On-Call Forester

We empower the best people to help sustain our world. 100% employee-owned. Independence guaranteed.

Company:

About The Team

At ACRT, we put safety first. Beyond that, our culture always has been and always will be about one thing: people. It’s about our employees, our customers, and the communities our customers serve. We empower the best people to help sustain our world. We’re the only independent national vegetation management consulting firm — giving us the freedom to put our clients first. We’re always looking for driven individuals with good customer service skills who love the outdoors and appreciate the support and independence we provide. We offer qualified training opportunities in areas where they are needed to help our customers reach their fullest potential, preparing them for what their work throws at them.

About the Role

The On-Call Forester reports to the Strategic Workforce Team Manager at ACRT. This position will play a key role in helping ACRT to support clients better when project demand exceeds the capacity of the full-time workforce. The On-Call Forester may be called in to work on emergency response, storm work, or scheduled work that is not able to be covered by current staff. The ideal On-Call Forester will be available for work on short notice for assignments of various durations and loves working outdoors!

What You’ll Do

About You

Must haves:

Nice to haves:

Other Qualifications:

Your Skills:

This role would not be a good fit if:

Where We Work

ACRT serves clients throughout the United States and the On-Call Forester will likely perform work across the Southeast part of the country.

On-Call Foresters will travel to their work assignment as needed; ACRT provides lodging and a daily per diem.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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 the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)