the Workplace
To provide equal employment and advancement opportunities to all individuals, employment decisions at Curate will be based on merit, qualifications, and abilities. Additionally, Curate will work to ensure that every position is filled without regard to all protected groups. Curate does not discriminate in employment opportunities or practices based on age, race, creed, color, religion, national origin, ancestry, sex, gender, marital status, parental status, genetic information, sexual orientation, gender identity or expression, citizenship status, disability (mental or physical), medical condition, military or veteran status or any other characteristic protected by law.
Curate will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor or any member of management. Supervisors and managers must report all complaints to Curate’s Equal Employment Opportunity officers (Nancy Fuccillo or Mike Giglio). All complaints will be followed by a fair, complete and timely investigation and Curate will maintain confidentiality to the extent possible. Employees will not be retaliated against for complaining or participating in an investigation. Supervisors, co-workers and third parties are prohibited from engaging in unlawful behavior under the Fair Employment and Housing Act (FEHA). Anyone found to be engaged in unlawful discrimination will be subject to disciplinary action, including termination of employment.