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Non Exempt Coyote Hunting Jobs (NOW HIRING)

EST03 INC

Lead Recruiter

Cincinnati, OH

$70K - $75K/yr

  • Retirement

  • PTO

Own full-cycle recruiting for assigned exempt and non-exempt roles across EST03 and its ... Proactively hunt for active and passive candidates through LinkedIn, Indeed, job boards, referrals ...

EST03

Lead Recruiter

Cincinnati, OH · On-site

$70K - $75K/yr

  • Retirement

  • PTO

Own full-cycle recruiting for assigned exempt and non-exempt roles across EST03 and its ... Proactively hunt for active and passive candidates through LinkedIn, Indeed, job boards, referrals ...

Twincraft Skincare

Skincare Lab Coordinator

Williston, VT · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Exempt/Non-Exempt Non-Exempt Full-Time/Part-Time Full-Time Shift Days Description Summary: The ... Annual hunting and fishing license reimbursement * Discounted gym membership at The Edge * Company ...

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All JobsNon Exempt Coyote Hunting Jobs

Non Exempt Coyote Hunting information

What is the difference between Non Exempt Coyote Hunting vs Non Exempt Wildlife Technician?

AspectNon Exempt Coyote HuntingNon Exempt Wildlife Technician
Required CredentialsNone or basic hunting licensesWildlife or environmental certifications often required
Work EnvironmentOutdoor, rural, hunting areasFieldwork, conservation sites, parks
Employer & IndustryPrivate landowners, hunting outfittersGovernment agencies, conservation organizations

Non Exempt Coyote Hunting involves outdoor hunting activities primarily for pest control or recreation, often with minimal certifications. Non Exempt Wildlife Technicians focus on conservation, monitoring, and managing wildlife populations, typically requiring specialized certifications. While both roles work outdoors, their objectives and employer types differ significantly.

What is non exempt coyote hunting?

Non exempt coyote hunting refers to the hunting of coyotes by individuals who do not qualify for specific exemptions under state or local wildlife regulations. In many places, 'non exempt' hunters must follow particular rules, such as obtaining licenses, adhering to seasonal restrictions, and complying with weapon regulations. Exemptions may apply to landowners, farmers, or those protecting livestock, but non exempt hunters are required to meet all standard legal requirements set by wildlife agencies. It's important to check local laws, as regulations can vary significantly by region.

How much do non exempt coyote hunters get paid?

Non-exempt coyote hunters are typically paid on a per-job or hourly basis, with wages often ranging from minimum wage up to $15-$20 per hour depending on experience, location, and whether they are employed by a hunting service or working independently. Compensation may also include bonuses for successful hunts or specific contracts requiring specialized skills and equipment.

What are some common challenges faced by non-exempt coyote hunters, and how can they be addressed?

Non-exempt coyote hunters often encounter challenges such as navigating varying state and local regulations, ensuring personal safety while in the field, and effectively tracking coyotes across different terrains and weather conditions. Success in this role requires staying up-to-date with relevant laws, using proper safety gear, and maintaining strong observational skills. Additionally, hunters frequently collaborate with landowners and wildlife officials, so building good communication and relationships is essential for access and compliance.

What are the key skills and qualifications needed to thrive as a Wildlife Control Specialist, and why are they important?

To thrive as a Wildlife Control Specialist, you need knowledge of wildlife biology, animal handling techniques, and relevant state or federal regulations, often supported by certifications in wildlife or pest control. Familiarity with tools such as traps, GPS devices, and reporting software is common in the role. Strong problem-solving skills, attention to detail, and effective communication with property owners or agencies are essential soft skills. These abilities ensure ethical, effective, and legal management of wildlife populations while maintaining safety and compliance.
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What job categories do people searching Non Exempt Coyote Hunting jobs look for?

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Non Exempt Coyote Hunting jobs near you
Infographic showing various Non Exempt Coyote Hunting job openings in the United States as of August 2026, with employment types broken down into 50% Full Time, and 50% Part Time. Highlights an 100% In-person job distribution.

Summer Team Leader, The Bronx (60536)

GRAHAM-WINDHAM, Inc.

Bronx, NY • On-site

$21.36/hr

Temporary

Re-posted 27 days ago

Job description

Position Title:
Team Leader, Seasonal/Summer
Position Type:
Seasonal, Hourly, Non-Exempt
Schedule:
38 hours/week, 11a-6p Mon-Thurs, 8a-6p Fridays
Format:
Fully Onsite
Department/Program:
Beacon Hunts Point
Location:
730 Bryant Ave., Bronx, NY 10474
Direct Supervisor:
Assistant Director, Beacon Hunts Point
Direct Reports (if any):
N/A
About Graham:
Graham provides life-changing tools and resources for children, young adults and families who face some of the most difficult obstacles caused by poverty, racial injustice, and lack of access to educational opportunities, living wage employment, quality healthcare, and affordable housing.
We collaborate with communities and strong partners to create and implement innovative strategies so everyone can lead healthy, joyful, and successful lives.
Program Description:
Beacon programs are school-based community centers serving children age six and older, and adults. There are currently 91 Beacons located throughout the five boroughs of New York City operating in the afternoons and evenings, on weekends, and during school holidays and vacation periods, including the summer. Beacons provide Our goal is to give each participant, regardless of age, a positive and fun learning experience in a safe, friendly environment.
Principal Objective/Role Overview:
Team Leaders will support the Instructor with a class of students that are assigned by grade level. Classes take place during the summer months.
Job Responsibilities:
  • Create and facilitate lesson plan activities to include recreational, educational etc.
  • Organizing team games such as soccer, softball, and basketball, explaining the rules and acting as referee or umpire throughout the game
  • Leading activities such as crafts and art, demonstrating various techniques and encouraging children to come up with ideas
  • Create a safe, bully-free environment for all participants.
  • Maintain accurate student attendance reports.
  • Complete other administrative tasks as required.
  • Attend mandatory staff meetings and professional development trainings
  • Ensure that the learning environment is clean, safe and materials are prepared.
  • Use positive classroom management techniques.

Position Qualifications:
  • Ability to work through July 1st- August 14th
  • Experience working with school age youth required; one year experience working with school age youth in an afterschool environment preferred.
  • High school diploma or equivalency required, Some college preferred,
  • Experience in working with students from diverse backgrounds, specifically low income communities.
  • Spanish fluency preferred, but not required
  • CPR, First Aid and AED certified preferred, but not required
  • Track record of good customer service and organization skills.
  • Demonstrated ability to design lesson plans and/or teach from a qualified curriculum.
  • Strong group and classroom management skills.

Salary & Compensation:
  • Base Salary or Hourly Rate: $21.36/hour
  • FLSA Status: Non-Exempt

EEO Statement
The Equal Employment Opportunity Policy of Graham is to provide a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, or disability. Graham hires and promotes individuals solely based on their qualifications for the job to be filled.
Graham believes that associates should be provided with a working environment which enables each associate to be productive and to work to the best of his or her ability. We do not condone or tolerate an atmosphere of intimidation or harassment based on race, color, religion, national origin, gender, sexual orientation, age, marital status, or disability.
We expect and require the cooperation of all associates in maintaining a discrimination and harassment-free atmosphere.

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