Required employer notice
Employer Compliance & Acceptable Use
This assessment is one component of a structured selection process. It must not be used as the sole basis for hiring, rejection, promotion, termination, compensation, or disability-related decisions. Employers are responsible for job-related validation, accommodations, human review, and compliance with applicable employment laws, including the EEOC Uniform Guidelines on Employee Selection Procedures.
Required practices
- Complete a Role Blueprint / job analysis for each role family before using scores for selection support
- Combine cognitive results with structured interviews, skills evidence, experience, and human judgment
- Apply the same process consistently across candidates for a given role
- Document decisions and retain audit records as required by your policies
- Provide reasonable accommodations upon request
- Monitor for potential adverse impact and consult counsel on less discriminatory alternatives when needed
Prohibited uses
- Automated hire/reject from a single composite score
- Medical, disability, or fitness-for-duty determinations
- Using results to discriminate on protected characteristics
- Altering or falsifying verification credentials
- Representing Real World Careers as FedRAMP Authorized or ACR-complete if not true at time of use
Human review
A qualified human decision-maker must review assessment outputs before employment decisions. The platform is a decision-support system, not an autonomous hiring agent.
Contracts
Commercial use is subject to order forms, Master Services Agreement, and Data Processing terms provided at purchase or pilot kickoff. Contact employers@advancedlearning.academy.