Chuck Prellwitz didn’t participate in Cox’s RandomCoffee program expecting to find a new job at the company.
Like many of us, Chuck simply found it more difficult to stay connected with his colleagues during the isolation of the pandemic. He missed the little moments of connection that came with being in the office, like catching up with a coworker in the cafeteria or spontaneously chatting with a leader in the elevator. Working remotely is great, but getting to know colleagues in the virtual world is definitely more challenging.
Cox’s RandomCoffee program was designed to help instigate these moments of connection again. It provides an opportunity for Cox employees to meet with colleagues in a virtual setting, interacting with people from different departments and locations.
Grace Murphy, Talent Solutions Coordinator at Cox Enterprises, is the mastermind behind the program. She said that in Cox’s “flex-forward” environment – which empowers teams to make decisions about the ratio of remote and in-person work that is best for them – RandomCoffee is the perfect way to stay engaged, whether you’re in the office or at home.
“RandomCoffee supports Cox’s culture of relationships and provides an opportunity to chat, and maybe even network, with coworkers you may not meet otherwise,” Grace said. “Whether you’re talking about your pets, how long you have been at Cox, how you could partner on a project, or simply how your day is going, RandomCoffee will leave you feeling more connected.”
How does RandomCoffee work? Employees are invited to opt into the program via email. After they express an interest in participating, they’re randomly matched with another Cox employee. From there, both employees can coordinate a virtual meeting time and get to know each other.
These caffeine-fueled connections can lead to more than just new friends, though. For Chuck, RandomCoffee led to an exciting new chapter in his career.
“When the opportunity to meet new people at Cox came up through Random Coffee, I was so excited because it provided an easy way to meet someone new and learn about what they do and who they are,” said Chuck, who was a Human Resources Project Manager for Cox Enterprises at the time.
Chuck was matched with Amit Vyas, Associate Vice President of Team Member Experience at Cox Enterprises. Chuck and Amit hit it off and after their first meeting, Amit began informally mentoring Chuck on a quarterly basis.
“I then met Brian Anderson for Random Coffee, who reports to Amit, and we subsequently met for coffee in person two more times,” Chuck said. “Throughout these meetings we talked about family, church, careers and life. During our career discussions, I informed them I had been a Project Manager my whole career but really wanted to find new ways to leverage my transferable skills to help other areas of the business. I wasn’t really looking for a new role at Cox but Brian and Amit said if they run across any that I might be interested in they would send my way.”
A few months later, a new and exciting IT position opened up in Amit’s department. As fate would have it, it was just the kind of role that Chuck was interested in.
Chuck said that the relationships he established with RandomCoffee allowed him to get his foot in the door. In January, he began his new role as a Senior IT Mobile Strategy Analyst at Cox Enterprises.
“I never would have thought I would be working on Mobile Strategy for Cox, let alone not being a Project Manager; however, thanks to Random Coffee I have entered a fun new time in my career,” Chuck said.
We’re hiring! Click here to view open positions.
Job opportunities are plentiful right now – and so are jobseekers. In this exciting hiring market, it’s more important than ever to make your resume stand out from the rest.
A quick Google search yields lots of (sometimes conflicting) advice on how to make your resume pop. So we asked Joe Tsutsumishita, Senior Recruiter at Cox, to share his advice. After all, he looks at resumes every day and is truly an expert on the subject!
Joe is based in Omaha, NE and has been working at Cox for eight years. He specializes in recruiting people for residential sales roles at Cox Communications, like account executives, territory sales representatives, retail sales associates and more.
“I love making offers to candidates,” Joe said. “You’re helping someone make a significant career and even life change.”
Ready to overhaul your resume? Here are Joe’s tips.
Joe: I first scan for relevant roles and how much time they have been in those roles. I’m basically checking for candidates who meet minimum qualifications – we have to rigorously adhere to those requirements. In other words, if the minimum requirements state “Five years in sales, operations and/or marketing,” my first pass on a resume is making sure that the resume meets that experience and potentially education requirements.
Joe: I look for attention to detail; and by that, I don’t just mean grammar and spelling. Rather, I’m looking at the details they choose to include in a resume that makes it relevant to the role they are applying to. The candidate doesn’t have to list every experience, since some might not be relevant. If they include a section with non-related work experience with companies, titles and dates, it helps me fill in the gaps.
