Open Positions at EJUSA
Equal Justice USA is a national organization that works to transform the justice system by promoting responses to violence that break cycles of trauma. We work at the intersection of criminal justice, public health, and racial justice to elevate healing over retribution, meet the needs of survivors, advance racial equity, and build community safety.
Chief of Finance and Operations
We are currently working with On-Ramps, an external recruiter, to find an amazing candidate for our Chief of Finance and Operations role. To view the job description and apply, please visit our job post on On-Ramps website here.
Current Opportunities
Don't worry if you don't see any roles you want to apply for now. Register your interest to allow us to contact you when a suitable role meeting your criteria comes along.
Benefits and Culture
EJUSA prides itself on our approach to a people-centered, wellness-focused, and anti-racist organizational culture. One way we prioritize showing our commitment to race equity and the well-being of our employees is through our robust benefit offerings.
Health Benefits
Medical, dental, vision base plan covered by EJUSA at 100% for employees and their dependents
Annual Time Off
20 Paid Vacation Days, 12 Sick Days, 5 Personal Days, 12 Holidays, 6 Organizational Wellness Days, and 3 Bereavement Days
Staff Retreats
Bi-annual in-person staff retreats in locations across the United States. Past locations have included Los Angeles, Detroit, New Orleans, Philadelphia
Parental Leave
12 weeks of paid parental leave at the time of birth or adoption of a child after six months of employment
Professional Development
$400 professional development allowance annually to attend workshops, classes, or purchase learning materials
Leadership and Resource Groups
Affinity-based caucus groups, the wellness team, the retreat planning team, the race equity leadership team
And more!
Frequently Asked Questions
What is a Hiring Manager?
EJUSA defines a Hiring Manager as the person or persons who will be directly managing the new hire once they onboard. A Hiring Manager is an expert in the position and holds a leadership role within our organization.
What is a part of the standard hiring process? How many rounds of interviews are there?
The hiring process can slightly vary depending on the role and level of responsibilities (if this is a manager level or above) but typically follows this format: Round 1 Phone Screen, Round 2 Job Deep Dive, Round 3 Organizational Culture, and an Assessment.
The Round 1 Phone Screen is a 30-45 minute phone conversation with a member of the People Team to learn more about why you applied for the role, the skills related to the position, and to answer any initial questions you may have.
The Round 2 Job Deep Dive is a 2-hour virtual panel interview that dives deeper into your background and experiences related to the role.
The Round 3 Organizational Culture is a 3-4 hour virtual panel interview that is broken down into 3-4 meetings. First, a 2-hour panel interview that focuses on race-equity and workplace culture. Secondly, a 1-hour conversation with the Hiring Manager on their management style and your needs as an employee. Lastly, a 30-minute peer conversation with a member of the organization you may work closely with.
The Assessment typically takes place between Round 2 and Round 3 or directly following Round 3 and varies depending on the role we are hiring for.
We understand that our hiring process is lengthy and intensive, which is why we pay all candidates who participate in the Assessment and/or Round 3 interview.
Does a real person read my application?
Yes! The Hiring Manager and a member of the People Team read every single application. We understand the thought that goes into drafting a resume and filling out an application, and give careful consideration to every single response received. We do not use AI or an automated system to parse through applications.
How does EJUSA center race equity in the hiring process?
We actively seek out candidates from a variety of backgrounds and communities to ensure our candidates represent the communities and populations we serve. We provide comprehensive training to our Hiring Managers and interviewers to recognize unconscious biases that may influence decision-making processes, and how to mitigate those biases when debriefing applications and interviews. We practice competency-based hiring, with a rubric system, where we identify competencies that are required for the role rather than focus on degrees or specific titles.
I’ve accepted a role with EJUSA! What does onboarding look like?
We typically hire using a “cohort model” so your first day will most likely be alongside a small group of new hires. Our People and Culture Manager crafts a unique onboarding experience for every new-hire cohort and individual role! Onboarding typically lasts 4-6 weeks and serves as dedicated time for new employees to learn more about the history and culture of EJUSA, meet staff members across the organization, and learn more about our programs. You’ll also have several sessions related to understanding your position and trainings on skills or technology used in your day-to-day role.