EEOC Policy

Last updated: 2026-05-22

Hiring Snapshot is committed to Equal Employment Opportunity (EEO). This policy describes how the Hiring Snapshot product, and our team, support EEOC-compliant hiring practices.

EEOC compliance is your responsibility

We are a software product, not an employer. Each staffing agency using the Hiring Snapshot is independently responsible for complying with all federal, state, and local employment laws — including Title VII, ADA, ADEA, GINA, and state-specific employment laws.

The snapshot provides tools and defaults that support EEO-compliant hiring. Your team remains accountable for using those tools correctly.

What the snapshot ships with

EEO self-identification (opt-in) — Race, gender, veteran status, and disability self-identification fields, presented to candidates as optional with the EEOC’s recommended wording. Stored separately from candidate records.

Blinded initial screen (toggleable) — Recruiters can see anonymized candidate profiles on initial screen (name, photo, school, prior employer hidden), reducing first-pass bias.

Structured interview scorecards — Every interviewer scores on the same rubric for the role. Scores are submitted independently before debriefs to prevent anchoring.

Calibration session logs — Hiring committees can log calibration discussions. Over time, the system surfaces which interviewers consistently calibrate high or low.

Pipeline-equity reporting — Pass-through rates by stage, by demographic. If a demographic drops disproportionately at one stage, the DEI lead is notified.

Applicant flow log — For federal contractors required to maintain applicant flow data under OFCCP, the snapshot retains per-role applicant flow with timestamp, source, and disposition.

What you must do

  • Train your team on EEO-compliant interviewing
  • Ensure job postings don’t include discriminatory criteria (e.g. “must be native English speaker” can imply national-origin discrimination)
  • Apply consistent screening criteria across candidates
  • Document your decisions
  • Consult an employment attorney for specific situations

EEO-1 reporting

If you have 100+ employees (including W-2 contractors on assignment), you are required to file an annual EEO-1 report. The snapshot can generate the aggregated data; filing is your responsibility.

Disclaimer

This policy is not legal advice. We are not lawyers. Consult an employment or labor attorney for compliance questions specific to your agency.

Contact

Questions about how the snapshot handles EEO data? Email support@hiringsnapshotforghl.com.