Joe: Again, I prioritize work experience and time in those roles. For me, that’s what helps me decide whether to keep looking at the resume. It’s the gatekeeper.
Joe: It can vary by role. For example, if you’re applying for a marketing or graphic design role, I wouldn’t mind if there was some color. It’s just about focusing in on the role you’re going for. Also, it’s worth noting that white space makes things a little easier to read.
Joe: One common mistake is downloading a template resume and forgetting to make edits to parts of it. I see a lot of resumes with ‘canned’ objectives or summaries. Another mistake is being too conversational when highlighting tasks and achievements. Resumes with long paragraphs are hard to get through. I recommend using bullet points when possible. Misspellings happen a lot, too.
Joe: I recommend creating a base resume and adjusting it based on the role you’re applying to. Recruiters review a very high volume of resumes, so clutter and non-relevant experiences don’t help your case. Be mindful of the details that are specific to the job you want, and make sure to highlight those responsibilities and achievements.
Ready to apply for a job at Cox? See openings here!
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Expert Q&A: What Recruiters Want You to Know About Your Next Sales Job
Bill Baker is Director of Relocation at Cox Enterprises. An employee for more than 25 years, he has a unique perspective on how the company has evolved – and where it’s been unwavering.
Bill Baker lives and works from the top of a mountain in Highlands, NC.
His cabin overlooks a gorge with stunning views. From his remote retreat, he watches the seasons change and the sun move between summer and winter solstices. It’s not uncommon for him to see single and double rainbows from his mountaintop, which has its own microclimate.
“I was socially distanced before it was cool,” Bill remarked. He has a kind, personable demeanor that shines through even on a Microsoft Teams call and makes him a great fit for Cox’s workplace culture.
Bill and his wife moved to the mountains seven years ago, and he’s no stranger to relocation. In fact, it’s his specialty. As Director of Relocation at Cox Enterprises, Bill manages the logistics of helping Cox employees – both new and current – move to new locations for work.
“I’m more than a relocation guy,” Bill explained. “I’m a coach, a cheerleader and a counselor. I get candidates of all ages – new hires as well as those moved multiple times – and I always remind folks that ‘no move is ever perfect.’ I’ve done this long enough to know that I can always offer hope and encouragement to people.”
Bill added that he manages approximately 250 moves a year. From Cox executives to people with special childcare, eldercare and medical needs, Bill has helped employees in all kinds of situations.
“When it comes down to the work I do, I look at the support in two ways. Every move is different, but each one has a financial dimension and an emotional dimension. The financial side is certainly important – understanding the cost of real estate and so on – but the greater side is the emotional one. If you look at the top stressors in a person’s life, moving is near the top of the list. I try to minimize the emotional stress of relocation. And it’s one of the most gratifying jobs I’ve ever had.”
Born and raised in southern Ohio, Bill heard the name Governor James Cox in history classes growing up. But it wasn’t until he moved to Atlanta in the ‘90s that he made the connection with the company itself.
Bill was working in sales with an office furniture company that happened to be a vendor for Cox. When managing Cox’s account as a supplier, Bill saw something different about the company.
“I recognized there was something special about Cox,” Bill said. “They were about values; they were about more than dollar signs. People mattered there.”
When a position in corporate services opened, Bill was offered the job. He was told that he’d be responsible for some administrative responsibilities, as well as managing operators, the mail center team and employee relocation. Bill learned that the latter meant that when executives were moving across the country, he’d be responsible for getting them there; and when employees joined the company or were being transferred, he’d help manage the details of their move and get them settled.
Bill had hesitations at the time, as this kind of work was “out of his wheelhouse.”
“But [they] told me that I was qualified and that they’d train me; that they were looking for people who were willing to learn,” Bill said. “I’ve gotten back more than I could have ever imagined.”
What has he learned, looking back on more than 25 years at Cox?
“I was given an opportunity, I worked hard to focus on it and make the right decisions,” Bill said. “I’ve been a benefactor of the fact that the company believes in people and invests in people and gives you a chance to grow and succeed. There’s not a single thing I would do differently.”
Interested in jobs at Cox? We’re hiring! Click here to view open positions.
From LinkedIn courses to YouTube videos to Twitter threads, the online world is saturated with advice about finding a new job right now.
