Quick Answer

Conditional. M&T Bank (formerly People's United Bank in New England) hires individuals with felony convictions, but employment is highly restricted by Section 19 of the Federal Deposit Insurance Act (FDIA) (12 U.S.C. § 1829). As a major regional bank headquartered in Buffalo, New York with approximately 22,354 employees and over 1,000 branches across 12 states and Washington D.C., M&T Bank must comply with federal banking regulations that prohibit employing individuals with certain convictions.

Section 19 generally prohibits FDIC-insured banks from hiring individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without prior written consent (waiver) from the FDIC. However, the Fair Hiring in Banking Act (effective October 1, 2024) significantly narrowed the scope of covered offenses, providing new opportunities for qualified applicants with older or minor convictions.

The greatest barriers are created by felonies and serious misdemeanors related to theft, fraud, forgery, larceny, embezzlement, identity theft, and money laundering. These offenses directly trigger Section 19 restrictions. Non-dishonesty offenses such as DUI, assault, or drug possession (now explicitly excluded under the Fair Hiring in Banking Act) face lower barriers through individualized assessment.

Best opportunities exist for applicants whose offenses are excluded from Section 19 coverage: offenses occurring 7+ years ago, expunged/sealed records, drug possession offenses, de minimis offenses (simple theft under $1,000, shoplifting, fake ID), and misdemeanor dishonesty offenses committed more than 1 year ago.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• Section 19 Analysis Required: Must determine if your offense involves "dishonesty, breach of trust, or money laundering." If so, determine whether it falls under an exclusion (7+ years old, drug possession, de minimis, expunged/sealed) or requires FDIC waiver.

  
  

• Fair Hiring in Banking Act Exclusions: Your offense may be excluded from Section 19 if: (1) it occurred 7+ years ago (or 5 years after prison release); (2) it involves drug possession (including possession with intent to distribute); (3) it qualifies as de minimis (shoplifting, fake ID, simple theft under $1,000); (4) it was a misdemeanor "dishonesty" offense committed more than 1 year ago; or (5) it has been expunged or sealed.

  
  

• No Automatic Federal Disqualification: If your offense is excluded from Section 19 coverage, M&T Bank must still conduct an EEOC-compliant individualized assessment under state and federal fair employment laws.

  
  

• Credit History Review: Banks typically review credit history as part of the background check process. Financial irresponsibility (bankruptcy, collections, judgments) may affect hiring decisions for positions involving financial responsibility.

  
  

• Honesty is Paramount: Must be completely truthful about all criminal history. Knowingly providing false information is an automatic and severe disqualifier, independent of the underlying offense.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Understanding the legal landscape for criminal records in banking employment is essential. M&T Bank's hiring policy is fundamentally dictated by FDIC Section 19, which creates mandatory restrictions that override standard fair chance hiring practices. However, the Fair Hiring in Banking Act (effective October 1, 2024) significantly narrowed the scope of covered offenses, creating new pathways for qualified applicants.

EEOC Guidelines

For offenses not covered by Section 19, EEOC guidelines apply. The Equal Employment Opportunity Commission advises employers not to automatically refuse consideration of an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense.

FCRA Requirements

M&T Bank uses third-party consumer reporting agencies and must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

New York (Headquarters State): New York Correction Law Article 23-A requires individualized assessment using 8 factors for non-Section 19 offenses. NYC Fair Chance Act and Buffalo Ban-the-Box law prohibit criminal history inquiries until after conditional offer. NY Clean Slate Act (effective November 16, 2024) automatically seals eligible misdemeanors after 3 years and felonies after 8 years. 7-year reporting limitation applies to positions paying over $25,000.

Other States: M&T Bank operates in Connecticut, Delaware, Florida, Maine, Maryland, Massachusetts, New Hampshire, New Jersey, Pennsylvania, Rhode Island, Vermont, Virginia, and Washington D.C. Many of these jurisdictions have fair chance hiring laws. However, Section 19 federal banking restrictions take precedence regardless of state law protections.

