Compliance baked into the workflow — not bolted on.
The fastest way to slow down hiring is to get compliance wrong. SafestHires has engineered its workflow so the right disclosures, the right timers, and the right state rules apply automatically — so your team isn't memorizing a 50-state matrix at 4:30pm on a Friday.
- FCRA §§604, 611, 613, 615 workflow
- EEOC 2012 individualized assessment
- 35+ state & city overlays tracked
Short answer
SafestHires engineers FCRA, EEOC, and state overlay compliance directly into its screening workflow.
SafestHires automates FCRA §§604, 611, 613, and 615 disclosures, pre-adverse and final adverse-action notices, and the EEOC's 2012 individualized-assessment guidance so the right rules apply to every report without manual tracking. Ban-the-box, salary-history, and clean-slate laws across 35+ states and cities are applied automatically based on candidate and employer location. The company also holds a SOC 2 Type II report, is a PBSA member, and is veteran-owned, with compliance documents such as the disclosure pack and Adverse-action workflow walkthrough available on request.
Backed by real reports — not marketing badges.
Each mark below is backed by a third-party report or active directory listing. We share scope, audit cadence, and verification details with your procurement or vendor-risk team on request.
Six layers of protection on every report.
FCRA
Permissible-purpose enforcement, pre-adverse and adverse-action workflows, and a 30-day dispute response window — built into every report.
EEOC
Individualized assessments, age-of-record consideration, and configurable matrices aligned with the EEOC's 2012 guidance on arrest and conviction records.
State & local
Ban-the-box, salary-history, and clean-slate laws across 35+ states are tracked and applied automatically — no homework for your team.
Data security
AES-256 at rest, TLS 1.3 in transit, role-based access, SOC 2 Type II controls, and annual third-party penetration testing.
View security policies.International
GDPR-aware consent, in-country research partners, and DPA agreements ready for global hiring programs.
Candidate experience
Branded invitations, mobile consent, real-time status updates, and a candidate portal for downloads and disputes.
The disclosure pack your team can actually use.
Annotated sample disclosures (federal stand-alone, FCRA §1681d investigative, California ICRAA), plus the same pre-pull checklist our compliance desk runs on every audit call. Editable in Word or Google Docs and refreshed every quarter.
- Statute footnotes on every clause
- California ICRAA box-check included
- Editable templates, drafter-ready
- Updated quarterly by our compliance lead
Documents available on request
Email admin@safesthires.com and we'll share under a mutual NDA.
- SOC 2 Type II report
- Information security overview
- Data Processing Agreement (GDPR)
- Sub-processor list
- Penetration test summary
- FCRA Summary of Rights
- Adverse-action workflow walkthrough
- Candidate consent samples
Want a second set of eyes on your screening program?
Book a free 15-minute compliance audit with a SafestHires specialist. We'll review your disclosure, your adverse-action workflow, and the state overlays that apply to your hiring footprint.