Careers

Hiring and Workplace Standards

Effective 22 October 2026 · Applies to Group Investments Corp and the operating companies it owns. Businesses managed for third-party owners follow these standards as a minimum; the owner's own policies may add to them.

1. Open positions

Positions are posted on the company's LinkedIn page as they arise, across property operations, maintenance, finance and administration, and software engineering. Each posting states the role, location, schedule and pay range. We do not keep a general applicant pool and do not accept unsolicited résumés from recruitment agencies; agency submissions made without a signed agreement create no obligation.

2. Selection process

Application through the LinkedIn posting.
Introductory call with the hiring manager.
In-person interview at the operating office. Engineering candidates work through a real problem from our systems with the team; no take-home assignments longer than two hours are set.
Written offer stating title, compensation, schedule, work location and start date.
Pre-employment checks (Section 6). Every offer is conditional on their completion.

Candidates are told the outcome at each stage. Interview feedback is given on request.

3. Equal employment opportunity

Group Investments Corp is an equal opportunity employer. Decisions on recruitment, hiring, compensation, assignment, training, promotion, discipline and separation are made on the basis of qualifications, performance and the needs of the business. The company does not discriminate on the basis of race, color, religion, creed, national origin, ancestry, citizenship or immigration status, sex, pregnancy, gender identity or expression, sexual orientation, age, disability, genetic information, military or veteran status, or any other characteristic protected by federal law or by the laws of Massachusetts, New Hampshire or any locality in which it operates.

Reasonable accommodation. Candidates and employees who need an accommodation for a disability, pregnancy or a religious practice at any stage of recruitment or employment may request one from the office. Requests are considered individually, handled confidentially and answered in writing.

4. International candidates and sponsorship

The company hires on ability and hires internationally. Group Investments Corp is an E-Verify employer, is able to sponsor employment-based visa petitions including the H-1B, and participates in the F-1 Optional Practical Training (OPT) and STEM OPT programs for roles that qualify. A candidate's need for sponsorship is not a factor in selection and should be stated in the application so that timing can be planned.

Where the company takes on a training-program participant, it provides the written training plan, the supervision and the periodic evaluations the program requires, maintains the records the Department of Homeland Security expects of an employer, and reports material changes within the required period. The company pays the petition and legal costs that the law requires an employer to bear and never charges a candidate or employee a fee for sponsorship.

Sponsorship decisions are made role by role and depend on the position, the business in which it sits and the law in force at the time. Some roles, and some businesses the company manages for other owners, carry stricter requirements; immigration rules also change. Where a stricter standard applies, the company follows it. The commitments on this page are the minimum and do not reduce.

5. Working standards

Written terms. No one begins work without a written offer stating pay, schedule, work location and start date.
Pay. Pay meets or exceeds the applicable federal, Massachusetts or New Hampshire minimum wage and, for sponsored roles, the prevailing wage required by the petition. Postings include a pay range. Hours are recorded and overtime is paid as the law requires.
Safety. Work in residents' homes, on roofs, in basements and alongside contractors carries real risk. Employees are trained for the work assigned, supplied with the equipment it requires and expected to stop work they consider unsafe. Injuries are reported and workers' compensation coverage is maintained as required.
Equal treatment. Section 3 applies to every employee regardless of nationality or immigration status and in every business the company owns or manages.
Raising concerns. Any employee or candidate may raise a concern about pay, safety, treatment or legal compliance with a manager or the office. Retaliation for raising a concern in good faith is prohibited.

6. Background checks and work authorization

Offers are conditional on verification of eligibility to work in the United States through Form I-9 and E-Verify, and on a background check. In keeping with Massachusetts law, the company does not ask about criminal history on the application form; any check takes place after a conditional offer. Checks are conducted by a licensed consumer-reporting agency under the Fair Credit Reporting Act and the Massachusetts Criminal Offender Record Information (CORI) statute. Candidates receive the required disclosures, give written consent before any check is run, receive a copy of any report relied on, and have an opportunity to respond before a final decision. Roles with access to residents' homes or to financial records may carry additional checks appropriate to the role, stated in the posting.

7. Drug-free workplace

The company maintains a drug-free workplace. Employees may not use, possess, distribute or be under the influence of alcohol or controlled substances while working, while operating company vehicles or equipment, or while on company, client or resident premises. Where permitted by law, testing may be required for safety-sensitive roles, after a workplace accident, or on reasonable suspicion; tests are performed by a licensed laboratory and results are confidential. Lawful off-duty cannabis use is not by itself a basis for an employment decision; impairment at work is. An employee who discloses a substance-use problem before it affects work will be supported in seeking treatment where the company reasonably can.

8. Conduct and confidentiality

Respect. Harassment, discrimination and retaliation are prohibited. Reports are investigated promptly and, so far as possible, confidentially.
Residents and clients. The company's businesses work in people's homes and with their finances. Employees act with courtesy, protect privacy and comply with fair housing and consumer-protection law in every interaction.
Information. Resident, client and company information is confidential, used only for the purpose it was collected for, and handled in line with the company's privacy policy. Employees sign a confidentiality undertaking at hiring.
Conflicts of interest. Employees disclose any personal interest in a vendor, property, tenant or transaction the company deals with.

9. Recruitment fraud notice

Group Investments Corp never asks candidates to pay a fee, buy equipment, or share bank or payment-card details as a condition of an application or offer, and does not conduct interviews or extend offers through messaging apps. Communications about a role come from the company's own email domains or through LinkedIn. Anyone who receives a request that does not match this should contact the office before responding.

10. Applicant data

Information provided in an application is used only for recruitment and, if the candidate is hired, for employment administration. It is kept for no longer than necessary and is handled as described in the privacy policy. Candidates may ask for their application data to be deleted at any time.

This page is a public statement of standards. Complete policies are issued to employees at hiring and are maintained by the company, which may revise them. Nothing on this page creates a contract of employment or a guarantee of employment; employment with Group Investments Corp and its operating companies is at will unless a written agreement signed by an authorised officer states otherwise. Questions about these standards: office@groupinvestmentscorp.com.