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To submit your application please complete the form below. Fields marked with a red asterisk * are required. When you have finished click Submit at the bottom of this form.

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Your email address will be used as your login name allowing you to return to our website and update your profile. If you do not have an email address, you can obtain a free account at Yahoo, Hotmail or Gmail.  Please make sure that the syntax of your email address is in the following form: username@ispname.com

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Personal Information


How should we stay in touch post-graduation? Please provide a non-university email address that we may contact you at.


How did you hear about this opening with Stout?

 
   

Education and Experience

 
 
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Stout Location Preference

Stout is recruiting in a number of our offices nationwide.  To ensure we are considering you for your most desired location, please select your first choice from Stout's locations that are hiring.


Stout Service Group Preference

Stout is recruiting for positions in a number of our service groups.  To ensure we are considering you for your most desired position, please select your first choice from Stout's service groups that are hiring. 


Employment Information

Do you have any relatives employed by Stout?


Resume Attachment

Your resume can be uploaded in any of the following formats: DOC, DOCX, RTF, PDF, TXT, HTML.
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Cover Letter
You can use the text area for a cover letter and any supplementary information you would like to provide about your career goals, availability, best times to contact you, etc.

Resume Submission and Application Policy

I affirm information contained in the application is accurate and complete to the best of my knowledge. I understand that any misrepresentations or omissions in this application may result in rejection of this application, revocation of an offer of employment, or termination of employment whenever they may become known.

I authorize any Stout Entity or its representative to investigate thoroughly my education, work and professional history and verify all data provided. I release all Stout Entities from any liability, which might arise from such an investigation. I hereby release any employer from any obligation to provide me with written notification of any information disclosed. I understand that this may include a record of disciplinary action assessed by the employer. I understand that employment arising out of this application is contingent upon the results of this investigation.

I further understand that the Stout Entities require a background check, and that hiring is contingent upon receipt of satisfactory results.

As a condition of application for employment and for employment if employed, I agree that I will not commence or join in any action or lawsuit against the Company, any of its affiliated entities, or any of the owners, officers, directors or employees of the Company or any affiliated entities, relating to my employment or application for employment with the Company more than 180 days after the employment action that is the subject of the action or lawsuit, and I agree to waive any statute of limitations to the contrary.  I understand that this means that even if the law would give me the right to wait a longer time to make a claim, I am freely and knowingly waiving that right, and that any claims not brought within 180 days after the relevant employment action will be barred.  I further agree that the 180 day period (or applicable shorter period) will not be extended for any reason, including continuing violations. 

I waive any right to a jury if I ever sue the Company, any of its affiliated entities, or any of the owners, officers, directors or employees of the Company or any affiliated entities, relating to my application for employment or employment with the Company.  I understand that this means that even if the law would give me the right to have a jury decide my claims, I am freely and knowingly waiving that right and agree to have my claims heard and decided by a judge instead.

This provision does not prohibit the timely filing of a charge of discrimination under federal law with any administrative agency; and the agency’s right to investigate is maintained, but unless filed within 180 days (or in less time if any applicable law requires), an individual waives the right to recover money damages or other relief as permitted by law. The filing of a charge or claim with an administrative agency, including the EEOC, or internally with the Company or any of its affiliates does not toll (hold in abeyance) the 180 calendar day period for filing of a civil suit; if employee/applicant wishes to obtain relief, a lawsuit or action must be filed within 180 days of the complained of action.

I have read, understand, and agree to the above statements and conditions of employment.

 

Equal Employment Opportunity

EEO is the Law

Stout is an Equal Employment Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment on the basis of valid job requirements, qualifications and merit without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, physical or mental disability, protected genetic information, protected veteran status or any other characteristic protected by applicable local, state or federal law.


Invitation to Voluntarily Self-Identify

Stout collects responses to the questions below for record keeping purposes only. Stout is an Equal Opportunity/Affirmative Action Employer and this information assists in monitoring our compliance with Affirmative Action and Equal Opportunity Employment laws and recruitment efforts. Completion of this information is voluntary and not a requirement. 

Why are we asking?

This employer is a federal contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAAA), it is required to take affirmative action to employ and advance in employment: (1) Disabled veterans; (2) Recently separated veterans; (3) Active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans.

What is a Protected Veteran?

Disabled Veteran:

(a) A veteran of the U.S. military, ground, naval, or air service entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or (b) A person discharged or released from active duty because of a service-connected disability.

Recently Separated Veteran:

Any veteran during the three-year period beginning on the date of such veteran''s discharge or release from active duty in the U.S. military, ground, naval, or air service.

Active Duty Wartime or Campaign Badge Veteran:

A veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

Armed Forces Service Medal Veterans:

A veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to the Executive Order 12985.

How will this information be used?

This employer is a government contractor subject to VEVRAA, this information will be used to measure the effectiveness of its outreach and positive recruitment efforts it undertakes pursuant to VEVRAA. This information is being requested on a voluntary basis and will be kept confidential as required by law. Refusal to provide the requested information will not subject you to any adverse treatment. If provided, this information will not be used in a manner inconsistent with VEVRAA.

 
 
   

Click Here to Voluntarily Self-Identify as an Individual with a Disability


Pay Transparency Policy Statement

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.


 
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