Ag Partners Co-Op

“Liquid Perks”:

These are unique fringe benefits that are offered to our employees in addition to the traditional benefits. There are many, but a few of the more unique one’s are: annual allowance of AgroLiquid product, clothing and promo items; a library of over 500 items ranging from agronomy audio books to paperback enjoyment reading; an identity-theft assistance program; company asset auctions; and believe it or not, a week long Hawaii Trip!

Flexible Schedules:

Recognizing the need for employees to maintain work, family, fitness and personal commitments, the Company supports flexible scheduling options that are mutually beneficial to the employee, team and company.

Training, Development, and Tuition Programs:

Our programs are designed to empower employees to engage in growth with the company through a variety of opportunities. A Training Program to maintain/improve necessary skillsets for a role, a Development Program to expand professional knowledge and ability to expand roles & responsibilities and a Tuition Program to support academic degree’s for potential future growth and advancement.

401K Retirement Plan:

Our retirement plan helps employee’s build financial stability for when they one-day retire from AgroLiquid. It includes an automatic employer contribution plus additional company match opportunity in Traditional pre-tax or Roth after-tax.

Paid Time Off/Paid Holidays:

We offer a generous package of time off so employees can spend quality time with family, friends and be able to re-energize for the demanding and valued role at AgroLiquid. The package includes accumulating PTO starting on the very first check, 10 paid holidays, as well as paid time off between Christmas and New Years’.

Health, Dental, Vision, Prescription, Life, FSA:

We offer choices in our health care coverage plans to encourage healthy living and fit employee personal needs. All choices include a life insurance policy and provide excellent network coverage with varied options in co-pays, deductibles and employee cost.

05 | Decision and Offer

After you’ve completed the interview process our hiring team will meet to make a decision. To ensure that we uphold the integrity of our process and hire the right candidate, we review your whole interview journey with us and solicit feedback from all of the members who participated in the hiring process before making the decision.

If you are selected, our Recruiter will contact you to extend an offer of employment and discuss steps for beginning your employment.

04 | Interview

If a soil test is the foundation of a solid nutrient management program than the interview is our crop and soil recommendations in action. In other words, our interviews are where we do the heavy lifting. At this stage of our process we want to get to know you and we want you to get to know us. Depending on the role the process may vary, but they all have the same goal: to make sure you end up in the right seat. One of the ways that we do that is by creating an interview experience that allows for both parties to have open, authentic and insightful conversations.

At the end of your interview we want to make sure that we all walk away knowing the important things that will allow both parties to make the best decision. Some of those important things include:

• Giving and Receiving a solid understanding of the duties, responsibilities and impact of the position
• Potential and Certainty- Do you believe in what you’re doing and can you take the role to the next level
• Giving and Receiving an accurate depiction of our company culture, mission and core values
• Is it good cultural and team fit?
• Are the technical knowledge and soft skills there?

We’ve also incorporated a variety of different elements into our interview process such as:

• Applicant Assessments – this helps us get a better feel for your hard and soft skills
• Presentations or Project Work – this helps us get a better understanding of your thought process and how you approach and solve problems.
• Structured Interviews – All candidates are asked a similar set of questions to create a fair and impartial hiring process. This creates a level playing field among our candidates.
• Behavioral, Situational and Open-Ended questions – This helps us gain more details about your skills, experience and methods for navigating simple and complex situations we often encounter in the workplace. These questions help us to know you better.
• Chances to meet and engage with the team – There’s a saying “you never leave a company, you leave the people” and the relationships among our teams are important to us. We want you to feel connected to the people you work with and be able to collaborate with one another to achieve common goals, so giving you the opportunity to meet with your potential team helps you to determine how well you can do that.
• Opportunities to ask questions – you should never walk away from an interview with a ton of unanswered questions and you also deserve to receive authenticity and transparency in the answers to your questions. So fire away! This decision impacts you just as much as it impacts us and we wouldn’t be servant leaders if we didn’t foster an environment that encourages you and allows you to grow.

03 | Phone Screen

If your skills and experience appear to be a potential match to the position our Recruiter will contact you via phone or email to schedule a phone screen. Our phone screens are typically 30 minute calls where we ask you a series of questions designed to verify you meet the basic requirements of the position and it also serves as an introduction between the organization and the candidate. 

This is a short, but important stage so it’s best to approach it the same way you would an interview: be clear about your experience, skills and knowledge, be prepared to discuss your motivations for pursuing the position and make sure you’re in an environment that is suitable for us to speak.

02 | Resume Review

Now that you’ve submitted your resume and qualifications, our hiring team will your review your information to see if it aligns with the position you’ve applied to. At this stage we’re looking to verify if you meet the basic requirements for the position (ex: Skills, experience, education, etc.). This stage of the process typically takes 1-5 days.

Things to do while you wait:

1. Research our company – learn about our products, footprint, community engagement, mission and core values.
2. Check out our blog and social media pages
3. Take a virtual tour of our IQ Hub
4. Be patient. Sometimes positions can yield dozens of applicants and we review each submission individually to make sure applicants have a fair and equal chance. However, if you get a bit anxious, don’t hesitate to reach out to us!

01 | Submit your resume

The first stage of our process begins with submitting your Resume to our hiring team. This will lay the groundwork for our team to get an overview of your skills, experience and professional background so we strongly encourage you to present a resume that accurately reflects who you are.

Here are a few resume tips to help you put your best foot forward:

A note on Cover letters, transcripts, etc. – These are completely optional and have no weight on our evaluation if you do or don’t include them. However, if you choose to do so be sure to detail information that places context to your resume and gives us a better understanding of your background.

The Self -Assessment

If the foundation of a solid nutrient management program begins with a soil test, than the foundation of your job search starts with a self-assessment. Just as soil test helps us to understand what the soil has and, even more importantly, what it doesn’t, your self-assessment should serve a similar purpose.

Why should you do this? It’s simple, because we understand that landing a new job is only part of the journey. When going through the process of applying to a new position, it’s important to consider the things that you may be good at but not passionate about, the things that you may be passionate about and would like to explore, and ultimately what tools, resources or environment you need in order to address these areas.

By taking these steps before applying, you can help set the foundation for ensuring that you start your position in the right seat.

When conducting your self-assessment, here are a few areas to think about:

1. What are you good at? Is there anything that you’d like to capitalize on or shy away from?
2. How will this position help you to achieve or get you closer to your career goals?
3. What type of work environment do you prefer? Do you prefer team or solo work?
4. What’s your greatest accomplishment? What’s an area where you’d like to grow?