Are You Ready to Begin Your Career in Cannabis? Contact us at firstname.lastname@example.org
We strive to exceed your expectations by breaking barriers and changing the game. If you’re looking for a cannabis or hemp industry job then you’ve come to the right place!
The global expansion of the cannabis industry is creating new job opportunities you never imagined possible. If you are trying to get your foot in the door or trying to further your career in this competitive field, BRUE is your #1 source. We bring people together.
The Cannabis industry is not much different than any other industry you may be interested in entering. Like any industry there are a wide variety of people that contribute to its success, and there are a bunch of different positions available within the ranks. The types of job opportunities you can expect to see will be in the areas of retail, management sales, marketing, packaging, logistics, customer service, accounting, security, IT, brokering, and much more.
Skills and requirements for job candidates can also vary greatly, from entry-level and administrative to executive and senior-level management. BRUE will help you navigate through a wealth of possibilities. Job seekers will be able to search and register on BRUE absolutely free of charge.
Our core principles shape our efforts. We are dedicated to helping you find the perfect career opportunities in cannabis. Once BRUE goes live, you will be able to view a comprehensive list of available jobs globally and search through a wide range of openings for marijuana growers, budtenders, dispensary managers, and any number of other careers in the cannabis industry. 8 out of 10 Cannabis companies surveyed strongly agree creating a diverse workforce within their organization is a priority.
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One of the largest obstacles to achieving diversity is getting companies to realize that diversity has everything to do with staying relevant in a global economy. Diversity equals profitablity! BRUE bringing people together will help offer solutions to this matter.
Solution #1: Starts with jobs and workforce development. Cannabis and hemp companies must proactively embrace creating a diverse workforce which represents the world we live in.
Solution #2: Spread the wealth while cutting down on your costs by doing business with diverse suppliers and small businesses.
Solution # 3: Developing a people pipeline by offering internship opportunity to HBCU/University students who are lacking experience and real world knowledge.
Companies who are lacking in diversity seek to hire people of color, women, and veterans who are ready to offer their very best real world job skills. Employers will be able to post their open job positions, supplier and contracting opportunities, and internship placements on this site for a low monthly fee. BRUE will connect good people with good people and assist employers with our exclusive proprietary TRUE BRUE business to employee matchmaking system.
Calvert issued a study in 2010 that found that those companies that demonstrate robust commitment to diversity, in addition to competitive financial performance, are better positioned to generate long-term value for their shareholders. And a 2010 report by the National Association for Female Executives found that the stocks of all twelve Fortune 500 companies with female Chief Executive Officers rose an average of 50% in 2009, compared to the 25% average for the Standard and Poor’s 500 leading companies.
Ensure that Diversity is a Priority at the Top. A company is only as successful as its leadership, and diversity will only improve when leadership makes diversity a priority. CEOs must take diversity seriously and be actively engaged in diversity efforts by meeting regularly with company leaders in charge of diversity and overseeing diversity plans. Otherwise, there can never be meaningful change. This is especially true if efforts are simply coming from the middle management up, only to be nullified at the top, because in the midst of everything else diversity is not really a top priority. Given the many other immediate demands on a CEO, it is easy to see how diversity can get pushed to the bottom of the list; however, CEO involvement is a key indicator of success.
Understand the Business Case for Diversity. It is well documented that companies reap record profits in part by tapping into the powerful buying power of diverse communities; for example, Hispanic purchasing power currently exceeds $1 trillion and will reach $1.5 trillion by 2015. However, the business case for diversity is not always well-understood or even truly believed among corporate leaders. Diversity just for diversity’s sake is not always a motivating factor. Realizing that diversity is good for business, and driving diversity for this reason is game changing, and can help a company remain competitive in an increasingly diverse and changing global society. Numerous studies have documented the positive benefits of diversity on company success.
Measure Success with Annual Reviews and “Scorecards” Across Company Operations. It is critical that diversity not just be a priority on paper, but that managers and senior leadership track progress on diversity within all departments. This includes workforce hiring, but also supplier spend and professional services spend. All Departments should have quarterly and annual goals. And when it comes to supplier spend, goals should not simply be to increase total spend with diverse suppliers, but to increase the number of diverse vendors. Scorecards should be issued regularly and show whether diversity goals have been met or not. Departmental Managers should meet with company leadership annually and review scorecards.
to where they are.
Providing interns with real work is number one to ensuring a internship program’s success. Interns should be doing work related to their major, that is challenging, that is recognized by the organization as valuable, and that fills the entire work term.
Companies you can guarantee posting your internship openings on BRUE will match candidates with your real work assignments.