Full Compass is a national leader in Professional Audio, Professional Video, A/V and Lighting sales. Our goal is to provide the best possible value with exceptional customer service. In addition to offering over 700 top equipment brands, we provide services such as computer systems integration, lighting design, and equipment rentals*. Full Compass is also an authorized service center and parts distributor for most of the major manufacturers we carry.
*Rentals available in WI only
Full Compass started in 1971 as Full Compass Sound Studios, providing commercial recording services for both local and regional clients. The idea was proposed to begin selling recording equipment in addition to studio work, evolving Full Compass into what it is today. Full Compass now sells millions of dollars worth of pro audio, video, AV and lighting equipment to customers all across the nation.
We pride ourselves on servicing our customers to the highest levels. Our Sales Pros work closely with each customer to ensure a positive purchase experience and build lasting business relationships. In addition to great customer service, our sales staff receives constant training to keep them up-to-date on the latest technology available for our customers' needs.
Chairman Susan Lipp heads this woman-owned, family-run business while her husband, Jonathan Lipp, serves as CEO. Full Compass employs over 160 people, with approximately 40% of those individuals in sales related positions. Support staff include people working in Accounting, Purchasing, Service, Information Technology, Product Management, Marketing, Shipping/Receiving, Human Resources and Reception. These departments work in cooperation with the Sales department to ensure customers receive their orders quickly and accurately.
Giving back to the community has always been a Lipp family tradition, so incorporating that philosophy into their business practices was an easy decision. Through the Charitable Contributions Committee, the employees of Full Compass raise well over $30,000 a year in cash and in-kind donations for various local and national charities.
Full Compass is a member of InfoComm International, NSCA (National Systems Contractor Association), SBE (Society of Broadcast Engineers), NAMM (International Music Products Association), NAB (National Association of Broadcasters), CEDIA (Custom Electronic Design & Installation Association), and AES (Audio Engineering Society).
Full Compass is located in Madison, Wisconsin. Our state-of-the-art facility features an 80,000 square-foot warehouse and two recording/television studios. It also offers a full service restaurant that serves breakfast and lunch daily for our employees.
Madison is the 2nd largest city in Wisconsin with a population of approximately 200,000. Besides being the state capital, Madison is home to the University of Wisconsin and a wide variety of local and national companies. The greater Madison area offers a wide variety of dining, cultural, entertainment and recreational opportunities - there is lots to do no matter what season it is!
If you are interested in working for a professional retailer of audio, video and lighting equipment, want great benefits, and like being part of a terrific team, then consider working at Full Compass Systems!
If you would like to be considered for a position, please click on the “Apply Now” link associated with the job you would like to apply for and follow the steps to complete our online application process.
If you have any problems with the online application, or for more information regarding the hiring process, please contact Full Compass Human Resources at 608-831-7330 or at email@example.com
Full Compass is an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities.
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.
Programs or Activities Receiving Federal Financial Assistance
RACE, COLOR, NATIONAL ORIGIN, SEX INDIVIDUALS WITH DISABILITIES
In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.
INDIVIDUALS WITH DISABILITIES
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.
If you believe you have been discriminated against in a program of any cause discrimination in providing services under such programs. Title IX of the institution which receives Federal financial assistance, you should immediately Education Amendments of 1972 prohibits employment discrimination on the contact the Federal agency providing such assistance.