Banking Industry-Specific Considerations

FDIC Section 19 (12 U.S.C. § 1829): This federal law prohibits FDIC-insured banks from employing individuals convicted of crimes involving "dishonesty, breach of trust, or money laundering" without prior written consent from the FDIC. Violations expose the bank to penalties of up to $1 million per day and potential imprisonment, creating strong institutional incentive for strict compliance.

Fair Hiring in Banking Act Exclusions (Effective October 1, 2024): The following offenses are now EXCLUDED from Section 19 coverage and do not require FDIC waiver:

• Offenses that occurred 7+ years ago (or 5 years after release from incarceration)

• Drug possession offenses (including possession with intent to distribute)

• Misdemeanor "dishonesty" offenses committed more than 1 year ago

• De minimis offenses: shoplifting, fake ID, trespass, fare evasion, driving with expired license, simple theft under $1,000, bad checks under $1,000

• Expunged, sealed, or dismissed convictions (including by operation of law)

FDIC Waiver Process: If your offense IS covered by Section 19 and does not fall under an exclusion, M&T Bank may (but is not required to) sponsor a waiver application with the FDIC. The waiver process requires submission of criminal history records, rehabilitation evidence, and employer sponsorship. Approval is not guaranteed.

Company Overview

M&T Bank Corporation is a major regional bank holding company headquartered in Buffalo, New York. Founded in 1856 as Manufacturers and Traders Trust Company, M&T Bank has grown through strategic acquisitions to become one of the largest banks in the northeastern United States. In April 2022, M&T completed its $8.3 billion acquisition of People's United Financial, significantly expanding its presence in New England. The combined company employs approximately 22,354 employees and operates over 1,000 branches and 1,800 ATMs across 12 states and Washington D.C.

M&T Bank has maintained profitability in every quarter since 1976 and was one of only two banks in the S&P 500 that did not reduce dividends during the 2008 financial crisis. The bank is consistently ranked as one of the top SBA lenders nationally. M&T maintains its New England regional headquarters in Bridgeport, Connecticut (formerly People's United headquarters) and sponsors M&T Bank Stadium, home of the Baltimore Ravens.

Company Fast Facts

• Founded: 1856 (Buffalo, New York)

• Headquarters: 345 Main Street, Buffalo, New York

• Employees: 22,354 (December 2024)

• Branches: 1,000+ branches; 1,800+ ATMs

• States Served: CT, DE, FL, ME, MD, MA, NH, NJ, NY, PA, RI, VT, VA, DC, WV

• Stock Exchange: NYSE: MTB

• CEO: René F. Jones (Chairman and CEO)

• Recent Acquisition: People's United Financial ($8.3 billion, April 2022)

Hiring Policy Analysis

M&T Bank's hiring policy is governed by mandatory federal banking regulations, primarily FDIC Section 19. Unlike many industries where fair chance hiring laws create pathways for all applicants with records, banking employment is fundamentally constrained by federal law. The bank must conduct a "reasonable, documented inquiry" to verify each applicant's criminal history to ensure compliance with Section 19. However, the Fair Hiring in Banking Act has significantly expanded opportunities by excluding many offense categories from coverage. Background checks are conducted after conditional offer in compliance with state ban-the-box laws.

Position-Specific Barriers

Barrier levels in banking are primarily determined by FDIC Section 19 coverage status, not by position type. All positions at FDIC-insured banks are subject to Section 19 restrictions for covered offenses.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and position level.

Career Path Examples

M&T Bank offers career advancement opportunities for employees who demonstrate reliability and performance. Once employed, Section 19 status does not typically change for internal promotions (unless new convictions occur). Advancement is based on performance, experience, and completion of required training.

Branch Banking Track: Part-Time Teller ($17-21/hr) → Full-Time Teller ($19-25/hr) → Personal Banker ($20-30/hr) → Assistant Branch Manager ($50-65K/yr) → Branch Manager ($65-85K/yr). Advancement requires sales performance, customer service metrics, and internal training completion.

