Trust Center
Our mission is to revolutionize talent acquisition through advanced, ethical, and transparent AI solutions. We recognize the importance of complying with regulations to ensure the highest standards of data privacy, security, and fairness. The Trust Center walks through our AI governance framework along with our commitment to compliance with:
- Local state and city regulations
- OFCCP and EEOC guidelines
- CCPA and GDPR requirements
- SOC 2 Type 1 standards
These efforts underscore our dedication to protecting the information entrusted to us by our clients and users, fostering trust, and upholding the integrity of our AI systems.
Compliance Summary
Employment regulations
| Regulation | Annual Third-Party Bias Audit | Quarterly Internal Bias Audit | Candidate Protected Attributes AI Guardrails | Candidate Data Anonymization | Customer Compliance Partnerships | Candidate Consent | Candidate Right to Access Data | Candidate Right to Rectify Data | Candidate Right to Delete Data |
|---|---|---|---|---|---|---|---|---|---|
| EEOC Requirements | |||||||||
| OFCCP Requirements |
Data protection measures
| Regulation | Disclosed Privacy Policy | Disclosed Terms & Conditions | Data Security Policies & Controls | Data Protection Impact Assessments | Data Incident Response Protocols | Data Minimization | Consent | Right to Access Data | Right to Rectify Data | Right to Delete Data | 'Opt-out' Option |
|---|---|---|---|---|---|---|---|---|---|---|---|
| CCPA | |||||||||||
| GDPR |
Data security
| Certification | Status | “As of” Date | Third-Party Audited Data Security Policies | Third-Party Audited Data Security Frameworks | Third-Party Audited Data Security Controls | Third-Party Audited Vendor Assessments | Third-Party Audited Data Security Risk Assessments | Third-Party Audited Personnel Data Security Controls |
|---|---|---|---|---|---|---|---|---|
| SOC 2 Type 1 | Complete | Aug 9, 2024 |
Regional legislation
New York Local Law 144 (Effective July 2023)
Passed to minimize bias for any employer or employment agency using an automated employment decision tool (AEDT) to evaluate job candidates or employees for promotion who reside in New York City. Here's how we comply:
- Annual third-party bias audit
- Disclosure of bias audit findings
- Disclosure of AI use to candidates
- Public data policy
The Artificial Intelligence Policy Act (Senate Bill 149)(Effective July 2023)
Passed to encourage transparency for any business or individual from that uses generative AI to interact with Utah consumers. Here's how we comply:
- Disclosure of AI use to candidates
The Colorado AI Act (Senate Bill 24-205)(Effective February 2026)
Passed to decrease discrimination and increase transparency for companies that do business in Colorado and use specific types of AI systems in protected domains like education, employment, and healthcare. Here's how we comply:
- Algorithmic discrimination statement
- Incident reporting policy
- Risk management policy & program
- Annual third-party bias audit
- Disclosure of AI use to candidates
Illinois House Bill 3773(Effective January 2026)
Passed to protect candidates from discrimination during hiring processes and to require employers to disclose when AI is used in recruiting and hiring processes. Here's how we comply:
- Disclosure of AI use to candidates
Pennsylvania House Bill 1729Pending
Proposed to reduce bias and increase transparency when AI is used to automate employment decisions. Here's how we comply:
- Annual third-party bias audit
- Disclosure of AI use to candidates
New Jersey Assembly Bill 3854Pending
Proposed to reduce bias and increase transparency when AI is used to automate employment decisions. Here's how we comply:
- Annual third-party bias audit