Recruiting and Hiring Process

Thanks for your interest in joining our team, where our mission is to improve the financial lives of our neighbors and their businesses. Here’s a brief overview to help you understand the steps within our hiring process.

 

Where to Begin

We post new opportunities regularly, so visit our Current Openings section often and apply for positions that interest you and sound like a good fit for your qualifications.  To learn more about each opportunity, view the job description and requirements of each position.

You may submit your resume and cover letter by one of the following methods:

All cover letters and resumes must be submitted in .pdf format.

If you have any questions, please email us at careers@farmersnb.com.

 

Screening

Once you’ve found the perfect job opportunity, apply for it! We’ll review your application and selected candidates will be contacted by phone to discuss next steps. If you are contacted, we’ll introduce you to the opportunity more thoroughly, explain next steps, and answer any questions.  The length of the recruitment process will vary based on each open position.

 

Interview

After the phone screen, you may be invited to attend an interview, generally in person. If you are selected for an interview, you will meet a Hiring Manager and/or others on the team who have reviewed your credentials, so be prepared to review your resume and how your background relates to the opportunity.

During the interview, you’ll also learn more about our mission as a company and how you can help to improve the lives of our neighbors and their businesses.

 

Offer

Candidates selected for employment generally receive a verbal offer, followed by a written offer after standard pre-authorized background and credit checks have been completed.

 

Setting a Start Date

Once an offer is accepted, a start date will be agreed upon. Your onboarding activities will begin and will include further discussion about our mission and goals as a company, our employee benefits, and much more.

 

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