Salespeople who are hunting for their next opportunity can and should be picky about the benefits, compensation and culture of their next role, and it’s important to have a firm understanding of what the hiring market is like right now.
We believe it’s wise to cut through the clutter and go straight to the experts: the people who are actually doing the hiring, and who know what skills are in high-demand – people like Cox’s Talent Acquisition team, who daily recruit new talent to join the Cox family.
Whether you’re a new graduate, are actively seeking a new job opportunity or are just curious to know that today’s career landscape looks like, you might be interested to know what companies are looking for in salespeople right now – and what should you be looking for in a company.
Keep reading to find expert advice from three of Cox’s sales recruiters:
Renee: I look for excellent communication, outstanding prospecting and closing skills, follow-up skills, professionalism and confidence…and more. I also look for someone with a positive attitude and who is a team player.
Megan: I look for someone who has the ability to build rapport; someone who’s outgoing and a “people person.” I also look for someone who demonstrates drive, who is goal-oriented and a continual learner.
Eric: I look for enthusiasm and energy – a “go-getter attitude.” Coachability and a willingness to seize the day are also important. I recruit B2B sales reps, and those are roles where you control your own destiny and your own book of business. Showcasing a drive to help clients find solutions for their business is something that really helps candidates stand out.
Renee: All sales professionals should look for an organization with good sales management, great products and services, open-door management policies, ethical standards, work-life balance, client-focused culture, diversity and inclusion and a place where they can grow professionally. Cox has a good culture where sales professionals will get great training and development, the opportunity for career growth, product and sales training, uncapped commissions, Winner’s Circle (Cox offers an annual company-paid trip for all the top sales performers within the company), diversity and inclusion, good sales management and a team environment.
Megan: Look for the opportunity to grow and succeed; for rewards and success through commission plans, awards, sales incentives trips and so on. And look for strong sales support teams to minimize churn.
Eric: Look for leadership that supports you and helps remove roadblocks. Look for servant leaders who want you to succeed and will empower you to do so. We have a lot of great sales leaders here who want to see you reach that next level in your career and score a big win, and they’ll do everything in their power for you to do that and meet your own individual goals, in and outside of work.
Renee: Cox provides an excellent place for sales professionals to grow, develop, train, and thrive. Cox employees love working here because Cox genuinely cares about helping our clients’ businesses grow and succeed, as well as their employees.
Megan: We recognize our top performers in a big way. We’re invested in employees’ growth and development, not just their quote attainment capabilities. Cox prioritizes employees and customers, not just the bottom line. Everyone works together to service the customer, maximizing the efforts made to close – from sales to project management to engineering and more.
Eric: It’s all about the culture. As a B2B sales rep, you’ll find that many organizations are cutthroat – not Cox. They care about you inside and outside of work. Beyond you achieving success, the culture here really empowers people to strive and reach their full potential. Additionally, our benefits are world-class. Low healthcare premiums, 6% match on first 100% for 401k (traditional or Roth), 8% once you hit your third year, adoption assistance, tuition assistance, paid-volunteer time off for you to give back to your local communities…I could go on all day. I like to consider Cox a big company with a small-town feel and that really shows.
Interested in learning more about the salespeople who drive Cox forward? Check out the rest of our For the Love of Sales series and follow along on social media using #ForTheLoveOfSales.
1. The certification is based on our employees’ feedback.
The Great Place to Work certification is based on an assessment of a workplace’s demographics, benefits and culture, as well as a third-party survey of current employees. What does this mean? It means that experts and employees alike have determined our status as a certified Great Place to Work.
In fact, our employees ranked us a cut above the rest. 89% of employees aid that Cox is a great place to work – a score that is 30% higher than the average U.S.-based company.
Here are a few comments employees made in the survey:
2. We create a culture of belonging from the get-go.
Starting a new job can be daunting, even at a GPTW-certified company! It’s our goal to make the hiring and onboarding process as seamless as possible, from applying to interviewing to your first day as a Cox employee. In fact, 93% of employees said that when you join the company, you are made to feel welcome. Our employees’ spirit of camaraderie really shines when we welcome new people to the fam!
You can read more about our recruiting process here.
