Is HiringThing SOC 2 compliant?

Yes. HiringThing is SOC 2 compliant. SOC 2 is a rigorous auditing procedure for service providers that manages data to protect the privacy of clients and the interests of the organization. HiringThing also undergoes third-party penetration testing and regular vulnerability scans as part of its compliance policy.

Does HiringThing comply with GDPR and CCPA?

Yes. HiringThing supports clients in their individual GDPR and CCPA compliance efforts. Whether by building out existing security infrastructure or offering custom solutions on a client-by-client basis, HiringThing is committed to helping clients meet their compliance objectives.

Where is HiringThing's data hosted?

HiringThing's services are hosted in the cloud across multiple data centers using Amazon Web Services (AWS) facilities. AWS cloud security is compliant with major certifications including ISO 27001, SOC 2, and PCI Level 1. Multi-region hosting ensures ongoing functionality even if a single data center experiences an issue.

How does HiringThing protect data in transit?

All data sent to or from HiringThing is encrypted in transit. Unauthorized requests to the internal network are blocked using network access control lists. All production access is logged and audited, and application data is closely monitored at all times.

What is HiringThing's breach notification policy?

HiringThing is committed to notifying users of any security breach within 72 hours. Security management, including incident response, is monitored and assessed on a regular basis by a dedicated Incident Management team and an executive-level security committee.

Does HiringThing have a bug bounty program?

Yes. HiringThing operates a bug bounty program that encourages individuals to find and responsibly report software vulnerabilities in exchange for a monetary reward, helping to proactively identify and address potential security issues.

How does HiringThing handle security training for its staff?

All HiringThing employees and contractors undergo background checks and regular internal security training with refresher courses. Quarterly threat simulation tests, including phishing campaigns, are conducted, with follow-up training provided for any failures to ensure security remains top of mind across the organization.

What is digital offer management in HR?

Digital offer management is a feature of HR software used to create, deliver, track, and manage employment offers in a digital format throughout the hiring lifecycle. It enables candidates to view and accept job offers, review compensation and benefits information, and employment terms on a secure online platform.

What features are included in digital offer management?

Digital offer management typically includes standardized offer letter templates, configurable compensation and benefits components, automated approval workflows for hiring managers and HR stakeholders, secure electronic delivery with eSignature collection, real-time tracking of offer status and candidate responses, integration with applicant tracking systems and onboarding platforms, and audit trails for compliance and reporting.

Why is digital offer management important for hiring?

The offer stage is one of the most critical moments in the hiring process. A slow, confusing, or paper-based offer experience increases the risk of losing top candidates to competing employers. Digital offer management eliminates these risks by giving hiring teams the tools to move quickly, professionally, and consistently while maintaining compliance with labor regulations.

How does digital offer management improve compliance?

Digital offer management improves compliance by standardizing offer letter templates aligned with HR policies and labor regulations, maintaining audit trails for every offer action, enforcing approval workflows across hiring managers, HR, and finance stakeholders, and storing all offer documentation in a centralized, trackable system.

How does digital offer management integrate with other HR systems?

Digital offer management integrates with applicant tracking systems and employee onboarding platforms to create a seamless transition from candidate to new hire. For HR technology providers and SaaS partners, embedding digital offer management into a white label platform strengthens the end-to-end hiring workflow, increasing platform stickiness and client satisfaction.

What are pre-hire assessment and screening tools?

Pre-hire assessment and screening tools are technology-driven solutions used to evaluate job candidates' skills, competencies, behavioral traits, cognitive abilities, and role fit before a formal hiring decision is made. They help organizations apply consistent, job-related criteria early in the recruitment process to improve quality of hire and reduce bias.

Why are pre-hire assessments important in recruiting?

Research consistently shows that the cost of a bad hire can reach up to 30% of that employee's first-year salary when factoring in recruiting costs, lost productivity, and turnover expenses. Pre-hire assessments help organizations avoid these costly mistakes by providing objective, measurable data about a candidate's abilities before an offer is made.

How do pre-hire assessments reduce hiring bias?

When every candidate completes the same structured evaluation, hiring teams are less likely to be influenced by unconscious bias, resume padding, or subjective impressions from interviews alone. This standardization supports diversity and inclusion goals while strengthening legal defensibility in hiring decisions.

What types of pre-hire assessments are commonly used?

Common types include job-relevant skills tests and work sample evaluations, cognitive and aptitude assessments aligned to role demands, behavioral and personality assessments tied to workplace competencies, structured pre-screening questionnaires with knockout criteria, and automated scoring and ranking within an applicant tracking system.

How do pre-hire screening tools integrate with an applicant tracking system?

Pre-hire assessment and screening tools can be integrated directly into an applicant tracking system to automate scoring and ranking of candidates within the recruiting workflow. Organizations using platforms like HiringThing can connect with leading assessment providers through a Partner Marketplace, giving their clients access to skills testing, background screening, and behavioral evaluations without leaving the ATS.

What is privacy-first design in HR technology?

Privacy-first design is an approach to building HR software, systems, and processes that prioritizes the protection of personal and sensitive data from the earliest stages of product development and throughout the entire lifecycle. It ensures that employee, candidate, and organizational data is collected, processed, stored, and shared in ways that minimize risk, support transparency, and align with regulatory and ethical standards.

Why does privacy-first design matter for recruiting and HR?

