RecruitLingo

Draft a hiring compliance checklist for recruiting in {{country / state / region}}, for a {{Job Title}} role, hired by an employer based in {{where you're based}}. HOW WE'D BE HIRING: {{direct employment / employer of record / contractor}} OUR PROCESS: {{stages, any take-home or assessment, whether we use automated screening or AI tooling, what candidate data we store and where}} Open by telling me how current your knowledge of this jurisdiction is and which areas change most often, so I know what to verify hardest. Then organise the checklist by process stage: 1. Job posting — pay transparency obligations, required or prohibited wording, age and language requirements. 2. Sourcing and data — what consent I need before storing a candidate's details, retention limits, cross-border transfer if our systems sit elsewhere. 3. Interviewing and assessment — off-limits topics, what accommodations must be offered and how, any obligation to disclose automated decision-making. 4. Offer and hire — required disclosures, background-check limits, right-to-work checks and their timing. 5. Records — what has to be kept, for how long, and what must be deleted. For each item: the obligation in plain terms, who inside a company usually owns it, and the specific question to put to our legal or HR team. Mark anything you're less certain about. State clearly at the top that this is a starting point for a conversation with legal and HR, not legal advice.