Disclaimer

In order to complete this application, you may need the following information, depending on the position you're applying for:

• Myers Briggs Personality Type
• Enneagram Personality Type
• Big Five Personality Profile 
• DISC Profile
• High Five Strengths
• Midtown Leadership Tensions (instructions within)

We provide links to free assessments for each test within the application. Please expect to spend at least one hour completing the assessments unless you already know your profile.

Please provide links to your profile (and/or usernames) for the following social media sites (if applicable):

We value having personality profile information for candidates during the hiring process. Tip: In order to get accurate information, we suggest that you consider running your answers by a spouse or close friend. We've found this to be helpful for avoiding self-bias.

In the event you do not know your Myers Briggs Type, please go to link below and take a free assessment:

https://www.16personalities.com/free-personality-test

In the event you do not know your Enneagram Type, please go to link below and take a free assessment:

https://www.truity.com/test/enneagram-personality-test

In the event you do not know your DISC profile, you can take a personality test here:

https://discpersonalitytesting.com/free-disc-test/

Leadership tensions describe the way people are naturally wired to lead. Neither style is right or wrong. Each end of the spectrum has inherent strengths and weaknesses associated. Read the spectrum descriptions below and choose where you fall for each one.

  

1. Leader vs. Doer

A leader gets tasks done through other people. A doer would rather do the tasks themselves.

 

2. Idea vs. Execution

A person wired towards idea naturally determines what needs to be done and does not naturally think through how to implement.  A person wired towards execution naturally prefers to take someone else's idea and implement it and make it as efficient as possible.

3. Collaborative vs. Directive

Collaborative leaders naturally lean towards gaining buy-in by asking other people to dialogue and discuss their perspectives in order to come to a decision. Directive leaders naturally lean towards knowing what needs to be done and clearly direct people to do it.

4. Strategist vs. Activist

Strategists measure twice and cut once. They gravitate towards making a plan but can struggle pulling triggers. Activists desire to get things in motion quickly and troubleshoot as they go along.

5. Task vs. Relationship

Task oriented people tend to want to just get things done. Relationship oriented people are more focused on how other people are doing.

6. Good vs. Kind

Good people are typically more task oriented, communicate directly, and embrace conflict. Kind people are typically more people oriented, communicate indirectly, and avoid conflict. 

7. Designer vs. Maintainer

Designer

Prefers abstract theories and ideas. Once something is fully conceptualized, they begin to lose interest.

Designer/Developer

Takes abstract theories and ideas and prototypes them. Once something is proven to work and is implemented, they begin to lose interest.

Developer

Takes ideas that have been prototyped and figures out how to make them work well and sustainably. Once something is working well, they begin to lose interest.

Developer/Maintainer

Takes processes that are working and finds ways to improve and perfect them. Once there are no obvious ways to make something better, they begin to lose interest.

Maintainer

Takes processes that are working well and keeps them working well. They tend to get frustrated if they have to make decisions about what to do or how to do it.

Legal Disclaimer:

We consider applicants for all positions without regard to race, color, national origin, age, disability, sexual orientation, marital status, genetic makeup, veteran status, or any other legally protected statuses.

This application is not a contract of employment and does not affect the "at-will" employment relationship.

Read the following disclaimer and acknowledgement before submitting:

I understand and acknowledge that because this position will be a leader in the Church, the Employer ("Midtown Fellowship") may choose to ask me questions that are both personal in nature and in keeping with the qualifications of Overseers and Deacons as described in 1 Timothy 3. Specifically, 1 Timothy 3 says that deacons should have a personal lifestyle and household that other church members can emulate. As such, I understand and acknowledge that these questions may cover (but are not limited to) past addictions, relationships, financial management, etc. I understand and acknowledge that showing weakness in these areas does not disqualify me from this role. Rather, I understand and acknowledge that the Employer wishes to use the hiring process as an opportunity to get to know me on a deeper level. I understand that these questions may be asked at any time during the hiring process, including but not limited to on my application, or during my employment, if employed.

I certify that the information given by me in this application is true in all respects, and I agree that if employed and it is found to be false in any way, that I may be subject to immediate dismissal, if and when discovered. I authorize the use of any information in this application to enable the Church to verify my statements, and I authorize past employers, all references, and any other persons to answer all questions asked by the Church concerning my ability, character, reputation, and previous employment record. I release all such persons from any liability or damages for providing such information. I further agree, if employed, that I am to work faithfully and diligently, to be careful and avoid accidents, to come to work promptly, and to not be absent for any reason without prior notice to my supervisor. I understand that my employment relationship will be 'at-will'; that is that the Church has the right to terminate my employment at any time, for any or no reason. I agree to submit to a physical examination, including a drug examination, whenever requested by the Church; and if employed, I agree to abide by all present and subsequently issued personnel policies and rules of the organization. My typed name below shall have the same force and effect as my written signature.

Click the button below to submit this application: