https://amzn.to/44P6GXZ
Our Culture:
“What we do is all about whom we do it for.”
Air Methods is a team of caring, innovative, and collaborative individuals with one purpose – to save lives every day. There’s a dedication to our mission that is palpable. We value the diversity of backgrounds, ideas, opinions, and life experiences that our team members bring. We selectively hire people who consider themselves high-achievers and those that have empathy. We all share the intrinsic motivation to be of service to others; patient advocacy is in our DNA. Our values create an open and transparent culture where we instill mutual trust, autonomy, and outside-the-box thinking.
Our Story:
1980, Roy Morgan founded Air Methods after a personal experience convinced him that properly equipped and staffed air medical service helicopters were a must. With one helicopter and a single hospital contract in Colorado, he pledged his commitment to safety and outstanding patient care. Today, we hold those same values and are always ready to respond when it matters most. Annually, we conduct around 100,000 transports amassing over 150,00 flight hours.
What you get to do:
As an Aviation Maintenance Technician, you will be responsible for performing maintenance, repairs, inspections and alterations of Company operated aircraft. You will ensure company operational goals are met, while guaranteeing all aircraft maintenance documentation is in compliance with FAA regulations, company policies and applicable maintenance manuals. During the day, you will:
Traits that would make you successful:
What you will bring to the team:
Perks of working for Air Methods:
Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
#LI-AH1
Preferred
Required
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)
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