If you have job announcements you would like posted on this page, send them to jobs@tws-west.org. Job listings will be posted for 3 months unless a closing date is listed on the job announcement.

There is also a jobs page on the national TWS web site at careers.wildlife.org

(Date indicates when each announcement was posted to the web site.)

22 October, 2026: Technical Services Manager, Sequoia Ecological Consulting
19 October, 2026: Aquatic Technicians, Sequoia and Kings Canyon National Parks
3 October, 2026: GS-11 Carnivore Biologist, Yosemite National Park
29 September, 2026: Marine Invertebrate Zoologist Assistant Professor, CSU Long Beach
24 September, 2026: Wetland Scientist, Mason, Bruce & Girard, Portland, OR
18 August, 2026: Senior Biologist, Acorn Environmental
11 August, 2026: Senior Regulatory Permitting Specialist, WRA Inc, Remote within CA

22 October, 2026: Technical Services Manager, Sequoia Ecological Consulting

Sequoia Ecological Consulting seeks a staff-first Technical Services Manager who is grounded in people-centered leadership and environmental consulting acumen to lead, support, and grow the team who protect California’s sensitive habitats, threatened species, and wild landscapes.

Organization Background

Sequoia Ecological Consulting is a certified woman-owned environmental consulting firm of about 70 people, headquartered in Walnut Creek with offices across Northern and Southern California. The firm provides biological services, regulatory permitting, and other environmental consulting services to public agencies, utilities, and private clients statewide, working on projects that shape California’s infrastructure, water, energy, and open space.

Sequoia pairs statewide reach on high-impact projects with a close-knit culture where people know each other’s names. The culture is collaborative, high-performing, and professional. Sequoia is investing deliberately in how its people are supervised, developed, and supported so every technical staff member has a clear path for growth.

Position Overview and Responsibilities

Sequoia Ecological Consulting seeks a Technical Services Manager whose first job is people: the dedicated supervisor, advocate, and career-development lead for technical staff from the Project Manager tier through the newest field biologists, reporting to the Director of Technical Services. The role will take on the day-to-day people management that currently rests with the Principals, and it is central to building a team culture where staff feel supported, trusted, and able to grow.

This position calls for a proven people leader with the consulting and technical credibility to make sound staffing and delivery decisions. The role supports project and program management and carries a small billable component to support the project teams.

The Technical Services Manager will own staff supervision, performance management, career development, hiring, workload balance, and support for project delivery for technical staff. They will reinforce the technical standards and quality expectations set by the Director of Technical Services and Principals.

People Leadership & Supervision

Serve as the primary supervisor for technical staff at the Project Manager tier, with roughly 5–8 direct reports and 25–30 staff in total scope, owning staffing decisions, workload balance, and day-to-day personnel matters, including scheduling and time-off requests
Hold regular one-on-ones and be a reliable, present first point of contact for the team’s questions, concerns, and growth
Support staff through challenges on-site and with clients, project personnel, and peers, advocating for staff while balancing business and team needs
Reinforce the technical standards, quality expectations, and compliance practices set by the Director and Principals consistently and fairly across the team

Organizational Leadership

Serve as a member of the Senior Leadership Team, translating business strategy into clear direction for the team
Partner with Operations, Finance, and HR to support staff and team needs
Contribute ideas to continuously improve culture so staff feel safe, heard, and supported
Own retention commitments and day-to-day execution of the career architecture for the team
Help build the team structure as Sequoia grows

Performance & Career Development

Run performance management that people trust through Sequoia’s quarterly review process: on schedule, with meaningful goals, honest coaching, and recognition that encourage career growth at Sequoia
Make advancement real by ensuring staff get the assignments, training, credentials, and mentorship their next roles require, measured against Sequoia’s published promotion criteria
Strengthen the Project Manager pipeline through leadership training and guidance

Talent Strategy

Identify hiring needs with Principal team proactively, anticipating growth, workload, and attrition before they become gaps, and own recruiting, interviewing, and hiring for the team
Coordinate onboarding and training strategy of new technical staff with Principals and Human Resources
Plan staffing to meet project demand and business development growth, including project-based hires and adjustments to team size

Staffing & Project Support

Balance assignments so utilization targets are met and field and office schedules fit each person’s role and level
Improve how projects are run and staffed
Identify and resolve project-level staffing, delivery, and technical issues, drawing on the right internal expertise, and escalate division-level and client-facing decisions to the Director

Desired Experience and Competencies

Sequoia Ecological Consulting seeks a proven people leader from the environmental consulting industry who leads with a collaborative leadership style and is able to translate between business and team needs. We’re looking for someone eager to grow with Sequoia and make a real difference: someone energized by shaping a new role, investing in people’s careers, and helping build a team that does meaningful work for California’s environment.

