Last updated June 9, 2026
About this notice
This page is written for iStaff Recruits website visitors, candidates, employer contacts, and recruiting partners. It is designed to explain our online practices in plain language and does not replace a signed client agreement or legal advice from qualified counsel.
Because iStaff Recruits focuses on New York City recruiting, this notice should be read together with applicable federal, New York State, and New York City employment, privacy, accessibility, pay transparency, fair chance, wage and hour, and anti-discrimination laws.
Shared Compliance Responsibility
iStaff Recruits supports compliant recruiting workflows, but employers remain responsible for their own hiring decisions, workplace policies, onboarding, employment terms, pay practices, classification decisions, and legal obligations. Candidates remain responsible for providing truthful information and responding accurately during the recruiting process.
Employer Responsibilities
- Provide accurate job duties, required qualifications, work location, schedule, compensation, benefits, employment type, reporting structure, and hiring timeline.
- Comply with federal, New York State, and New York City employment laws, including anti-discrimination, wage and hour, pay transparency, fair chance, accessibility, workplace safety, and recordkeeping obligations.
- Avoid screening criteria that directly or indirectly exclude candidates based on protected characteristics or other unlawful criteria.
- Maintain lawful onboarding, payroll, tax, benefits, workers' compensation, employment eligibility verification, and workplace compliance processes.
Pay Transparency and Job Advertising
Employers are expected to provide compensation information that satisfies applicable pay transparency requirements, including good-faith salary or hourly ranges where required. Job posts and hiring communications should be accurate, current, and not misleading.
Work Authorization and Employment Eligibility
Employers are responsible for complying with employment eligibility verification and work authorization rules. iStaff Recruits does not provide immigration advice. Candidates should provide accurate information about lawful work eligibility when asked through an appropriate process.
Background Checks, References, and Assessments
Where background checks, credit checks, drug testing, reference checks, skills assessments, credential verification, or criminal history review are used, employers are responsible for complying with applicable law, including authorization, disclosure, timing, adverse action, fair chance, and job-relatedness requirements.
Confidentiality and Data Handling
Employers receiving candidate information should use it only for legitimate recruiting and hiring purposes, protect it appropriately, limit access to people with a business need, and avoid onward disclosure unless lawful and appropriate. Candidates should treat employer interview details and confidential business information responsibly.
Ethical Recruiting
- iStaff Recruits may decline searches involving misleading job terms, unsafe working conditions, unpaid candidate fees, discriminatory requests, unlawful compensation practices, or suspected fraud.
- Users should not submit fake opportunities, fake candidate profiles, unauthorized employer requests, or information intended to mislead candidates, employers, or recruiters.
Questions and Escalation
Compliance questions connected to an iStaff Recruits website submission or recruiting request may be sent to letstalk@istaffrecruits.com. This notice is informational and does not replace legal advice from qualified counsel.