Operations Track: Operations Clerk ($16-20/hr) → Operations Specialist ($22-32/hr) → Senior Operations Specialist ($28-38/hr) → Operations Supervisor ($55-70K/yr). Focus on accuracy, efficiency, and process improvement.

Customer Service Track: Contact Center Representative ($18-25/hr) → Senior Representative ($22-28/hr) → Team Lead ($28-35/hr) → Contact Center Supervisor ($50-65K/yr). Performance metrics and customer satisfaction scores drive advancement.

Background Check Process

M&T Bank's background check process is specifically designed to ensure compliance with FDIC Section 19 requirements. The bank must make a "reasonable, documented inquiry" to verify that applicants do not have covered offenses that would violate Section 19. Background checks are conducted after a conditional offer is extended, in compliance with applicable state ban-the-box laws.

What They Check: Criminal history search (county, state, federal levels); sex offender registry check; credit history review; employment verification; education verification; identity verification through SSN trace.

Section 19 Analysis: All criminal convictions are analyzed for Section 19 coverage. The review determines: (1) whether the offense involves "dishonesty, breach of trust, or money laundering"; (2) whether any Fair Hiring in Banking Act exclusion applies; and (3) whether FDIC waiver would be required.

Lookback Period: Under the Fair Hiring in Banking Act, most offenses are excluded from Section 19 coverage if they occurred 7+ years ago (or 5 years after release from incarceration). New York's 7-year reporting limitation applies to positions paying over $25,000. NY Clean Slate Act may seal eligible records automatically.

Timeline: Background checks typically take 3-7 business days. The overall hiring process averages 2-4 weeks from application to start date. FDIC waiver applications (if needed) can take several months.

Process Flow: Application submitted → Initial screening → Interview(s) → Conditional offer extended → Background check authorized → Criminal and credit history obtained → Section 19 analysis conducted → EEOC individualized assessment (for non-covered offenses) → Final hiring decision → Pre-adverse/adverse action notice if applicable → Start date confirmed.

Disqualifying Factors

Automatic Section 19 Coverage (Requires FDIC Waiver): Recent (within 7 years) convictions for theft, fraud, forgery, embezzlement, identity theft, larceny, making false statements, breach of fiduciary duty, money laundering, bank fraud, securities violations. Pretrial diversion programs for covered offenses also require waiver.

Excluded from Section 19 (No Waiver Required): Offenses occurring 7+ years ago; drug possession (including possession with intent to distribute); misdemeanor dishonesty offenses more than 1 year old; de minimis offenses (simple theft under $1,000, shoplifting, fake ID, trespass, fare evasion); expunged or sealed records.

Automatic Disqualifier (All Positions): Dishonesty or misrepresentation about criminal history during the application or background check process. This is grounds for immediate disqualification independent of the underlying offense.

EEOC Assessment (Non-Covered Offenses): DUI, assault, drug offenses (now excluded from Section 19), and other non-dishonesty offenses are subject to individualized assessment considering nature of offense, time elapsed, and job relevance.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the background report and a summary of your rights. You have reasonable time (typically 5 business days) to dispute inaccuracies.

  
  

• State Fair Chance Laws: In NYC, Buffalo, and other ban-the-box jurisdictions, criminal history cannot be inquired about until after conditional offer. NY Clean Slate Act may protect sealed records.

  
  

• EEOC Individualized Assessment: For offenses not covered by Section 19, you have the right to an individualized assessment considering Green Factors.

  
  

• Fair Hiring in Banking Act: You have the right to benefit from the exclusions in this law. Offenses that are 7+ years old, drug possession, de minimis offenses, and expunged records are excluded from Section 19.

Application Strategy

1. Determine Your Section 19 Status First: Before applying, analyze whether your offense involves "dishonesty, breach of trust, or money laundering." If not (e.g., DUI, assault, drug possession), you are not covered by Section 19 and can apply with confidence for standard individualized assessment.