The ideal candidate is someone technical staff trust with their workload, their development, and their careers, bringing strong technical grounding alongside leadership, management skill, and consulting fluency.

People Leadership & Trust Building

10+ years of environmental consulting experience, including 5+ years directly supervising professional staff: reviews, coaching, corrective action, and career development
Demonstrated record of building, developing, and retaining professional teams
Ability to advocate for staff while balancing their needs with the needs of the business
Fairness and consistency in applying performance and promotion criteria across a team
Empathy and the ability to build trust across all levels of the team

Consulting & Technical Acumen

Substantial environmental consulting experience in California, with a strong understanding of how consulting teams, project delivery, utilization, project margins, and client service operate
Proven project management experience, including managing clients and subcontractors
Technical background in a discipline related to Sequoia’s work, such as biology, botany, aquatic ecology, or restoration
Working knowledge of California’s environmental regulatory landscape, including CEQA, NEPA, ESA, and CESA, sufficient to lead technical professionals credibly
Resourcefulness; doesn’t need to have every answer, but knows how to find it

Team & Talent Building

Experience forecasting staffing needs and shaping team structure around workload, growth, and capacity
Understanding of what strong technical talent looks like and ability to contribute to hiring decisions
Ability to identify hiring needs based on workload, growth, and team capacity

Communication & Composure

Excellent organizational, interpersonal, and problem-solving skills
Ability to have direct, fair, and timely conversations, with sound judgment
Ability to remain calm under pressure and juggle competing priorities without losing focus
Adaptability in a growing firm with evolving structures and needs

Preferred Qualifications

Experience implementing leadership development, training, or mentoring programs
Technical expertise in biology, botany, aquatic ecology, or restoration
Designated Biologist status or equivalent agency-recognized qualifications
Graduate degree, research, or agency experience
Established regulatory agency relationships
Experience at an environmental consulting firm of 25 or more people
Experience with cross-functional collaboration with operations, finance, and HR
A bachelor’s degree in biology, ecology, environmental science, or a related field, or an equivalent combination of education and industry experience

Compensation

This is a full-time, exempt, benefit-eligible position. The anticipated annual salary range for this position is $140,000–$160,000, commensurate with experience.

Sequoia offers a comprehensive benefits package, including health, dental, and vision coverage; 401(k) with company match; and a professional development budget.

Location and Requirements

This position is remote, based in California, with a preference for Bay Area candidates. The Technical Services Manager will be expected in the Walnut Creek office quarterly for team meetings, key events, and time with staff; quarterly travel costs will be covered by Sequoia. The role also requires occasional travel to Sequoia’s other Northern and Southern California offices, project sites, and field locations. Some weekend or after-hours availability is needed to support field schedules and team needs.

To Apply

Please visit https://sequoiaeco.com/careers to apply.

Before taking the time to apply, please confirm your answer to each of the following must-have, non-negotiable requirements is yes:

10+ years of environmental consulting experience, including work in California
Experience directly supervising professional staff
Experience managing projects, clients, or subcontractors
Familiarity with California’s environmental regulatory landscape (such as CEQA, NEPA, ESA, and CESA)
Ability to be in office quarterly for team and project needs

Instead of a cover letter, please submit your resume and written answers to the four questions below (up to 200 words each). If possible, combine both into a single document saved as “LastName_TSM.”

Mission Alignment: Why are you excited about this role, and why now in your career? What draws you to our work and to Sequoia?

Team Leadership: Describe your experience building or leading a team in consulting. What do you put in place to develop and retain the people on it?

Coaching & Mentorship: Describe your approach to ongoing performance management and professional development. How do you keep people growing over time, and how do you approach coaching conversations when someone needs to course-correct?

Consulting & Technical Fluency: Describe your experience leading technical staff while balancing the needs of your team, clients, and firm leadership. How do you build credibility with technical experts and stay steady under pressure?

Interested candidates should apply by November 15, 2026, for priority consideration. You can expect to hear back from us about the status of your application by the end of November. Applications received after that date will be accepted and considered alongside the existing candidate pool until the position is filled.

19 October, 2026: Aquatic Technicians, Sequoia and Kings Canyon National Parks

Sequoia and Kings Canyon National Parks (SEKI) are seeking several full-time, temporary aquatic technicians for the 2027 summer field season.

Mountain yellow-legged frog technician (up to 4 GS-4, 4 GS-5, 2 GS-6): Technicians will restore high elevation lake and stream ecosystems in Sequoia and Kings Canyon National Parks to benefit native species, including endangered mountain yellow-legged frogs (Rana muscosa and Rana sierrae). Technicians will work a maxiflex schedule (typically 8-days on, 6 days off) in a remote wilderness field camp. The GS-04 and GS-05 positions will be stationed in Kings Canyon National Park with projected start dates of mid-May to early-June. The GS-06 positions will be stationed in either Sequoia National Park or Kings Canyon National Park with projected start dates of early-May. Position end date is anticipated to be mid-October.