3. We’re looking ahead to the future.
We’re celebrating our Great Place to Work certification, but don’t want to rest on our laurels! We are constantly looking for ways to make Cox’s workplace culture even better. We strive to maintain open communication with employees, welcoming suggestions and ideas for how to become even better. From regular surveys to open-door policies with company leaders, we’re dedicated to creating an environment that’s open and honest.
Want to be part of our award-winning culture? We’re hiring! Click here to see open positions.
Cox’s California facilities are more sustainable thanks to the efforts of Eddy Morano, facilities manager and member of the California Cox Conserves board. Read Eddy’s story below.
Cox Conserves – Cox’s national sustainability program – has some ambitious goals.
Through the Cox Conserves program, we aim to send zero waste to landfill by 2024 and be carbon and water neutral by 2034. We’re confident that we can achieve these goals with the help of employees who are passionate about environmental health – people like Eddy Morano, facilities manager for Cox Communications in San Diego and a board member for Cox Conserves’ California chapter.
Eddy, who joined Cox in 2012 after a career in the Air Force, is focused on the sustainable operations “pillar” of Cox Conserves. The California Cox Conserves committee works with other Cox Conserves chapters across the company to boost the positive environmental impact of the company.
“We collaborate on ideas to find ways to contribute to meeting the waste, carbon and water goals,” Eddy said. “On a bi-weekly basis, we brainstorm and develop ideas for what we can do better in the future. Then we take those ideas and do an analysis on what needs to be done to achieve them. Then it’s just a matter of aligning ourselves with other committee members, getting direction and funding if needed, to make sure that whatever we do has a positive outcome.”
Eddy’s position as facilities manager – overseeing 700,000 square feet of property in California – gives him special perspective into how to make progress toward Cox’s sustainability goals.
Some specific projects that are currently underway:
“It’s important to find better ways of doing things and become better stewards of the resources that are under our care,” Eddy said. “Cox’s focal point isn’t just our business, but our community and environment. That’s one thing I believe we do very well at Cox.”
Always adapting, always evolving
The COVID-19 pandemic sent the majority of Cox’s employees to work from home, which of course had a big impact on Cox’s facilities operations.
“When we went into COVID, like millions of other people, our team was somewhat scared,” Eddy said. “And just like the rest of the community, we didn’t know what was going to happen.”
Little by little, month by month, the facilities teams learned more about COVID and how to prepare their work environments for an eventual return to in-person work.
“We found our niche, working together and with our senior leadership team both in Atlanta and here in California, following guidance for how we were going to control the space that we’re in,” he said.
To Eddy, a silver lining of the COVID cloud is resilience in the face of change.
“Adaptability is one of the skills I’ve honed the most at Cox, especially during the COVID time period because we were in this changing environment,” he said. “And that’s one thing about Cox Conserves: something is always ongoing. It’s about constantly evolving and finding opportunities when they arise; making improvements to reduce our footprint.”
Being green is a team effort
Meeting Cox’s sustainability goals will require participation from employees across the country, and Eddy believes the teamwork that permeates our workplace puts us in a good position to do just that.
“The great thing about working here is the collaboration with others, whether it’s my current team, peers across the country or just folks in other departments,” he said, specifically commending his five team members – Liz Jones, Jason Rudolph, Rudy Tuchek, David Maurer and Pat Schnick.
“I’m very fortunate to be able to work with people in different departments to figure out how we as a team can make a difference,” Eddy said. “This group has a lot of energy and exciting ideas.”
Interested in a career at Cox? We’re hiring! Click here to start exploring.
“Our pipes burst, leaving our family without water. We were so cold without power. It was scary. My manager, Tony Nicosia, reached out to let us all know that his home was open and that he had electricity and water and invited us to come there,” says Kristen Cone, Sr. Dealer Success Consultant at Cox Automotive.
Kristen was one of the many employees impacted during the devastating winter storm that swept across Texas and surrounding areas last week. More than 4.3 million homes and businesses were left without power, some for several days. The power outages, busted pipes, empty store shelves and many other catastrophic events that unfolded left many of our employees freezing and in distress.
One of Cox’s guiding principles is “Do the Right Thing. Always” … and that’s exactly what happened. Cox and employees rallied together to create a network of resources and provided an abundance of support for those in the affected areas of Austin and Dallas.
Read specific stories below about how both Cox and employees did the right thing and supported each other like family during this time of need.