Laws like GDPR, CCPA, and a growing number of state-level data protection statutes place strict obligations on how organizations collect, store, and process personal data. For HR teams, this includes resumes, background check results, compensation details, benefits enrollment records, and performance evaluations. Failing to protect this data can result in regulatory penalties, legal exposure, and lasting damage to employer reputation.

What are the key components of privacy-first design?

Key components include data minimization to collect only necessary information, clear consent mechanisms and transparent data usage disclosures, role-based access controls, encryption of data in transit and at rest, defined data retention policies with automated deletion workflows, privacy impact assessments during feature planning, and audit logging to track access and changes to employee and applicant records.

How does privacy-first design benefit white label HR software partners?

For HR technology providers and SaaS partners offering white label solutions, embedding privacy-first principles into the platform is a competitive differentiator that builds trust with clients and end users. Organizations that adopt privacy-first design can demonstrate compliance readiness, reduce the risk of data breaches, and create a foundation for responsible use of AI and automation tools in recruiting and workforce management.

How does HiringThing implement privacy-first design?

HiringThing incorporates privacy-first design principles throughout its platform, from secure data handling and role-based access controls to SOC 2 compliance and transparent data management policies. These safeguards give partners and their clients confidence that sensitive workforce data is protected at every stage.

What is product embedding in SaaS?

Product embedding in SaaS is a delivery model where third-party software functionality is integrated directly inside a host platform. End users access the embedded capability — such as recruiting, onboarding, or payments — without leaving the host application, creating a seamless experience that feels native to the platform.

What is the difference between product embedding and white labeling?

An embedded solution lives inside another platform but may still be recognizable as a third-party tool. A white label solution is fully rebranded so the host company presents it as its own proprietary product. White labeling offers greater brand ownership, customization, and control over the end-user experience compared to standard embedding.

What is the difference between product embedding and integration?

An integration connects two separate systems so they can exchange data, but each tool remains a distinct product with its own interface. Product embedding goes further by placing the third-party functionality inside the host platform's interface, so the user interacts with it as part of a single, unified experience rather than switching between applications.

What are examples of product embedding in HR technology?

Common examples include embedding an applicant tracking system (ATS) inside payroll or workforce management software, adding onboarding workflows within a PEO platform, or integrating recruiting tools directly into vertical SaaS products for industries like construction, staffing, or franchises. These embedded solutions let HR service providers offer hiring capabilities without building the technology from scratch.

Why is product embedding important for SaaS growth?

Product embedding allows SaaS platforms to expand their feature set and solve additional customer pain points — like hiring — without diverting engineering resources to build new functionality from scratch. It increases platform stickiness, opens new revenue streams, reduces customer churn, and positions the platform as a more comprehensive solution in competitive markets.

Learn About Data Security At HiringThing

Security

PLATFORM SECURITY

Serious about security and data protection

HR software and data go hand-in-hand. That means data protection is a consideration in everything we do. We value your trust and know it must be earned. That’s why we follow industry best practices and transparently communicate our data management policies.

Compliance

HiringThing is proud to take on vigorous compliance processes and procedures to ensure our client data is secure. In addition to third-party penetration testing and regular vulnerability scans, our compliance policy includes:

SOC 2 compliance: SOC 2 is a vigorous auditing procedure for service providers that manages their data to protect the privacy of clients and the interests of the organization.
GDPR & CCPA compliance: We’re able to support our clients in their individual compliance efforts. Whether we can meet their needs by building out our existing security infrastructure or offering custom solutions on a client-by-client basis, we’re proud to help our clients attain their objectives.
Bounty program: This program encourages individuals to find bugs in our software and report them to us in exchange for a monetary reward.
Use of AWS data centers: AWS cloud security is compliant with major certifications, including ISO 27001, SOC 2, PCI Level 1, and more.

Data Encryption

HiringThing vigilantly adheres to industry best practices, which include:

Dependable

Our Business Continuity/Disaster Recovery Plan covers backup and recovery from all major incidents or disasters.

Our services are hosted in the cloud and in multiple data centers using Amazon Web Services (AWS) facilities, which ensures ongoing functionality for our clients on the off chance a data center should fail.
We run regular backups to minimize the loss of data.
Regular BC/DR tests notify us of potential weaknesses in our recovery process.
We notify users of any maintenance downtime, which is rare as it generally occurs during off-peak hours.
A live status page notifies users of any current issues impacting clients.

Incident Management & Response

Security management, including responses to any incidents, is monitored and assessed on a regular basis. Our goal is to minimize the disruption of business activities for HiringThing and our clients.

An executive-level security committee regularly convenes to discuss issues, monitor compliance, and keep security top-of-mind within the organization.
Our Incident Management team meets regularly to assess recent incidents and trends.
We’re committed to notifying users of any breach within 72 hours.
Regular risk assessments are conducted.

Logging & Monitoring

HiringThing vigilantly monitors all account activity. Our audit trails and monitoring processes ensure that access to systems and integrity of information assets are secure and unaltered.

Logs are monitored and analyzed for metrics, integration availability, and more.
Our application logs all user activity, including an emphasis on account logins.
System Access Events (login successes and failures, as well as transactional and domain-level events) are carefully monitored.
AWS accounts are logged and audited.

Personnel

HiringThing staff is well-trained in our security procedures. We take care to ensure that security is top of mind for all staff.

Questions about data protection?

We’re committed to transparency and protecting your data. Our Trust Center provides detailed information about our security practices, compliance certifications, and policies.

January 16, 2022

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