GS-04 level: Duties are removing nonnative fish from lakes using gill nets and from streams using backpack electrofishers; setting, cleaning and repairing gill nets; conducting visual encounter surveys for fish, amphibians, and reptiles; collecting field data; following detailed protocols; recording environmental parameters; using topographic maps, compass, and/or global positioning systems (GPS) for navigation; providing an overview of the project to park visitors, and occasional assistance with research projects.
GS-05 level: Additionally, interacting with the public regarding sensitive amphibian, reptile, or fisheries management issues; discussing scientific information with peers and public; and training other technicians, interns, volunteers, and field observers.
GS-06 level: Additionally, as an assistant crew lead, managing logistics in preparation for summer fieldwork; providing orientation, training and mentoring for summer field crews; overseeing and conducting summer field operations; manipulating aquatic datasets; providing logistic and field support to scientific research studies; conducting electronic entry, quality assurance/quality control and summary reporting of field data, and organizing and maintaining field equipment and supplies.

Aquatic pathogen technician (up to 2 GS-4/5/6): Technicians will survey aquatic habitats for pathogen presence using multiple methods. Technicians will work a maxiflex schedule including some overnight camping. Technicians will be stationed in Sequoia National Park with projected start date of early May. Position end date is anticipated to be September/October.

GS-04 level: Duties are surveying aquatic habitats for aquatic species presence via snorkeling and walking transects; amphibian and reptile species capture, swabbing, and processing to determine pathogen presence and load; sterile collection of water and sediment samples for eDNA analysis; following detailed protocols; recording environmental parameters; using topographic maps, compass, and/or global positioning systems (GPS) for navigation; providing an overview of the project to park visitors, and occasional assistance with other projects.
GS-05 level: Additionally, interacting with the public regarding sensitive amphibian, reptile, or fisheries management issues; discussing scientific information with peers and public; and training other technicians, interns, volunteers, and field observers.
GS-06 level: Additionally, as an assistant crew lead, managing logistics in preparation for summer fieldwork; providing orientation, training and mentoring for summer field crew; overseeing and conducting summer field operations; manipulating aquatic datasets; providing logistic and field support to scientific research studies; conducting electronic entry, quality assurance/quality control and summary reporting of field data, and organizing and maintaining field equipment and supplies.

Requirements common to all positions: Technicians working on projects located in the wilderness must have strong backpacking and wilderness camping skills including experience hiking or recreating at 10,000 ft (must include this detail in resume), the ability to hike safely across challenging on- and off-trail terrain and be comfortable in remote wilderness settings with limited human contact. Technicians must have experience in conducting amphibian, reptile, fisheries, or other wildlife surveys, and a strong commitment to conducting ecological surveys and restoration. Technicians must be able to work well in a small crew, be detail oriented, and able to work in cold or hot, wet, windy, buggy, and stormy conditions.

Interested applicants must apply through the USAJOBS website at the following job announcement number:

CAHQ-27-13081043-DE-JEA, USAJOBS – Job Announcement

Announcements open on Monday, October 19, 2026 and will close on the day when application caps have been reached. To receive consideration, complete application packages should be submitted expediently. If a cap is not reached, that announcement will close at 11:59 PM (EST) on October 26, 2026.

For additional information about the positions, please contact the SEKI Aquatic Ecosystems program by e-mailing Kristie Stein at kristie_stein@nps.gov.

3 October, 2026: GS-11 Carnivore Biologist, Yosemite National Park

Yosemite National Park is recruiting for a GS-11 Carnivore Biologist position!

Please see the linked job flyer for additional information about this exciting opportunity.

This is a great opportunity to conduct applied carnivore research in one of the nation’s most iconic national parks while working alongside a dedicated and hardworking team. The position will play an important role in advancing our understanding and conservation of Yosemite’s carnivore populations and applying research directly to park management.

The Carnivore Biologist will:

Lead field research involving the capture, tracking, and monitoring of carnivores.
Supervise a large field crew working in challenging backcountry environments.
Investigate carnivore habitat use following wildfire and tree mortality.
Collaborate with regional partners, researchers, and park managers.
Integrate carnivore conservation into prescribed-fire planning.
Design studies, analyze data, and communicate findings through reports, scientific products, and grant proposals.
Apply research findings to inform carnivore conservation and management across Yosemite.

We are looking for candidates with:

Experience capturing, anesthetizing, and collaring mesocarnivores.
Experience leading and supervising field crews.
An advanced graduate degree in wildlife biology, ecology, or a related field.
Excellent written and verbal communication skills.
The ability to work collaboratively with diverse partners and stakeholders.
Strong field skills and a commitment to wildlife conservation.

