We actively recruit a diverse workforce and provide equal employment and advancement opportunity to all eligible candidates.  Employment opportunities, if available, can be found on PA Careerlink.


Co-op / Intern

Offering internships to college students during their summer breaks provides tangible benefits to students interested in a career in Construction Management. Interns gain valuable work experience and knowledge in their field of interest, and develop skills that will serve them well as they begin their career journeys.

For INTECH, internships are a great way to get to know the talented young people in our area. Internships boost our productivity while at the same time allow us to make connections in the community. For local universities that follow the Co-op model, the opportunities for students to work at INTECH during their college years expand to a year-round schedule.

The Loop Program

INTECHʼs Loop Program provides a sound foundation for future construction professionals. In three segments, the Program affords on-the-job experience in Field Supervision, Pre-Construction, and Project Management for recent college graduates. Participants work with mentors, receiving regular feedback on performance while gaining a valuable understanding of the construction management process, as well as the INTECH mission, culture, and vision.

INTECH Loop Program

INTECH Construction, LLC
Equal Employment Opportunity Policy

The employment policy of INTECH Construction is to provide equal employment opportunity for all qualified employees and applicants without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status and to ensure affirmative action is taken in fulfillment of this policy. This obligation shall apply to all employment practices including but not limited to:

  • Recruiting, hiring, promotion, transfer, demotion, layoff, termination and training
  • Treatment during employment
  • Rates of pay or other forms of compensation and benefits
  • Selection for training including apprenticeship and on-the-job training as applicable
  • Social and recreational activities or programs

This policy is consistent with the requirements and objectives set forth by Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended. In addition, INTECH Construction does not and will not discriminate against any employee or applicant for employment on any of the aforementioned factors in regard to any position for which the employee or applicant for employment is qualified. The chief United States executive of INTECH Construction, Craig J. Sabatino, has committed to and fully supports the principles of equal employment opportunity and affirmative action.

The objective at INTECH Construction is to employ individuals who are qualified or trainable for positions by virtue of job related standards of education, training, experience and other applicable and valid qualifications. INTECH Construction makes and will continue to make every effort to provide reasonable accommodations to any physical and mental limitation of individuals with disabilities and disabled veterans unless such accommodations would impose an undue hardship to INTECH Construction’s business.

Harassment is both illegal and against the policy of INTECH Construction for any employee, supervisor, manager or independent contractor to harass anyone on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other legally protected status. Ensuring compliance and continued implementation of INTECH Construction’s equal employment opportunity policy is the responsibility of the undersigned.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

In compliance with the Order and related regulations, this Affirmation Action Program will be updated and revised annually based on changes in the Company’s workforce, changes in availability data, changes in goals and other changes, as well as revisions of applicable laws and regulations and processes. Parts of the Affirmative Action Program may be reviewed by an employee or applicant for employment as appropriate by making an appointment with the Human Resources representative during normal business days between the hours of 8:30 a.m. and 4:30 p.m.

I have designated Lisa Ashton Mattioli to be the Equal Employment Opportunity Officer. Lisa Ashton Mattioli has primary responsibility, with assistance from management personnel, for designing and implementing our affirmative action efforts, and for monitoring on an ongoing basis our compliance to stated objectives, identifying problem areas and addressing all areas of concern. Satisfactory and timely completion of the reporting and monitoring requirements described in the Affirmative Action Program is another requirement of the EEO Officer. Further, all management personnel are held accountable for completing specific tasks that support the Company’s stated objectives.

Craig J. Sabatino
Co-Founder & Managing Principal

All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.

INTECH is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. If you need special assistance or an accommodation while seeking employment, please email info@intechconstruction.com or call: 215.243.2000. We will make a determination on your request for reasonable accommodation on a case-by-case basis.

The law requires INTECH to post a notice describing the Federal laws prohibiting job discrimination. For information regarding your legal rights and protections, please click on the following links: EEO is the Law and EEO is the Law Supplement

INTECH will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay. Please see the Pay Transparency Nondiscrimination Provision for more information.

As a Federal Contractor, INTECH is required to participate in the E-Verify Program to confirm eligibility to work in the United States. For information please click on the following link: E-Verify.