Donation Supplies from Cox
While both cities of Austin and Dallas were affected by the winter storm, Austin was hit with a second ice storm mid-week, thus creating an even larger need for supplies – especially water, food and specialty items like diapers. Cox teams from across divisions rallied together to support. Thousands of supplies were sourced in Atlanta and packed on a delivery truck, which arrived in Austin for employees to pick up in a COVID-safe drive-through.Many Cox volunteers also organized and loaded materials into employee’s cars on Saturday and Sunday at the distribution hub. If employees were unable to access the drive-thru pick up, Cox volunteers delivered supplies to those employees’ homes.
“Everyone who asked for help received help. Many specific requests were accommodated, whether it was vegetarian meals, particular brands of baby foods, specific sized diapers, you name it.”
– Kurt Stonecipher, Sr. Director Product Management
The Cox Employee Relief Fund (CERF)
Employees not only received essential supplies from Cox, but also financial support. CERF provided financial support to meet the immediate needs of food and/or lodging to employees who experienced loss of power, loss of food and were unsafe in their homes. CERF assisted 18 employees with $7,675 to cover such needs. The CERF team remains on standby to provide ongoing support with immediate needs as well as long term needs such as home repairs, home insurance deductibles, moving expenses and more.
Support from Colleagues
In Dallas, the greatest need was to ensure that all employees were safe. Employees in this region created a community of constant contact using a Send Word Now alert/check-in process and a Teams channel. The employees used this communication channel to give their safety status, share news and updates and determine the needs of other employees.
While facing issues of their own at home, employees of the local Manheim auctions also stepped up to support. Five auctions in Dallas, Houston and San Antonio faced significant challenges with record low temperatures impacting the power grid and water services throughout Texas. From keeping the walkways and main drive areas clear to staying at the auction sites to prevent pipes from busting or other hazardous events occurring, these employees served as local heroes.
“Chris Ketter (Maintenance Manager, Dallas) and her team worked around the clock addressing multiple water pipes bursting, shutting off the water, cleaning up and keeping our facility safe. Chris and her team worked in very cold conditions late each night and very early every morning to ensure the facility was safe and de-iced for our clients and team members to arrive each morning.”
– Rich Curtis, General Manager
“Tommy Lamance (Operations Manager, Houston) stayed at the auction two nights in a row monitoring all pipes, generator fuel levels and the facility to make sure we were on top of all maintenance needs. He was able to shut off water as soon as pipes broke to eliminate flooding at the site and was able to get our diesel tanks refueled during a time that virtually no-one was delivering fuel. ensuring we had ample diesel for the generators.”
– Brian Walker, General Manager
It Doesn’t End There
Employees around the regions offered a variety of support to their communities and their colleagues. Some opened their homes to each other, helped move furniture from flooded apartments, and delivered supplies to doctors, nurses and other families.
Whether it was a colleague or a member of the community, Cox employees found a way to do the right thing. Always.
Click to learn more about #LifeatCox and how are people are a force for good.
We talk about “life at Cox” a lot.
It’s a phrase that refers to the culture of Cox: the environment our employees create, the ways we take care of each other and the fun we have along the way.
We’re admittedly a bit biased about how awesome life at Cox is. So it’s always nice to receive validation from experts about the atmosphere our employees create at Cox.
Cox was recently recognized in the first-ever national version of the Top Workplaces awards. We’ve been named a top workplace on a regional level in locations including Austin and San Diego, with special recognition in Atlanta, and we’re thrilled to receive this award on a national level too.
Why did we receive this award? It’s based on what employees say about us. From employee survey results, Top Workplaces identified companies that operate with strong values, are innovative and maintain effective internal communications.
On our mission to build a better future, we’re guided by simple but impactful values. They are our north star; they inspire us to bring our best selves to work and empower others to do the same.
We strive to:
“It means the world to me to set the right examples not only around values, but how to give voice to those values and always do the right thing.”
-Reggie Ellis, Retail Market Manager, Cox Communications
Read Reggie’s story here.
Across our diverse businesses — from communications, transportation and esports to powering smart cities, slashing global waste and pioneering green businesses — our employees are making their marks and forging a better world. Using best-in-class technologies and inspired by a bold vision, they are equipped to bring ideas to the table, blaze new trails and help people live prosperous lives.
“Cox is innovation itself and is highly adaptive to the fluid changes of the world. We have a beautiful future ahead. We don’t just see the horizon; we see past it to something that can and will be. And with all of us working together, we make it happen.”