   
   

2. Check Fair Hiring in Banking Act Exclusions: Even if your offense involves dishonesty, it may be excluded if: it occurred 7+ years ago; it was a misdemeanor more than 1 year old; it qualifies as de minimis (simple theft under $1,000); or it has been expunged/sealed. Document the date of offense and any expungement orders.

   
   

3. Research Expungement/Sealing Options: If your conviction can be expunged or sealed, pursue this before applying. NY Clean Slate Act (effective November 2024) automatically seals eligible records. Expunged records are excluded from Section 19 and need not be disclosed.

   
   

4. Apply Through Official Channels: Submit applications through mtb.com/careers. Positions are posted frequently across all 15 states. Consider multiple locations to maximize opportunities.

   
   

5. Be Completely Honest: Never lie or omit information about your criminal history when asked. Dishonesty is an automatic disqualifier regardless of whether the underlying offense is covered by Section 19.

   
   

6. Prepare Rehabilitation Documentation: If FDIC waiver may be needed, gather evidence of rehabilitation: stable employment history, education/training certificates, community involvement, character references, time elapsed since offense, completion of any court requirements.

   
   

7. Know Your Exclusion Arguments: Be prepared to articulate why your offense falls under Fair Hiring in Banking Act exclusions. Have documentation ready showing date of offense, expungement status, or de minimis threshold qualification.

   
   

8. Consider Alternative Financial Roles: If your offense creates significant Section 19 barriers, consider credit unions (covered by parallel NCUA rules) or non-bank financial services companies that are not FDIC-insured.

Tips for Applicants with Records

1. The Fair Hiring in Banking Act Changed Everything: The October 2024 FDIC regulations significantly expanded opportunities. If you were previously told you couldn't work in banking due to an old conviction or drug offense, the rules may have changed in your favor. Re-evaluate your eligibility under the new exclusions.

   
   

2. Drug Offenses Are Now Excluded: The Fair Hiring in Banking Act explicitly excludes drug possession (including possession with intent to distribute) from Section 19 coverage. If your only disqualifying offense was drug-related, you may now be eligible without FDIC waiver.

   
   

3. The 7-Year Rule Is Powerful: Most state offenses and the vast majority of federal offenses are excluded from Section 19 after 7 years. Calculate carefully from the date of the offense (not conviction). Time in prison counts toward the 7 years plus 5 years after release.

   
   

4. Pursue Expungement Aggressively: Expunged and sealed records are excluded from Section 19 and need not be disclosed. NY Clean Slate Act may automatically seal your record. Research eligibility in your state and pursue expungement before applying.

   
   

5. Understand De Minimis Offenses: Simple theft under $1,000, bad checks under $1,000, shoplifting, fake ID, trespass, and fare evasion are now de minimis offenses excluded from Section 19. If your offense falls in this category (and 1+ year has passed), you don't need a waiver.

   
   

6. Non-Dishonesty Offenses Face Standard Assessment: If your offense doesn't involve dishonesty (DUI, assault, disorderly conduct, etc.), Section 19 doesn't apply at all. You'll face standard EEOC individualized assessment like any other employer.

   
   

7. Credit History Also Matters: Banks review credit reports as part of background checks. Work on improving your credit if you have negative marks. Financial responsibility is important for banking employment beyond criminal history.

   
   

8. Consider the Waiver Process: If your offense IS covered by Section 19 and no exclusion applies, FDIC waiver is possible. M&T Bank is not required to sponsor your waiver, but if they're willing, prepare comprehensive rehabilitation documentation. The process takes several months.

Benefits Overview

M&T Bank offers competitive benefits for eligible employees. Benefits programs focus on financial, physical, emotional, and social wellbeing. Full-time employees are generally eligible for benefits; part-time eligibility varies by benefit type.

Compensation: Hourly positions range from $17-40/hr depending on role and location. Average company salary is approximately $57,500/year. Annual merit increases based on performance.

401(k) and Retirement: 401(k) plan with 100% company match on first 5% of eligible pay after 6 months of service. Discretionary employer contribution evaluated annually for employees hired after January 1, 2020. T. Rowe Price administers the Retirement Savings Plan.