Yosemite is a rewarding place to work, and we have a wonderful team of people who are passionate about protecting the park’s wildlife and natural resources.

We expect the position will advertise on USA Jobs in November or December. Please don’t hesitate to reach out to Andria Townsend (andria_townsend@nps.gov) and/or Sarah Stock (sarah_stock@nps.gov) with any questions.

29 September, 2026: Marine Invertebrate Zoologist Assistant Professor, CSU Long Beach

We are advertising our new Tenure/Tenure Track position in the CSU Long Beach Department of Biological Sciences. The job application link for the position can be found here CSULB Job 561789.

24 September, 2026: Wetland Scientist, Mason, Bruce & Girard, Portland, OR

Salary Range: $80,000 – $100,000

Full Time, Exempt

Link to career page

General Position Summary:

Since 1921, Mason, Bruce, & Girard, Inc., (MB&G) has provided natural resource consulting services to clients in the private and public sector. Headquartered in Portland, Oregon, we are a multidisciplinary firm specializing in forestry, environmental, and geospatial services. MB&G’s Environmental Services Group (ESG) is excited to add a full-time mid-level or senior Wetland Scientist to our group of prominent environmental professionals. As an ESG team member, you will support multiple projects by leading technical fieldwork, drafting reports, and working with the regulatory agency staff and clients to assist with wetland-related permitting tasks. In this role, your major duties will include:

Conducting all types of wetland-related project work including leading and supporting wetland determinations and delineations, ordinary high water mark delineations, wetland and stream functional assessments (such as ORWAP or SFAM), and mitigation monitoring in Oregon and Washington.
Preparing all types of wetland-related documentation including delineation reports, removal/fill permit applications, mitigation plans, and monitoring reports in Oregon and Washington.
Conducting Natural Resource Assessments and preparing associated reports per Clean Water Services and/or Water Environment Services requirements.
Handling regulatory agency and client coordination related to permitting needs for projects.
Assisting with the logistics of arranging field efforts associated with projects.
Mentoring junior employees in wetland sciences.

Education and/or Experience:

B.A. or B.S. in Biology, Environmental Science, or closely related natural resource field required.
Professional Wetland Scientist or Wetland Professional in Training certification through the Society of Wetland Scientists’ Professional Certification Program is preferred.
At least five years of experience working as a wetland scientist in Oregon or Washington is preferred.
Excellent botanical identification skills across all bioregions in the Pacific Northwest is a plus.
Project management experience including project scoping and budgeting, invoicing, and scheduling is a plus.

Conditions

Work is performed both within the field and in a remote office. Most field work is performed in Oregon and Washington. Candidate must be located in western or central Oregon, or southwestern Washington. Field work is to be performed in all weather conditions, steep rough terrain, and a variety of settings including open fields and forested areas. This position also involves extensive computer use, physical ability to operate a telephone, and sitting for extended periods of time. May lift or carry up to 50 pounds.

Benefits Provided by MB&G

Mason, Bruce & Girard, is proud to offer a comprehensive benefits package that supports our employees’ health, financial well-being and professional success. Benefits include generous Paid Time Off, a 401(K) plan with employer match; medical, dental, and vision insurance, life and disability insurance; a Flexible Spending Account (FSA); or Health Reimbursement Account (HRA); and access to our Employee Assistance Program (EAP).

We also provide reimbursement for eligible work-related safety equipment, cell phone expenses for business use, and professional association dues. Additional benefits include an employee referral program, and competitive transportation benefits such as mileage reimbursement, company vehicle program, and access to our company vehicle rental program.

About Mason, Bruce & Girard

Mason, Bruce & Girard, Inc. is a full-service natural resource consulting firm, with expertise in environmental services, forestry, and geographic information systems (GIS). A set of core values guide our work, focusing our efforts on providing responsible, sustainable solutions that meet client needs.

Our areas of expertise include forestry, wildlife, fisheries, wetlands, water quality, and GIS. Our work is characterized by the highest level of client service, the application of the best science and technology, quality processes and results, integrity, and our respect for the natural environment. We provide natural resource consulting services to both industry and government and have done so since 1921.

Mason, Bruce & Girard is an equal opportunity, affirmative action employer, and we do not discriminate against employees or job applicants on the basis of race, color, national origin, age, religion, gender, disability, sexual orientation, veteran status, or any other status or consideration protected by local, state and federal laws, except where a bona fide occupational qualification applies. Equal opportunity applies to hiring, promotion, training, compensation, and any other organizational action. MB&G’s written Affirmative Action Plan is available to all employees and job applicants upon request.

