Founded in 1901, Orkin is a global residential and business service provider who provides the most accurate, comprehensive, and efficient pest management services.
As the industry leader, we value PEOPLE, PROGRESS, and PROFESSIONALISM
The Pest Management Industry is growing – and is a recession-resistant line of business
Orkin is financially stable and growing as the largest subsidiary ofRollins, Inc., (NYSE: ROL), headquartered in Atlanta, GA
Think we might be a match?
APPLY TODAY for IMMEDIATE CONSIDERATION!
Requirements: We require a good driving record and the ability to pass a drug screen. Candidates must meet physical job requirements and safely perform the following job duties with or without accommodations:
Safely use a ladder within the manufacturer's weight capacity
Lift and carry up to 50 lbs.
Safely access crawl spaces, attics, confined spaces, rooftops, etc.
Ability to work in all types of weather conditions
Good work history
Excellent communication and customer service skills
Ability to work independently in the field with strong organizational skills
Less than 1 year(s): Experience and/or the ability to manage route-based assignments
Less than 1 year(s): Experience and/or the ability to work in the field independently
High School/GED or better
Licenses & Certifications
Problem Solving Ability
Loyal: Shows firm and constant support to a cause
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
Dedicated: Devoted to a task or purpose with loyalty or integrity
Entrepreneurial Spirit: Inspired to perform well by an ability to drive new ventures within the business
Goal Completion: Inspired to perform well by the completion of tasks
Self-Starter: Inspired to perform without outside help
Job Security: Inspired to perform well by the knowledge that your job is safe
Financial: Inspired to perform well by monetary reimbursement
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)