Proctoring Policy

1. Our stance on proctoring

Career Complete does not provide, operate, or endorse any proctoring service. We do not host webcam recordings, screen recordings, or biometric templates, and we do not require candidates to use a specific proctoring vendor.

If an employer or training provider decides to proctor an assessment, they do so independently. They choose the vendor, configure all proctoring rules, and are solely responsible for legal compliance and candidate notices.

2. What data we do and do not collect

For proctored sessions, our platform accepts only a structured outcome from the employer's chosen vendor, such as:

• a boolean flag indicating whether the session passed the employer's proctoring rules (for example, proctor_passed: true), and
• a short list of outcome or reason codes (for example, rule categories or non-identifying flags).

We do not ingest or store:

• webcam or room video recordings,
• desktop or screen recordings,
• audio recordings,
• face recognition or other biometric templates, or
• links to raw proctoring media.

Any request that attempts to send us media or biometric data is rejected by design.

3. Employer responsibilities

Employers and training providers who choose to proctor are responsible for:

• Selecting and contracting with their own proctoring vendor.
• Providing candidates with clear notices about any monitoring, recordings, or identity checks performed by that vendor.
• Complying with all applicable laws, including anti-discrimination and disability laws (such as ADA, Title VII, EEOC guidance, GDPR, and similar local rules).
• Managing identity verification and any re-testing they require for finalists or hires.
• Not representing proctoring as “required by Career Complete” or as a service that we operate.

Our platform provides an informational proctoring guide only. That guide is not legal advice and does not endorse any particular vendor or practice.

Download the informational proctoring guide — a standalone copy of this policy you can save, print, or share with your compliance team.

4. Candidates, accessibility, and accommodations

We design our exams to be accessible and to support non-timed accommodations. When an employer adds their own proctoring layer, they must ensure that:

• candidates receive appropriate accommodations through their proctoring vendor, and
• proctoring rules do not unfairly screen out people with disabilities or protected characteristics.

Candidates should follow the exam rules published in the Career Complete app and any additional rules the employer provides, and should contact the employer directly with questions about how third-party proctoring will be run.

5. Identity and verification

Career Complete verifies account control (for example, that a person controls the email address associated with an account). We do not perform in-person identity checks or document reviews, and we do not supervise work performed for any employer.

Employers, not Career Complete, are responsible for:

• verifying the real-world identity of the person who took an exam, where required, and
• deciding when to require an on-site or supervised re-test before making a hiring decision.

This separation helps keep the platform neutral and reduces the risk that exam delivery or score reporting is confused with employment, staffing, or proctoring services.

6. No proctoring liability

By using Career Complete, employers and training providers agree that they:

• manage all proctoring activities independently of the platform,
• accept all liability arising from their choice of proctoring tools and practices, and
• will not claim that Career Complete required, operated, or endorsed any specific proctoring workflow.

If you have questions about this Proctoring Policy, your legal team should review it together with our Terms of Service and any applicable law in your jurisdiction.

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.