MB&G is proud to be an equal opportunity employer

18 August, 2026: Senior Biologist, Acorn Environmental

Remote within California

Preferred location: Greater Sacramento Area, California

Acorn Environmental is seeking a Senior Biologist who is ready to take the next step in their consulting career. This is an excellent opportunity for an experienced biologist who enjoys technical work, field biology, regulatory strategy, and environmental compliance — and who is interested in helping shape and grow the biological resources practice within a small, collaborative firm. For the right candidate, this position may develop into a Biological Resources Group Lead role as Acorn continues to grow.

About Us

Acorn Environmental is a dynamic women-owned environmental planning and analysis firm specializing in services for Native American tribes, public agencies, and private sector clients. We provide environmental compliance and natural resources support for projects involving the National Environmental Policy Act, California Environmental Quality Act, tribal environmental policies and ordinances, biological resources, wetlands and waters, permitting, land management, infrastructure, housing, commercial development, recreation, and restoration/conservation.

Our office is located in El Dorado Hills, California, and most of our staff work remotely. As a small company of approximately 20 employees, we offer the opportunity to make a meaningful impact, work closely with firm leadership, and help shape how we grow. For additional information, please visit our website at: https://www.acorn-env.com/

About the Role

The Senior Biologist will support and lead a variety of biological resources and environmental compliance projects. This role is ideal for someone who is technically strong, highly organized, comfortable working independently, and interested in mentoring others over time. Typical responsibilities may include:

Leading or supporting listed species surveys, wetland delineations, botanical inventories, habitat mapping, and other biological field studies.
Preparing and reviewing biological resources assessments, jurisdictional delineation reports, technical studies, and natural resources management plans.
Supporting CEQA and NEPA compliance documents, including biological resources sections, mitigation measures, and technical appendices.
Assisting with federal, state, and local permitting, including Clean Water Act Sections 401 and 404, Lake and Streambed Alteration Agreements, and related regulatory processes.
Supporting Section 7 consultation and coordination with agencies such as the U.S. Fish and Wildlife Service, National Marine Fisheries Service, California Department of Fish and Wildlife, Regional Water Quality Control Boards, and U.S. Army Corps of Engineers.
Reviewing work prepared by junior staff and providing technical guidance.
Coordinating fieldwork, schedules, budgets, and deliverables in collaboration with project managers.
Helping improve biological resources templates, workflows, QA/QC procedures, and internal technical standards.
Supporting client communication and project strategy as appropriate.

Required Qualifications

To be considered for this role, candidates must meet all of the following required qualifications:

Bachelor’s degree in biology, environmental science, ecology, botany, wetland science, soil science, natural resources, or a related field.
At least 7 years of professional experience in environmental consulting or a closely related field.
Experience conducting or leading biological field studies such as listed species surveys, wetland delineations, botanical inventories, habitat assessments, or habitat mapping.
Experience preparing biological resources reports and supporting environmental compliance documents under CEQA and NEPA.
Familiarity with federal and California environmental regulations related to biological resources, wetlands/waters, listed species, and permitting.
Strong technical writing, communication, organization, and problem-solving skills.
Ability to work independently in a remote environment while collaborating closely with a small team.
Proficiency with Microsoft Office.

Why Join Acorn?

At Acorn, you will not be one person in a large corporate structure. You will work directly with firm leadership, project managers, and technical staff on meaningful projects throughout California and beyond.

We offer:

Remote work and flexible scheduling.
A collaborative, supportive team environment.
Opportunities to work on a wide range of tribal, public agency, infrastructure, conservation, and development projects.
The ability to help shape your role as the company grows.
Medical, dental, and vision insurance.
Paid vacation/sick time and paid holidays.

Compensation

Starting compensation will vary depending on experience, technical qualifications, listed species expertise, permitting experience, and project management capabilities. The expected salary range is $95,000 to $145,000 annually. Candidates with significant project management, staff mentoring, client management, or biological resources leadership experience may be considered at the higher end of the range.

To Apply

To be considered for this position, please send a cover letter, resume, and writing sample to jwade@acorn-env.com.

11 August, 2026: Senior Regulatory Permitting Specialist, WRA Inc, Remote within CA

We’re currently hiring a Senior Regulatory Permitting Specialist in the Sacramento/Central Valley region. On Team 12, you will work closely with WRA’s Principals, Directors, and executive leadership to develop, manage, and deliver multifaceted regulatory projects primarily throughout California’s Central Valley and Foothills. As WRA continues to expand our presence in this region, this is a unique opportunity to join WRA at a pivotal point in our growth, helping build out our presence and practice in the Central Valley and Foothills from the ground up.

