Careers

Olsson will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Olsson’s legal duty to furnish information.

41 CFR 60-1.35(c)

Olsson provides accessibility for job seekers who require an accommodation in the job application process. This may include individuals needing assistance due to hearing, vision, mobility, or cognitive impairments, for example.

If you are a job seeker with a disability, or are assisting someone with a disability, and require accessibility assistance or an accommodation to apply for one of our jobs, please submit a request by telephone or contact us through the email link below. Please include your contact information and specific details about your request accommodation to support you during the job application process.

Please contact Alisha Swanson in Human Resources at 402.458.5623* or accommodations@olsson.com*.

*The telephone line and the email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a response.

Job offers claiming to be from Olsson have been extended via email and other means from illegitimate senders. They may ask for sensitive personal information and/or financial contributions and appear to come from an Olsson recruiter. Olsson has no responsibility for fraudulent job offers and advises recipients to notify us immediately using our Contact form.

Olsson and its affiliates have an internal recruiting team to fill open roles that are posted to the general public. In certain cases, Olsson may wish to add to its internal team’s capabilities by engaging with external recruiting vendors and employment agencies (“Recruiting Vendors”). Recruiting Vendors are not authorized to send resumes or candidate data or otherwise directly or indirectly contact Olsson employees for the purposes of presenting candidates for employment. The only exception to this directive is for Recruiting Vendors who have an active and Valid Agreement on file with Olsson which has been authorized by Olsson’s recruiting team (“Authorized Recruiting Vendors”). Additionally, Authorized Recruiting Vendors must be specifically invited by Olsson’s recruiting team to assist with searching for and submitting candidates for a specific position and all resumes and candidate data must be sent to a member of Olsson’s recruiting team.

In compliance with this Directive, and to ensure Recruiting Vendors have authorization to share candidate personal information, Olsson will not accept unsolicited resumes from any source other than from Authorized Recruiting Vendors that have a Valid Agreement in place with Olsson as stated above. Any unsolicited resumes or other candidate data submitted to Olsson regardless of the means of transmission (email, fax, etc.) shall be considered Olsson’s property. Olsson will not pay any placement or other fees of any kind for any unsolicited resumes or candidate data that is submitted in violation of this Directive. Any unsolicited resumes or other data submitted to Olsson in violation of this Directive may be used by Olsson without obligation to pay any fees of any kind to Recruitment Vendors.

Valid Agreements are defined as being in writing and signed by an authorized designated signatory of Olsson’s Talent organization. No other Olsson employee (including a hiring manager) is authorized to sign an agreement with a Recruiting Vendor. If a Recruiting Vendor does not have a Valid Agreement, Olsson does not accept liability under any legal theory such as course of conduct, oral agreements, implied contracts, or otherwise based on negotiations with a candidate identified from an unsolicited resume or data in violation of this Directive.