You can apply directly through our careers website. Search for open positions by keyword, location, or category. Once you find a role that matches your background, click the apply button to submit your resume and application.

Yes, you can apply for multiple positions. We recommend focusing on the open roles that most closely align with your skills, experience, and career goals. 

Required qualifications are the minimum skills, education, and experience needed to perform the job and be considered for the position. Preferred qualifications are additional attributes that may help a candidate be successful in the role. Candidates who meet both the required and preferred qualifications may be especially strong matches. While preferred qualifications are not mandatory, depending on the volume and competitiveness of applicants, we may prioritize candidates whose backgrounds most closely align with both the required and preferred criteria.

The hiring process varies by position. Once you submit your application, our recruiting team reviews your qualifications and experience. Candidates selected to move forward will be contacted to discuss next steps, which may include interviews with recruiters and hiring managers. While every search is unique, most hiring processes are completed within a few weeks. 

We evaluate the application and resume to determine how closely a candidate's qualifications and experience align with the needs of the role. Candidates whose backgrounds best match the position will be contacted regarding next steps. 

Applicants who require a disability-related or religious accommodation to complete any part of the application or interview process may notify our Human Resources team using the form below. We will review your request and coordinate appropriate support to ensure equitable access throughout the hiring process. Burns & McDonnell is an Equal Opportunity Employer committed to providing an inclusive and accessible experience for all candidates.

We encourage candidates to apply for any positions they are interested in. Our recruitment team diligently reviews every application and will consider you for roles you are qualified for.

Our system does not allow candidates to apply for the same position multiple times. However, if your qualifications have changed since the last time you applied, let our recruitment team know. The team can review your submission.

Burns & McDonnell is an affirmative action, equal opportunity employer and hereby reaffirms its commitment to ensure equal treatment for all individuals in its policies and practices affecting recruiting, hiring, transfers, promotions, compensation, benefits and training. 

To provide equal employment and advancement opportunities to all individuals, employment decisions at Burns & McDonnell will be based on merit, qualifications, and abilities. Burns & McDonnell does not discriminate in employment opportunities or practices on the basis of race, creed, color, religion, sex (including pregnancy, childbirth or related medical conditions), marital status, national origin, ancestry, age, disability, family care status, protected veteran status, marital status, sexual orientation, gender identity, citizenship status, genetic information or any other characteristic protected by applicable law. 

Burns & McDonnell will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. Burns & McDonnell prohibits harassment of any individual on the basis of any characteristic listed above. For information regarding Burns & McDonnell’s internal policies for addressing complaints of harassment, please refer to the Burns & McDonnell’s Anti-Harassment Policy. 

This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. 

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Affirmative Action Officer. Employees can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion or discrimination because they: (1) file a complaint with Burns & McDonnell or with federal, state, or local agencies; (2) assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action statute; (3) oppose any act or practice made unlawful by federal, state or local law requiring equal employment opportunity or affirmative action; or (4) exercise any other employment right protected by federal, state or local law or its implementing regulations. 

Burns & McDonnell maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates and to respond to any specific complaints applicants or employees file with Burns & McDonnell. Overall responsibility for the implementation of Burns & McDonnell’s equal employment opportunity programs and for affirmative action compliance activities is assigned to the Affirmative Action Officer, Renita Mollman, who may be reached at 816-333-9400. 

Signed, 
Leslie M Duke, Chair & CEO 
Renita M. Mollman, Affirmative Action Officer & CAO

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity and access to individuals with disabilities in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. 

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, or any other federal or state non-discrimination law, rule, or regulation. 

If you believe that you have been discriminated against in any manner as described above, you should notify Renée Gartelos, Vice President of Human Resources. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited. 

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for individuals with disabilities. Employees or applicants who wish to review the full narrative portion of Burns & McDonnell’s affirmative action program for individuals with disabilities may schedule an appointment to do so by contacting Renita Mollman during normal business hours. 