In this role you will collaborate with clients, regulatory agencies, and interdisciplinary WRA teams to develop innovative solutions, lead complex consultation processes, and support successful project implementation. This is a remote position within the state of California; however, candidates residing in or near the greater Sacramento/Central Valley region will be prioritized throughout the process. We will consider candidates within the state of California who have established relationships in the region and are willing to travel regularly to field sites, client and agency offices, and WRA office locations as needed to support project work. This position reports to Rob Schell, Wildlife and Fisheries Director.

In this role, you will:

Work with Principals as well as Director and Executive-level staff, including subject matter experts, engineers, attorneys, clients, prime or subconsultants to develop a project from idea, through planning and permit consultations in support of critical infrastructure and development in California’s Central Valley and Foothills
Merge technical expertise with regulatory experience to guide and advise clients on project due diligence, design, opportunities and constraints to develop and deliver a permitting strategy, schedule, and budget that reflects client priorities
Coordinate, delegate, and oversee multidisciplinary teams, stakeholders, staff, and subconsultants on the preparation of technical studies necessary to support the permitting process
Oversee or directly prepare permit applications
Proactively manage budgets, prepare scopes of work and change orders.
Identify and communicate project risks to Principal-level staff
Oversee and mentor early career professionals on regulatory processes, project management, and professional development
Participate in internal and external thought leadership at conferences or professional technical groups through publications, presentations, white papers, panel discussions, or similar

To be successful in this role, you will need:

A bachelor’s degree in biological sciences, engineering, policy, or related field
At least 10 years of professional experience working in the consulting field
At least 6 years of expertise preparing and consulting on 401, 404, 1600 LSAA, USFWS/NMFS Section 7 or Section 10 consultations, CDFW 2081 ITPs
Proven experience building and managing across multidisciplinary teams
Proven track record in a supervisory or leadership role
Demonstrated experience in Transportation, Water, or Mine/Quarry Markets
At least 5 years of project management experience, including preparing scopes of work, budgets and change orders
At least 5 years working in California’s Central Valley or Foothills regions
A growth mindset
Strong written and verbal communication skills, with the ability to present technical information to a lay audience
A valid driver’s license, reliable transportation (while WRA has fleet vehicles that can be reserved for field use, during busy field seasons a truck may not always be available) and willingness to travel to field sites and meetings
The ability to walk, hike, and work outside for long periods of time

Desired but not required skills:

Specialized expertise with Mitigation, SMARA, FERC
Business Development experience
Experience working on competitive proposals
Strong leadership skills

WRA has an established internal leveling system for our staff that maps to salary bands that have been informed by market data. Our leveling system is dependent on years of relevant industry experience, education, and the level of responsibility and autonomy at which you’re expected to operate.

The salary range for this position is $108,000 – $146,000 which represents 2 job levels that WRA is open to considering for this role. In your first conversation with our recruiter, you may discuss leveling and compensation to make sure that expectations are aligned. Additionally, while the position is being advertised as a Senior Regulatory Permitting Specialist, based on leveling conversations, we may determine that Regulatory Permitting Specialist is the appropriate title for you. There will be opportunities to discuss this toward the end of the interview process; however, if you wish to discuss titles earlier in the interview process, please do so with your recruiter.

Who are we?

WRA’s an employee-owned environmental consultancy. We are a tenacious team of planners, engineers, and scientists, and we aim to leave the lands we love better than we found them.

Our clients and partners hire us because we’re skilled at navigating through challenging projects involving wildlands, parks, community spaces, and infrastructure. We bring over four decades of expertise, long-standing relationships, and connections to our local communities to make sure that projects are pursued in responsible ways where both people and the environment thrive.

As an organization, we believe that independence and interdependence are not mutually exclusive. We invest in systems, processes, and employee programs to support our staff’s collective engagement and success. At the same time, we encourage our employees to operate with an ownership mindset, taking responsibility for outcomes and being true to our commitments.

WRA’s company vision is to cultivate a sustainable future where people and the environment thrive, and that effort starts first with our staff. We are committed to building a diverse, equitable, and inclusive work environment, and we have developed flexible policies, internal practices, and are investing in programs that prioritize learning and sustainability. We aim to create conditions that allow employees to prioritize their families, lead healthy and balanced lives, and to bring their authentic selves to work every day. We believe that by creating an exceptional workplace, our employees will be able to do their best work and be able to meaningfully contribute to the sustainability of the environment and the communities in which we live.

WRA is an equal opportunity employer, and we are committed to creating a diverse environment. We recruit, employ, train, compensate and promote regardless of race, religion, color, national origin, gender, sexual orientation, disability, age, veteran status, and other protected status as required by applicable law.

https://wra-ca.com/culture-careers/environmental-science-job-openings/

How CasinosMinimumDeposit Explains Low Deposit Thresholds in New Zealand

New Zealand’s online gambling market has undergone significant structural changes over the past decade, and one of the most visible shifts for everyday players has been the gradual lowering of minimum deposit thresholds at offshore-licensed casinos. Where operators once required NZ$20 or NZ$30 as a baseline entry point, many platforms now accept deposits as low as NZ$1 or NZ$5. This change did not happen in a vacuum. It reflects a combination of payment technology evolution, competitive market pressure, and the specific financial habits of New Zealand players. Understanding why these thresholds exist at the levels they do — and what they actually mean for player protection and casino economics — requires looking beyond the surface-level marketing and into the mechanics of how these platforms operate for a New Zealand audience.

