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Recruitment & Hiring Code of Conduct

Effective date: June 12, 2026

GRC Careers (ai-governance-jobs.com) is a job board for the governance, risk, compliance, privacy, and AI security community. Because our candidates are working compliance officers, data protection professionals, and AI auditors, we require every entity publishing positions on our platform, including direct employers, executive search firms, and recruitment agencies, to meet a high standard of operational ethics.

By publishing a position on GRC Careers, your organization (the "Job Publisher") certifies compliance with the following foundational pillars:

1. Mandatory Algorithmic Transparency

In alignment with the transparency mandates of the EU AI Act (Article 50), the Canadian Artificial Intelligence and Data Act (AIDA), and emerging U.S. state frameworks, candidates must know if an automated system will filter their data.

If your organization, or the end-client you represent, utilizes Automated Decision-Making Technology (ADMT), automated resume parsers, or predictive AI algorithms to screen, score, or rank applicants sourced from this platform, you must explicitly declare this within the job description.

2. Human-in-the-Loop Guarantee

A black-box algorithm should never have the final say over a person's career.

Job Publishers certify that a qualified human resources professional, talent acquisition specialist, or hiring manager will retain ultimate oversight over the application review pipeline.

No applicant sourced from GRC Careers may be summarily rejected by an automated screening tool without secondary human verification or a defined human-override mechanism.

3. Absolute Pay Transparency

We believe data asymmetry undermines market integrity.

Regardless of whether the hiring jurisdiction legally mandates salary disclosure, all job postings on GRC Careers must include a good-faith salary, wage, or total compensation range.

For Search Firms: We respect client anonymity during the contingency or retained search phase, but localized compensation ranges remain a mandatory field for publication.

4. Candidate Data Ethics and Integrity

Candidates trust our platform because we do not warehouse or exploit their information. We demand the same custody standard from Job Publishers.

Personal data, resumes, and contact information harvested from applicants via GRC Careers must be used solely for the evaluation of active, legitimate career openings.

Job Publishers and their clients are strictly prohibited from selling, renting, trading, or transferring applicant data to third-party data brokers or marketing lists, or from using candidate resumes to train internal corporate or proprietary AI models.

5. Compliance with Localized Bias Audits

If you are recruiting for roles based in jurisdictions with active algorithmic employment laws (such as New York City via Local Law 144), you certify that the automated employment decision tools (AEDT) utilized in the hiring pipeline have undergone the mandatory independent bias audits and that the results are publicly available as required by law.

6. Our Commitment to Global and Regional Hiring Compliance

We treat compliance with automated hiring laws as a baseline ethical requirement, not an optional feature. Because our platform completely eliminates automated ranking, filtering, and algorithmic scoring, we protect both candidates and employers from the compliance risks introduced by regional and international statutes.

We wholeheartedly support every governing measure aimed at protecting applicant data and ensuring algorithmic transparency. We are not a passive observer of these laws. To maintain the integrity of our network, we monitor compliance aggressively, and we will report verified corporate violators to the relevant state, federal, or international regulatory authorities.

This regulatory landscape is changing quickly. We continue to monitor developments through industry news and the Job Board Doctor, and we update this Code of Conduct as the laws shift.

All participants in our network must operate in alignment with the principles behind these specific laws:

  • The European Union Artificial Intelligence Act (EU AI Act): This regulation carries a strict extraterritorial scope, applying directly to multinational corporations whose AI outputs affect individuals within the EU. Prohibitions against unacceptable risks (including emotion recognition systems in the workplace) are fully active, and standalone high-risk systems used for recruitment or resume sorting face a strict compliance timeline. Our platform bypasses these high-risk triggers entirely by replacing automated algorithms with 100 percent human verification.
  • California Civil Rights Council (ADS Regulations) and the CCPA: Operating under the Fair Employment and Housing Act, California mandates strict transparency, independent bias testing, pre-use candidate notices, and a four-year record retention policy for any Automated Decision System used in hiring. Because we use zero automated scoring or filtering systems, we fully shield employers from these multi-year data-tracking liabilities.
  • New York City Local Law 144: We conduct zero automated employment decision tool (AEDT) activities. We do not use algorithms to rank or screen candidates, which keeps our ecosystem entirely clear of the independent bias audits, active city agency codebase reviews, and candidate notice penalties governed by this municipal statute.
  • Illinois Artificial Intelligence Video Interview Act and HB 3773: Illinois requires strict notice and consent if software is used to screen resumes, direct targeted job advertisements, or analyze video interviews. Our platform permits only text-based, human-verified listings and runs no automated screening filters.
  • Texas Responsible Artificial Intelligence Governance Act (TRAIGA): This act demands meaningful human oversight to eliminate algorithmic discrimination for entities doing business in Texas. Our core architecture enforces a strict Human in the Loop validation control, aligning directly with these oversight mandates.
  • Colorado AI Act (SB 205): This statute classifies automated employment systems as high-risk deployments, requiring strict measures to prevent algorithmic discrimination. We eliminate this high-risk layer entirely by providing an unmanipulated feed of verified jobs.
  • Utah Artificial Intelligence Policy Act (UAIPA): This regulation penalizes companies that fail to clearly disclose automated or non-human interactions when generating employment or consumer outcomes. Our platform uses human verification end to end, which keeps us clear of these deceptive automation triggers.
  • Maryland Labor and Employment Section 3-717: This law strictly regulates the use of facial recognition services during pre-employment verification. Our platform handles text-based postings only and holds no biometric or facial template data whatsoever.
  • Washington AI Task Force (ESSB 5838): Backed by the state Attorney General to monitor algorithmic discrimination and workplace impact, our proactive data privacy protections and candidate pledge match the state's transparency and governance goals.

7. Platform Integrity and Security Controls

We strictly prohibit spam, fraudulent schemes, predatory employment scams, or identity impersonation of any kind. Users must not attempt to gain unauthorized access to any account, server, or data asset belonging to another member of the community, nor may they use platform communications for unauthorized commercial marketing. Violations of platform integrity will result in the immediate and permanent termination of network access.

8. Discriminatory and Harmful Content Prohibitions

We enforce a strict zero tolerance policy for listings, text blocks, or communications that encourage hate, promote violence, or facilitate unlawful discrimination. All job listings published on our platform must comply with applicable equal employment opportunity laws. Content that discriminates against individuals based on identity, race, ethnicity, sexual orientation, age, religion, or disability will be removed immediately upon identification.

9. Semi-Annual Public Transparency Report

Accountability that is not measured is not real. Twice each year we publish a public transparency report. Each report discloses:

  • the number of data deletion requests we processed,
  • the number of listings we removed for ghost-job or misrepresentation violations,
  • the number of employers banned for verified breaches of this Code of Conduct.

We publish these figures whether they flatter us or not. The first report covers the period from platform launch through the close of the first reporting window.

Failure to adhere to this Code of Conduct, or misrepresenting your organization's automated hiring and screening practices, will result in immediate termination of platform access, removal of all active postings, permanent removal from the GRC Careers network without a refund, and, where a violation breaches one of the statutes above, a report to the appropriate regulatory authority.

Help Us Strengthen This Standard

This Code of Conduct is a living standard, published openly and offered to the governance, risk, and compliance community for scrutiny. If you believe a pillar should be sharper, a citation added, or a new commitment included, we want to hear it. Write to us at contact@ai-governance-jobs.com. We read every note, and we credit the perspectives that shape future versions.