FREQUENTLY ASKED QUESTIONS (FAQ)

1. Why is HCFCD hiring now?

​With voter approval of Proposition A bond funding, HCFCD is expanding its workforce to support critical flood mitigation projects that will protect communities, enhance infrastructure, and improve resilience across Harris County. To meet these growing demands, we are actively hiring for approximately 170 new positions and filling 80 existing vacancies.

 

2. How can my organization become a CPO partner?

CPOs interested in partnering with HCFCD can complete a short intake form to express interest. After submission, a member of our team will reach out to discuss partnership opportunities, recruitment needs, and the referral process.

 

3. What types of positions are available at HCFCD?

HCFCD is hiring for a wide range of roles to support new and ongoing flood control projects, including:​

• Administrative roles (e.g., office support, human resources, finance)

• Technical positions (e.g., GIS specialists, IT, engineering technicians)

• Field-based roles (e.g., construction, maintenance, heavy equipment operators)

• Professional and managerial positions (e.g., project managers, engineers, planners)​

We encourage CPOs to review current job openings to match candidates with the most suitable opportunities.

 

4. What are the minimum qualifications for candidates?

Minimum qualifications vary by position, but general requirements include:​

• Education – High school diploma, GED, or relevant certifications (some positions may require a degree).

• Experience – Entry-level to experienced roles available, with opportunities for training.

• Technical skills – Basic computer literacy, fieldwork knowledge, or specialized skills depending on the position.

• Soft skills – Strong communication, teamwork, and adaptability.​

If a candidate does not meet certain qualifications, they may still be considered for other roles or future openings.

 

5. What are the desired skills and experience for candidates?

HCFCD seeks candidates with:​

• Reliability and a strong work ethic

• Problem-solving abilities and adaptability

• Basic to advanced computer proficiency (for administrative and technical roles)

• Industry-specific knowledge (for construction, engineering, and field roles)

• Customer service and communication skills (for administrative and client-facing positions)

HCFCD is open to candidates with varying levels of experience, including those who need additional training before employment.

 

6. What are the pay rates for these positions?

Pay rates vary based on job classification, experience, and qualifications. Generally:​

• Entry-level positions. Competitive hourly wages with room for growth

• Skilled and mid-level roles. Salaries based on experience and specialized skills

• Professional and managerial roles. Competitive salary packages with benefits

Each job posting includes specific pay information.

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7. Do candidates need to pass a background check?

Yes, all candidates must complete a standard background check as part of the hiring process. The extent of the background check may vary by position, but typically includes:​

• Criminal history review

• Employment verification

• Education and certification verification (if required for the role)​

Having a criminal record does not automatically disqualify candidates. HCFCD will review each case individually to assess suitability based on job requirements.

 

8. Do candidates need to pass a drug test?

Some positions may require pre-employment drug screening, particularly for safety-sensitive roles, fieldwork, or heavy equipment operation. Candidates will be informed if drug testing is required during the hiring process.

 

9. How does the referral process work?

Once a CPO is officially partnered with HCFCD, they will receive instructions and access to a dedicated referral system where they can submit candidate information directly. Referred candidates will be reviewed by our staffing partner companies, ensuring an efficient hiring process with minimal administrative burden on CPOs.

 

10. Will CPOs receive updates on their referrals?

Yes, we are working on implementing a Talent Acquisition Dashboard (TAD), where CPOs will eventually be able to track the status of their referred candidates, hiring progress, and engagement metrics. In the meantime, our team will provide periodic updates to ensure transparency in the referral process.

 

11. Is there a cost to participate as a CPO?

No, there is no cost for CPOs to partner with HCFCD. Our goal is to create mutually beneficial partnerships that connect residents with stable, long-term careers while supporting the workforce mission of both HCFCD and the participating organizations.

 

12. Can CPOs refer candidates who need additional training before employment?

Yes! HCFCD is open to candidates who may need additional upskilling or training before entering specific roles. We encourage CPOs to share relevant training programs they offer, as HCFCD is interested in exploring collaboration opportunities that strengthen workforce readiness.

 

13. Can CPOs refer candidates for multiple positions?

Yes, CPOs are welcome to refer candidates for multiple job openings that align with their skill sets and interests. Our team will work with staffing partners to ensure candidates are matched with the most suitable opportunities.

 

14. What benefits do candidates receive when hired at HCFCD?

HCFCD offers competitive compensation and benefits, which may include:

• Health insurance (medical, dental, vision)

• Retirement plans

• Paid time off and holidays

• Professional development and training

• Opportunities for career advancement

Details on specific benefits are provided within individual job postings.

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15. How will this initiative benefit the community?

By partnering with CPOs, HCFCD is not only filling job openings but also creating career pathways for Harris County residents. Benefits include:

• Economic growth – Stable employment strengthens local economies.

• Community resilience – Hiring local talent ensures critical flood control projects are executed efficiently.

• Workforce development – Training and upskilling initiatives prepare candidates for long-term careers.

• Stronger partnerships – Collaboration with CPOs enhances engagement and advocacy.

This initiative is not just about hiring—it’s about building a stronger, more resilient community.