The Regulatory Context Shaping Deposit Minimums in New Zealand

New Zealand’s gambling legislation is governed primarily by the Gambling Act 2003, which drew a clear distinction between land-based gambling, which falls under domestic regulation through the Department of Internal Affairs, and online gambling operated by offshore entities. The Act effectively left a legal grey area for offshore casinos: New Zealand residents can legally play at these sites, but no domestic licence exists for online casino operators. This means that the casinos available to New Zealand players are licensed in jurisdictions such as Malta (under the Malta Gaming Authority), Gibraltar, Curaçao, or the Isle of Man.

This regulatory structure has a direct effect on minimum deposit policies. Because operators are not subject to New Zealand-specific capital requirements or consumer protection mandates tied to deposit thresholds, they have more flexibility to set their own minimums. In contrast, in markets like the United Kingdom — where the UK Gambling Commission enforces strict responsible gambling requirements — operators face tighter scrutiny around affordability checks and transaction monitoring, which can indirectly push minimums upward as compliance costs rise. New Zealand’s offshore model, by contrast, allows operators to compete aggressively on accessibility, and low deposit minimums are one of the primary tools for doing so.

The Gambling (Harm Prevention and Minimisation) Amendment Act discussions that have been ongoing since the early 2020s indicate that New Zealand regulators are increasingly aware of the offshore casino landscape. However, as of 2024, no comprehensive domestic licensing regime for online casinos has been enacted, meaning the deposit minimum landscape remains largely market-driven rather than legislatively mandated. This creates an environment where player education and third-party information resources carry more weight than they might in a more tightly regulated market.

How Payment Infrastructure Determines What “Minimum” Actually Means

The technical floor for a minimum deposit is not set arbitrarily by a casino’s marketing team. It is constrained by the payment processing infrastructure the casino uses. Every transaction incurs processing fees — typically a percentage of the transaction value plus a flat fee. For credit and debit card transactions processed through Visa or Mastercard networks, the interchange fee structure means that very small transactions become proportionally expensive for the merchant. A NZ$1 deposit processed through a standard card network might incur a fixed fee component that represents 20-30% of the transaction value, making it economically unviable without a specific low-deposit payment solution.

This is where the rise of e-wallets and direct bank transfer systems has fundamentally changed the landscape. Services like POLi — a New Zealand-specific direct bank payment method — and international e-wallets such as Skrill and Neteller have fee structures that scale more efficiently at low transaction volumes. POLi in particular became significant for New Zealand casino players because it allows direct bank transfers without requiring a credit card, and its fee model does not create the same floor-level inefficiency that card networks do. When a casino advertises a NZ$10 minimum deposit tied specifically to POLi or Neteller, that is not a coincidence — it reflects the payment method’s cost structure.

Cryptocurrency has pushed this boundary even further. Bitcoin, Ethereum, and stablecoins like USDT have transaction fee structures that, depending on network conditions, can make micro-deposits technically feasible. Some crypto-accepting casinos have set minimums as low as the equivalent of NZ$1-2 when accepting cryptocurrency, because the processing overhead is either negligible or passed directly to the player as a network fee. This has created a two-tier minimum deposit landscape in New Zealand: traditional payment method minimums typically in the NZ$10-20 range, and crypto minimums that can be significantly lower.

Resources that track these variations across multiple operators provide a useful service for players trying to understand not just what the minimum is, but why it differs by payment method. The comparative data available at https://www.casinos-minimum-deposit.com illustrates how deposit thresholds shift depending on the payment method selected, which helps players make informed decisions about which combination of casino and payment method suits their budget and playing style.

The Economics of Low Deposit Thresholds from the Operator’s Perspective

Casino operators do not lower minimum deposits purely out of altruism toward budget-conscious players. The business logic behind low thresholds is rooted in customer acquisition economics, lifetime value calculations, and competitive positioning. Understanding this logic helps players interpret low-deposit offers with appropriate scepticism and appreciation in equal measure.

Customer acquisition cost (CAC) in the online casino industry is high. Operators spend substantial amounts on affiliate marketing, search advertising, and bonus structures to attract new registrations. A player who deposits NZ$5 and plays for an afternoon generates minimal direct revenue, but if that player returns regularly and gradually increases their deposit amounts over time, the lifetime value (LTV) of that customer can justify the initial low-barrier entry. This is the fundamental business case for low minimum deposits: they reduce the friction for trial, accepting a lower initial revenue event in exchange for a higher probability of long-term customer retention.