Health Benefits: Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA) option. Medical coverage through Aetna network. Prescription drug coverage through CVS/Caremark. Dental and vision coverage available. Flexible Spending Accounts for healthcare and dependent care expenses.

Time Off: PTO starting at 15 days annually plus 8 sick days. Bank holidays (approximately 10-11 per year). Parental leave available. Executives and AVP+ level receive 25 days PTO.

Additional Benefits: Employee Stock Purchase Plan (ESPP) with 10% discount on purchase price, contributions up to 10% of base salary. Life insurance (0.5x annual salary). Long-term disability insurance (50%, 60%, or 66⅔% of salary). Employee referral bonuses ($250-$15,000 depending on position). Military leave with 3 weeks full salary.

Employee Perspectives

Pros: Strong 401(k) match (100% on first 5%); employee stock purchase plan; bank holidays off; work-life balance; job stability.

Cons: Health insurance can be expensive; pay may lag competitors in some markets; career advancement can be slow; some branches understaffed.

Frequently Asked Questions

1. Does M&T Bank hire people with felonies?

   Conditionally, yes. M&T Bank is subject to FDIC Section 19, which restricts employment of individuals with convictions involving "dishonesty, breach of trust, or money laundering." However, the Fair Hiring in Banking Act (effective October 2024) significantly narrowed covered offenses. Applicants with excluded offenses (7+ years old, drug possession, de minimis, expunged) can be hired without FDIC waiver. Non-dishonesty offenses (DUI, assault, etc.) are not covered by Section 19 at all and receive standard individualized assessment.

   
   

2. What is the background check process at M&T Bank?

   Background checks are conducted after conditional offer through a third-party consumer reporting agency. The check includes criminal history (county, state, federal), credit history review, employment verification, and education verification. All convictions are analyzed for Section 19 coverage. The process typically takes 3-7 business days. You must provide written consent, and if denied based on the report, you'll receive pre-adverse and adverse action notices with copies of the report.

   
   

3. How far back does the background check go at M&T Bank—what is the lookback period?

   Under the Fair Hiring in Banking Act, most offenses are excluded from Section 19 coverage if they occurred 7+ years ago (or 5 years after release from incarceration). This effectively creates a 7-year lookback for most dishonesty offenses. New York's reporting limitation (7 years for positions over $25,000) also applies. However, money laundering and certain bank fraud convictions may be reported indefinitely. Expunged and sealed records are excluded from Section 19 regardless of age.

   
   

4. What types of convictions make hiring more difficult at M&T Bank?

   Highest barriers: Recent (within 7 years) convictions for theft, fraud, forgery, embezzlement, identity theft, larceny, making false statements, money laundering, bank fraud, securities violations. These require FDIC waiver. Moderate barriers: Older dishonesty offenses (may be excluded by 7-year rule). Lower barriers: Drug possession (now explicitly excluded), DUI, assault, disorderly conduct, and other non-dishonesty offenses that don't trigger Section 19.

   
   

5. What are the best entry-level roles at M&T Bank for applicants with a record?

   Part-Time Teller ($17-21/hr) and Customer Service Representative ($18-26/hr) are the most common entry points. However, Section 19 restrictions apply equally to all positions at FDIC-insured banks—there are no "easier" positions if your offense is covered by Section 19. The key is whether your offense is excluded from Section 19 coverage (7+ years old, drug possession, de minimis, expunged), not which position you apply for.

   
   

6. Does M&T Bank drug test, and what kind of test do they use?

   M&T Bank's drug testing policy varies by position. Based on employee reports, pre-employment drug testing may be required for some positions. When conducted, urine tests are most common. Banks typically test for standard panel substances. Note that under the Fair Hiring in Banking Act, drug possession convictions (including possession with intent to distribute) are now explicitly excluded from Section 19 coverage, so past drug offenses should not affect Section 19 eligibility.