Signed, 
Leslie M. Duke, Chair & CEO
Renita M. Mollman, Affirmative Action Officer & CAO

Burns & McDonnell maintains a continuing policy of non-discrimination in employment. It is our policy to provide equal opportunity to protected veterans in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of non-discrimination shall include, but not be limited to, the following employment decisions and practices: hiring; promotions; demotions or transfers; layoffs; recalls; terminations; rates of pay or other forms of compensation; selection for training, including apprenticeship; and recruitment or recruitment advertising. 

Employees and applicants of Burns & McDonnell will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation. 

If you believe that you have been discriminated against in any manner as described above, you should notify Renée Gartelos, Vice President of Human Resources. Burns & McDonnell will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited. 

Burns & McDonnell also maintains affirmative action programs to implement our equal employment opportunity policy for protected veterans. Employees or applicants who wish to review Burns & McDonnell’s affirmative action program for protected veterans may schedule an appointment to do so by contacting Renita Mollman, Chief Administrative Officer, during normal business hours. 

Signed, 
Leslie M. Duke, Chair & CEO 
Renita M. Mollman, Affirmative Action Officer & CAO

Burns & McDonnell 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 Burns & McDonnell’s legal duty to furnish information.  

41 CFR 60-1.35(c) 

Burns & McDonnell will maintain compliance with nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964. If you need more information or special assistance for persons with disabilities or limited English proficiency, please contact our helpline at 855-446-0505 or 711 for TTY/TDD.

People claiming to be Burns & McDonnell employees or representatives are extending false employment offers to job seekers, attempting to steal money and personal information. The scams use legitimate job search platforms and social media sites and often use a Burns & McDonnell logo, employee name and title. The job offers often come via email, sometimes involve international relocation and request payments for a range of tasks, including processing visa or work permit applications. They also may send the job seeker a check to cover work-from-home setup expenses. When deposited, they gain access to the depositor’s bank account.

We take such fraudulent actions seriously and encourage you to:

• Immediately cease communications with anyone who appears to be making fraudulent offers.
• Verify the legitimacy of a position at burnsmcd.jobs.
• Report any job offer or other communications without alterations to us via the form below. Be as detailed as possible.
• Contact the FBI Internet Crime Complaint Center (iC3) and supply any details.

To protect yourself and evaluate whether any communications are legitimate, please consider:

• We do not ask for or make payments as part of the offer process.
• All legitimate recruitment communications will come from an official burnsmcd.com email address, not a free email service (Gmail, Outlook, Live, Yahoo, AOL, etc.).
• We do not conduct interviews over an instant messaging application, text or social platform. We also do not extend offers without direct conversation with our recruiting team.
• The contact requests bogus documentation, including application forms, terms and conditions of employment or visa forms. These forms may even include our name or logo. They may also request personal information very early in the process, including Social Security number, address, birthdate, copy of a driver’s license or passport details.
• Third-party companies or individuals are connected — lawyers, bank officials, travel agencies, couriers or immigration processors.
• The contact’s phone number is a mobile or landline number beginning with 44(0)70 instead of an official company number.

All Burns & McDonnell job postings have a qualifications section, and this is where limitations are listed regarding sponsorship and work authorization. Please apply to any position you find fitting or interesting and our recruitment team will review your application.

High school students can get a glimpse into the future by connecting with young professionals through job shadowing.

At Burns & McDonnell, our 100% employee-owned culture is built on deep collaboration. Because we believe working together in person fosters the best innovation, mentorship, and client relationships, most of our roles are primarily office or project-site based. While our positions aren't designed to be fully remote or hybrid, we value our employee-owners' work-life balance and proudly offer limited remote work flexibility alongside alternative schedules, such as our 9/80 program.

There is no single path to success at Burns & McDonnell. Our employee-owners bring a wide range of backgrounds, experiences, and strengths, and each person's contributions are unique. That said, successful team members share a commitment to collaboration, client service, continuous learning, and taking ownership of their work. As a 100% employee-owned company, people who embrace an ownership mindset and are motivated to make a positive impact on our clients, communities, and colleagues often thrive here.

We provide continuous learning opportunities through internal training programs, mentorship, tuition assistance, and on-the-job development. Our employee-owners are encouraged to take charge of their career paths and explore new challenges across the company.