The bonus economics are also relevant here. A casino offering a 100% match bonus on a NZ$10 minimum deposit is committing NZ$10 in bonus funds, which — after wagering requirements of typically 30x to 50x — represents a calculable expected cost to the operator. At lower deposit minimums, the bonus liability is smaller, which means operators can afford to offer percentage-match bonuses without the same risk exposure they would face at higher deposit levels. This is why the NZ$5-20 deposit range has become a sweet spot for welcome bonus structures at many offshore casinos: the player perceives value, and the operator’s risk exposure per acquisition is manageable.

There is also a market segmentation dimension. New Zealand has a relatively small population — approximately 5.1 million as of 2024 — and the addressable online gambling market is correspondingly limited compared to larger English-speaking markets like Australia, Canada, or the United Kingdom. Operators who want meaningful market share in New Zealand cannot afford to exclude players who prefer lower-stakes play. Lowering the deposit minimum is effectively a market expansion strategy, reaching players who might otherwise not engage with online casino platforms at all.

CasinosMinimumDeposit has documented how this competitive dynamic plays out across the New Zealand-facing operator market, noting that operators who lowered their minimums between 2018 and 2022 often saw corresponding increases in new registrations from players who cited accessibility as a primary factor in their choice of platform. While exact registration figures are proprietary, the directional trend is consistent with broader industry data showing that reducing financial barriers to entry increases conversion rates at the registration and first-deposit stage.

What Low Deposit Thresholds Mean for Responsible Gambling Practices

The relationship between low minimum deposits and responsible gambling is genuinely complex, and it would be reductive to characterise low thresholds as either straightforwardly beneficial or harmful. The reality involves trade-offs that depend heavily on individual player circumstances and behaviour patterns.

From a harm minimisation perspective, low deposit minimums can serve a protective function. A player who sets a personal budget of NZ$20 per month for online gambling can participate meaningfully at a casino with a NZ$5 minimum deposit, whereas a NZ$20 minimum would consume their entire monthly budget in a single deposit event, potentially creating pressure to either stop playing or exceed their intended limit. In this framing, low minimums support responsible gambling by allowing players to spread their activity across time rather than concentrating it into larger, less frequent sessions.

However, the counterargument is equally valid. Lower barriers to entry mean that the psychological friction of making a deposit is reduced. In behavioural economics, friction is often a protective mechanism — the effort required to take an action provides time for reconsideration. When depositing NZ$5 is as easy as a few taps on a mobile app, the deliberative pause that might accompany a larger financial commitment is absent. This is particularly relevant in the context of New Zealand’s documented gambling harm statistics: the 2022 New Zealand Health Survey indicated that approximately 0.4% of adults experienced problem gambling in the past year, with a further 1.6% at moderate risk. Online gambling has been identified as a growing component of that risk profile.

Responsible gambling tools — deposit limits, session time limits, self-exclusion — are the primary mechanism by which operators at low-minimum-deposit casinos can mitigate these risks. The quality and accessibility of these tools varies considerably across the offshore operators serving New Zealand players. Casinos licensed by the Malta Gaming Authority are required to implement specific responsible gambling features as a condition of their licence, while Curaçao-licensed operators face less prescriptive requirements. This means that a NZ$5 minimum deposit casino licensed in Curaçao may have a very different responsible gambling infrastructure than a NZ$10 minimum deposit casino licensed in Malta — and the deposit threshold itself tells the player nothing about which platform has more robust player protection mechanisms.

CasinosMinimumDeposit addresses this distinction in its coverage of the New Zealand market by contextualising deposit threshold information alongside licensing jurisdiction details, giving players a more complete picture of what they are choosing between. This kind of layered information is more useful than deposit minimums in isolation, particularly for players who are trying to balance affordability with platform safety.

The evolution of minimum deposit thresholds in New Zealand’s online casino market is ultimately a story about the intersection of technology, regulation, and economics. Payment infrastructure has made low-threshold deposits technically feasible; the absence of domestic online gambling regulation has allowed market forces to drive those thresholds downward; and operator economics have provided the commercial incentive to pursue low-minimum strategies as a customer acquisition tool. For players, the practical implication is that the New Zealand market now offers genuine options for low-stakes online casino play that did not exist a decade ago — but accessing those options wisely requires understanding not just what the minimum deposit is, but what licensing framework governs the platform, what responsible gambling tools are available, and what the payment method implications are for both deposits and withdrawals. Deposit thresholds are the entry point to a much larger set of considerations, and treating them as the primary selection criterion misses most of what actually matters about the platforms behind them.