   
   

7. When during the hiring process will M&T Bank ask about criminal history?

   In compliance with NYC Fair Chance Act, Buffalo ban-the-box law, and similar state laws, M&T Bank does not ask about criminal history until after extending a conditional offer of employment. Criminal history inquiry is prohibited on initial applications and during interviews. Background checks are conducted only after you've been conditionally offered the position, giving you the opportunity to demonstrate your qualifications first.

   
   

8. Can someone advance to management at M&T Bank if they have a felony?

   Yes, advancement is possible once employed. Section 19 status is determined at hiring—it doesn't typically change for internal promotions unless you incur new convictions. Many employees advance from teller to personal banker to assistant branch manager to branch manager over time. Performance, customer service metrics, and completion of internal training drive advancement opportunities. The key barrier is initial hiring, not subsequent advancement.

   
   

9. How long does the hiring and background check process take at M&T Bank?

   The overall hiring process typically takes 2-4 weeks from application to start date for standard positions. Background checks take 3-7 business days after you authorize them. If FDIC waiver is required (for covered Section 19 offenses without exclusions), this can add several months to the process—waiver applications require extensive documentation and FDIC review. Positions with FDIC waiver requirements have significantly longer timelines.

   
   

10. What can applicants do to improve their chances of getting hired at M&T Bank?

    (1) Determine if your offense is excluded from Section 19 under Fair Hiring in Banking Act (7+ years old, drug possession, de minimis, expunged).

    (2) Pursue expungement/sealing before applying—NY Clean Slate Act may help. (3) Be completely honest about your criminal history.

    (4) Prepare rehabilitation documentation.

    (5) Calculate the exact date of your offense to determine 7-year exclusion eligibility.

    (6) Apply to multiple locations.

    (7) Highlight customer service skills and reliability.

    (8) Consider starting part-time to get your foot in the door.

Alternative Second Chance Employers

If M&T Bank doesn't work out due to Section 19 restrictions, consider these alternatives. Note that all FDIC-insured banks and NCUA-insured credit unions have similar Section 19/NCUA rules:

Conclusion

M&T Bank presents a complex but increasingly accessible landscape for job seekers with criminal records. The mandatory restrictions of FDIC Section 19 create real barriers for individuals with recent dishonesty-related convictions. However, the Fair Hiring in Banking Act (effective October 2024) has significantly expanded opportunities by excluding older offenses, drug possession, de minimis offenses, and expunged records from Section 19 coverage.

For applicants whose offenses fall under Fair Hiring in Banking Act exclusions, M&T Bank offers stable employment with strong benefits, including a 100% 401(k) match on the first 5% of salary, comprehensive health coverage, and meaningful career advancement opportunities. The bank's presence across 15 states provides numerous location options.

Key Success Factors: Determine your Section 19 status before applying; calculate whether the 7-year exclusion applies; pursue expungement if eligible; be completely honest about your history; prepare rehabilitation documentation.

Biggest Barriers: Recent (within 7 years) convictions for theft, fraud, forgery, embezzlement, identity theft, money laundering, or other dishonesty offenses that don't qualify for exclusions. These require FDIC waiver, which the bank is not required to sponsor.

If your criminal history involves only non-dishonesty offenses, drug offenses, older convictions (7+ years), de minimis offenses, or expunged records, the path forward is clearer than ever. The Fair Hiring in Banking Act has opened doors that were previously closed. M&T Bank's over 1,000 branches across the Northeast provide meaningful opportunities for qualified applicants to build careers in banking.

Disclaimer

This guide provides general information and should not be considered legal advice. FDIC Section 19 requirements, Fair Hiring in Banking Act exclusions, and hiring policies involve complex legal analysis that varies by individual circumstances. While we strive for accuracy using publicly available sources including FDIC regulations, company information, employee reviews (Glassdoor, Indeed), and salary databases, employment policies may change without notice.

Inclusion in this guide does not guarantee employment. Section 19 coverage analysis, expungement eligibility, and FDIC waiver processes should be reviewed with legal professionals familiar with banking employment law. Consult with an employment attorney or legal aid organization for specific advice about your situation.

Apply Now: https://mtb.com/careers