Recruitment & Hiring Code of Conduct
Effective date: June 12, 2026
GRC Careers (ai-governance-jobs.com) is a premier talent ecosystem dedicated exclusively to the governance, risk, compliance, and AI safety sectors. Because our candidate pool consists of the world's leading compliance officers, data protection authorities, and AI auditors, we require all entities publishing positions on our platform, including direct employers, executive search firms, and recruitment agencies, to adhere to a superior tier 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 on premium compliance talent.
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.
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, and permanent removal from the GRC Careers network without a refund.
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.