Equal Employment Opportunity (EEO)

1. Our non-discrimination commitment

Career Complete is built so that people are evaluated on what they can do, not on who they are. We are committed to equal employment opportunity and to keeping the platform free of unlawful discrimination in how candidates are tested, scored, and surfaced to employers.

We do not ask candidates for, and our scoring and matching never use, protected characteristics such as:

• race, color, ethnicity, or national origin,
• religion or belief,
• sex, pregnancy, sexual orientation, or gender identity,
• age,
• disability or medical history,
• veteran or military status, and
• genetic or family information.

Exam content is mapped to job-related skills, and outcomes are produced from verified results only. Employers remain responsible for using those results lawfully under Title VII, EEOC guidance, the ADA, GDPR, and similar local rules.

2. Your rights as a candidate

Every candidate on Career Complete has the following rights:

• to be assessed only on job-related, verified skills, never on protected characteristics;
• to request reasonable accommodations so an exam measures your skills, not your circumstances;
• to stay anonymous by default and to control which employers can see each of your results;
• to access, export, correct, or delete your personal data through our data-subject request (DSAR) tools;
• not to be subject to a decision based solely on automated processing — a human stays in the loop; and
• to flag a question or raise a fairness concern, and to receive a response.

These rights apply regardless of where you are located or which employer invited you to test.

3. How anonymized matching reduces hiring bias

Matching on Career Complete is anonymized by default. Employers discover candidates through verified skills and Career Complete Index (CCI) fit — not through a name, photo, or demographic profile. This is designed to reduce the bias that creeps into traditional hiring:

• candidate profiles stay anonymous until you choose to reveal your identity to a specific employer;
• the matching model ranks on skills and verified results only, so it has no protected characteristics to act on;
• removing names and photos limits affinity, name-origin, and appearance bias at the shortlist stage;
• only verified, job-related results feed a match, so unverified signals cannot tilt the outcome; and
• scores are advisory analytics that support a human decision rather than replace it.

We monitor matching for fairness and treat CCI as decision support. It must not be the sole basis for any hiring, promotion, or adverse decision.

4. Reporting a concern

If you believe an assessment or a matching outcome treated you unfairly, you can raise it with us through the contact page, and you can exercise your data rights through the DSAR center. Where an employer made the decision, we will also point you to the employer who is responsible for it.

Equal opportunity and selection-safe use

Career Complete is an equal-opportunity technology provider. Employers remain responsible for using assessments in a way that is job-related, consistent with business necessity, and compliant with anti-discrimination and disability laws (for example, Title VII, EEOC guidance, ADA, GDPR, and similar local rules).

The Career Complete Index (CCI) and other scores are advisory analytics and must not be used as the sole basis for hiring, promotion, or adverse decisions. CCI is advisory analytics. Do not use it as the sole basis for hiring. Use with job-related, Verified results only, and keep a human in the loop.

Where local law treats automated employment decision tools (AEDTs) as regulated, employers are responsible for maintaining their own bias audits, notices, and records for any downstream tools they build on top of Career Complete results.