Effective date: October 26, 2025
Applies to: All employees, applicants, contractors, interns, and agencies that recruit or hire on behalf of Fulfillment Hub USA
Our commitment
Fulfillment Hub USA is a founder-owned 3PL headquartered in Miami. We serve brands of all sizes across e-commerce and retail. We believe diverse teams build better products, deliver better service, and create a safer and stronger workplace. We recruit, hire, develop, and promote people based on skills, experience, and performance. We do not tolerate discrimination or harassment.
Equal Employment Opportunity
We provide equal employment opportunity to all qualified individuals regardless of race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, genetic information, veteran status, pregnancy, or any other status protected by law. Decisions about recruiting, hiring, pay, assignment, training, promotion, and termination are based on legitimate business needs.
If applicable by size and regulation, we comply with federal and state reporting requirements such as EEO-1. We also comply with local fair chance and pay transparency laws where we operate.
How we hire
We design hiring to be fair, consistent, and skills based.
- Structured roles and ranges: Each role has a written description, required and preferred skills, and a defined pay range.
- Inclusive sourcing: We post to mainstream and diversity-focused job boards, partner with community groups and workforce programs, and encourage employee referrals.
- Consistent screening: Recruiters use the same question set for each role and log reasons for advance or decline.
- Skills over proxies: Work samples, job trials, or scenario questions are used where possible. Degrees are required only when clearly job related.
- Panel interviews: Interviewers are trained on bias reduction and share feedback in writing before discussing as a group.
- Decision records: The hiring manager documents the decision and how it aligns to the job criteria.
Pay equity and progression
We review starting pay and pay changes for internal equity and market alignment. Promotions require a documented case that cites results and scope, not tenure alone. We publish career paths for common job families so employees can see how to advance.
Accessibility and accommodations
We provide reasonable accommodations to qualified individuals with disabilities in the hiring process and on the job, consistent with the ADA and similar laws. To request an accommodation, contact accommodations@fulfillmenthubusa.com.
Safe workplace and anti-harassment
We maintain a respectful, harassment-free workplace. Reports are investigated promptly and fairly, with no retaliation for good-faith reporting. To raise a concern, contact your manager, People Operations, or compliance@fulfillmenthubusa.com. Anonymous options may be available where permitted by law.
Training and accountability
All employees complete training on EEO, anti-harassment, and interviewing fundamentals. Hiring managers receive additional training on structured interviews, lawful questions, and equitable evaluations. People Operations audits a sample of requisitions each quarter to confirm compliance.
Data privacy
We collect only the applicant and employee data needed for hiring and compliance. Demographic information is voluntary where allowed and is separated from selection decisions. We protect this data according to our privacy and security policies.
Locations covered by this policy
Miami FL, San Francisco CA, Los Angeles CA, South San Francisco CA.
What we measure and report
We track a small set of metrics to see where to improve. Numbers are reported in aggregate and may be limited by sample size or law.
|
Metric |
What it shows |
How we use it |
Update cadence |
|
Applicant diversity (self-reported) |
Mix of candidates by demographic groups |
Adjust sourcing and outreach |
Quarterly |
|
Interview slate balance |
Representation among finalists |
Calibrate pipelines and panels |
Quarterly |
|
Hiring rate by stage |
Where candidates fall out |
Fix process steps and questions |
Quarterly |
|
Pay equity checks |
Pay by role, level, and location |
Correct outliers |
Twice per year |
|
Internal mobility |
Promotions and lateral moves |
Improve development paths |
Twice per year |
|
Retention by group |
Stay or exit patterns |
Target coaching and support |
Twice per year |
Reporting approach: We publish a brief narrative with charts on this page and in our annual People summary. We avoid publishing very small group data to protect privacy. If a metric suggests a gap, we include a clear action item and an owner.
Current focus areas
- Broaden entry-level pipelines with workforce partners and community colleges in South Florida and the Bay Area.
- Expand skills-based assessments for warehouse and support roles.
- Increase interview training coverage to all first-time managers.
- Standardize promotion packets and timelines across sites.
Supplier and staffing partners
Third-party recruiters and staffing vendors must follow our Equal Opportunity standards, respect candidate privacy, provide reasonable accommodations, and support our structured processes. We may audit partners and end relationships that do not comply.
Governance and updates
People Operations owns this page with support from Compliance and Site Operations. We review the policy at least annually and update the public report after each reporting cycle. The version posted here is the governing version.
How to contact us
- Careers and applications: hr@fulfillmenthubusa.com
- Accommodations: accommodations@fulfillmenthubusa.com
- Policy or compliance questions: compliance@fulfillmenthubusa.com
Plain-language summary
We hire for skills, pay fairly, and provide equal opportunity. We post widely, use structured interviews, and review pay for equity. We offer accommodations, investigate issues, and never allow retaliation. We publish aggregate metrics and action plans so progress is visible.