-Jenny Clyne, Project Support Specialist, Cox Communications
Read Jenny’s story here.
Honesty is our best policy, and we aim to be transparent with employees in everything we do. We also recognize that communication should be two-way, and our open-door policy empowers our people to provide feedback and ideas back to our leaders.
“We’re constantly pushing the message of collaboration, communication and respect. I’ve never seen leaders so accommodating and caring.”
-Tonya Wallace, Director of Agile Delivery, Cox Automotive
Read Tonya’s story here.
Interested in seeing what experts say about Cox’s culture? See our awards and recognitions here.
Ready to join our family? Browse job openings here!
Adding a few vampires to our video calls, thrills and chills to our virtual chat rooms, ladies and gentlemen, it’s Halloween season! That means it’s time to show your seasonal spirit. Over the years, our employees have gone all out for All Hallows’ Eve, donning some incredibly creative costumes, dressing up their desks, offices, cubicles and more. As Halloween is upon us, we’ve been getting into the spirit. Check out a few of our spookiest costumes below.
While our festivities will look a little different (and more distant) this year, we still wanted to share of some of our favorite moments from Halloweens past.
Want to read more stories like this or discover a day in the life at Cox? Check out our employee blog or search for open roles to learn more
This year marks the 30th anniversary of the Americans with Disabilities Act, so it’s the perfect time to reflect on how far we’ve come and appreciate the ingenuity that people with disabilities bring to our workplace. Cox is committed to building a culture that champions inclusion, read more about how we’re showing up.
Supporting Our People
At Cox, we celebrate National Disability Employment Awareness Month in October as part of our ongoing commitment to disability inclusion. We encouraged our people to commit to doing “Just One Thing” to advance disability inclusion and launched internal resources and events for our people to engage in building awareness.
As a result, our efforts have been recognized by Disability: IN, the leading nonprofit resource for business disability inclusion worldwide. Our high score of 80% on the 2020 Disability Equality Index (DEI) is a testament to our company’s emphasis on championing inclusion. It also serves as key benchmark we can use to gauge our year-over-year improvement.
We also are a strong supporter of the Bobby Dodd Institute, which connects people with disabilities and disadvantages to jobs.
Supporting our Customers
Cox Communications offers a suite of accessibility products such as big-button remotes and video description. And it has an Accessibility Team, dedicated to ensuring that our products, services and environments are accessible and usable for people with diverse abilities. Read on for a Q&A with CCI accessibility team members Ilene Albert, executive director, ancillary products and accessibility; Jennifer Ernest, director accessibility products; and Anastasia Kapetansky, associate product manager, accessibility products.
Q: This year marks the 30th Anniversary of the Americans with Disabilities Act. What impact do you believe the ADA has had on life for people with disabilities?
Everything! It’s hard to imagine that only 30 years ago, buildings were not designed to accommodate people in a wheelchair, travel was difficult, businesses could refuse service to people with disabilities and any place of employment could refuse to hire someone because of their disability. The ADA changed that. It leveled the playing field for people with disabilities and ensured equal rights for the first time in history.
Q: What makes you most proud about the work that we have done at Cox to support disability inclusion for our customer and employees?
One of our favorite quotes from our company’s founder, Gov. James M. Cox, and one that aligns so closely to accessibility is this: “Ask yourself one question: is it right? Then do what you believe is right for your town, your state and your company.”
Today, we still live by his words. And our commitment to doing what’s right has helped us succeed and earn our reputation as a trusted provider, helping move our business forward. We’ve created a specialized accessibility call center for customers, and we’ve trained nearly 100% of our front-line employees on how to deliver customer service and communicate with people with disabilities. We’ve improved processes and brought awareness to our employees and customers of the importance of disability inclusion.
Q: What else would you like to share?
People with disabilities represent the largest minority group — and the only one any of us can become part of at any time. We believe that Accessibility features make better products and when you design for Accessibility – you’re making a better experience for everyone.
Want to read more stories like this or discover a day in the life at Cox? Check out our employee blog or search for open roles to learn more.
We’re changing out our tools to provide a better experience for you. Between June 16-22, we will not have any open jobs published on our careers website, but please join our talent community and come back after June 22 to search and apply. Thank you!