Recruiting Compliance & State Notices

Prospective opportunities

GSCC may build a prospective talent network in anticipation of future projects and customer requirements. A prospective posting or application is not a promise that a funded position, customer assignment or immediate vacancy exists. Submission does not guarantee screening, interview, assignment, offer or employment.

Equal employment opportunity

GSCC intends to make recruiting and selection decisions using lawful, job-related criteria and without discrimination or retaliation prohibited by applicable law. Federal protections can include race, color, religion, sex, national origin, age, disability and genetic information, with additional protections applying under state and local law.

Reasonable accommodation

Qualified applicants may request a reasonable accommodation for the application or selection process through the GSCC contact page. Applicants should not disclose medical details through the standard application unless specifically necessary for an approved accommodation process.

Salary history and compensation

The GSCC website application does not request prior wage or salary history. Where applicable law requires a wage or salary range, benefits description or other compensation disclosure, GSCC must establish and publish the required good-faith information before activating the role for that jurisdiction. Compensation language is not intended to waive any applicant right or employer obligation.

Background checks

The initial website application does not request criminal-history information or authorize a consumer background report. If a background check becomes appropriate later in a selection process, GSCC must use a separate compliant process, including any required disclosure, written authorization, fair-chance procedure and pre-adverse/adverse-action notices.

AI and automated employment decisions

GSCC does not authorize an automated system to make a final hiring decision. Before any automated employment decision tool is used to substantially assist screening or selection, GSCC must evaluate applicable federal, state and local requirements, including bias, accessibility, notice, audit, data-use and human-review obligations.

Applicant privacy

Candidate information should be collected only for legitimate recruiting purposes, accessed only by authorized personnel or approved service providers, protected with appropriate safeguards, and retained only for an established business or legal purpose. See the Privacy Notice for the website framework.

State-specific deployment controls

Nevada

GSCC will not request an applicant's wage or salary history. For a Nevada position, the recruiting process must provide the wage or salary range or rate after an applicant completes an interview, as required by applicable Nevada law. GSCC may ask about compensation expectations where lawful.

California

California placements require a separate activation review. If the applicable employer-size and posting rules are met, the job posting itself must include the pay scale; a link to a separate pay scale is not a substitute. California fair-chance, nondiscrimination, accommodation and applicant-privacy requirements must also be addressed as applicable. GSCC will not activate a California placement from a generic multi-state posting until the required good-faith pay information and notices are established.

Washington

Washington placements require a separate activation review. Covered postings must include a wage scale or salary range plus a general description of benefits and other compensation. GSCC will not activate a Washington placement from a generic multi-state posting until those details are established.

Arizona

Arizona opportunities will use job-related qualifications and consistent application practices. Before activation, GSCC will confirm any role-specific licensing, background, wage, leave or local requirements that apply to the actual work and employing entity.

Texas

Texas opportunities will use job-related application questions and consistent recruiting practices. GSCC will confirm the final compensation arrangement, classification and any role-specific requirements before an offer or engagement is made.

Virginia

Virginia opportunities will use job-related selection criteria and will not require disclosure of sealed criminal-history information where prohibited. Role-specific and local requirements must be checked before activation.

New York

New York placements require a separate activation review. Covered advertisements must include a good-faith minimum and maximum salary or hourly range and a job description when required; different locations may require separate ranges. New York City opportunities require additional local review, including salary-history and automated-employment-decision-tool requirements. GSCC will not activate a New York placement from a generic multi-state posting until required disclosures are established.

Local-law and project review

City, county, customer-site, government-contract, immigration, worker-classification, background-check and industry requirements may add obligations beyond this page. Before a prospective opportunity becomes an active requisition, GSCC should document the employing entity, work location, employment or contractor classification, compensation range, benefits, reporting relationship, essential functions, required qualifications and applicable legal notices.

Activation control: GSCC recruiting practices and postings are subject to applicable federal, state and local requirements. Location-specific requirements are applied when an opportunity is activated. GSCC rechecks the applicable requirements when the work location, employing entity, worker classification, recruiting technology or role conditions change.