Upwage exceeds the strictest standards for security & the ethical use of AI

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Our mission is to revolutionize talent acquisition through advanced, ethical, and transparent AI solutions. We recognize the importance of complying with regulations to ensure the highest standards of data privacy, security, and fairness. The Trust Center walks through our AI governance framework along with our commitment to compliance with:

Local state and city regulations
OFCCP and EEOC guidelines
CCPA and GDPR requirements
SOC 2 Type 1 standards

These efforts underscore our dedication to protecting the information entrusted to us by our clients and users, fostering trust, and upholding the integrity of our AI systems.

Compliance summary

Employment regulations

Regulation
Annual Third-Party Bias Audit
Quarterly Internal Bias Audit
Candidate Protected Attributes AI Guardrails
Candidate Data Anonymization
Customer Compliance Partnerships
Candidate Consent
Candidate Right to Access Data
Candidate Right to Rectify Data
Candidate Right to Delete Data
EEOC Requirements
OFCCP Requirements

Data protection measures

Regulation
Disclosed Privacy Policy
Disclosed Terms & Conditions
Data Security Policies & Controls
Data Protection Impact Assessments
Data Incident Response Protocols
Data Minimization
Consent
Right to Access Data
Right to Rectify Data
Right to Delete Data
"Opt-out" Option
CCPA
GDPR

Data security

Certification
Status
"As of" Date
Third-Party Audited Data Security Policies
Third-Party Audited Data Security Frameworks
Third-Party Audited Data Security Controls
Third-Party Audited Vendor Assessments
Third-Party Audited Data Security Risk Assessments
Third-Party Audited Personnel Data Security Controls
SOC 2 Type 1
Complete
Aug 9, 2024

Regional legislation

Effective July 2023

New York Local Law 144

Passed to minimize bias for any employer or employment agency using an automated employment decision tool (AEDT) to evaluate job candidates or employees for promotion who reside in New York City
How we comply
Annual third-party bias audit
Disclosure of bias audit findings
Disclosure of AI use to candidates
Public data policy
Effective May 2024

The Artificial Intelligence Policy Act (Senate Bill 149)

Passed to encourage transparency for any business or individual from that uses generative AI to interact with Utah consumers
How we comply
Disclosure of AI use to candidates
Effective February 2026

The Colorado AI Act (Senate Bill 24-205)

Passed to decrease discrimination and increase transparency for companies that do business in Colorado and use specific types of AI systems in protected domains like education, employment, and healthcare
How we comply
Algorithmic discrimination statement
Incident reporting policy
Risk management policy & program
Annual third-party bias audit
Disclosure of AI use to candidates
Effective January 2026

Illinois House Bill 3773

Passed to protect candidates from discrimination during hiring processes and to require employers to disclose when AI is used in recruiting and hiring processes
How we comply
Disclosure of AI use to candidates
Pending

Pennsylvania House Bill 1729

Proposed to reduce bias and increase transparency when AI is used to automate employment decisions
How we comply
Annual third-party bias audit
Disclosure of AI use to candidates
Pending

New Jersey Assembly Bill 3854

Proposed to reduce bias and increase transparency when AI is used to automate employment decisions
How we comply
Annual third-party bias audit

Policies, reports, & audits

Upwage AI Governance Executive Summary

This executive summary highlights our AI governance framework along with our commitment to compliance with state and city regulations, OFCCP and EEOC guidelines, CCPA and GDPR requirements, and SOC 2 Type 1 guidelines.
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3rd Party AI Bias Report

Data Action Partners (DAP) has performed an independent and impartial bias audit of Upwage’s SuperSorter tool following the guidelines defined in NYC Local Law 144, which establishes compliance and disclosure standards for Automated Employment Decision Tools (AEDTs).
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Internal AI Bias Report

The Internal AI Bias Report on the Upwage AI recruiting platform reviews the suitability of its design and operating effectiveness relevant to automated employment decision tool bias and associated risks.

SOC2 Type 1 Report

This report evaluates and attests to the design and implementation of Upwage's security controls, based on the trust services criteria for security, availability, processing integrity, confidentiality, and privacy.
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Upwage AI Transparency Report

This AI Transparency Report is designed to provide a comprehensive overview of our AI practices, ensuring our stakeholders have a clear understanding of how our AI systems operate, the principles guiding their development, and the measures we take to ensure they are used ethically and responsibly.
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Upwage Data Privacy and Security Measures Report

This Data and Security Report is designed to provide a comprehensive overview of our data protection practices, ensuring our stakeholders understand the measures we take to safeguard their information and maintain the integrity of our systems.
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Upwage Ethical AI Policy

Our Ethical AI Policy serves as a cornerstone of this mission, providing a clear framework to guide the responsible development and deployment of our AI technologies.
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State & city compliance

Upwage complies with local AI regulations to ensure are products are available throughout the US. In New York, we follow Local Law 144 by conducting annual third-party bias audits and posting the results publicly. In Utah, we adhere to Senate Bill 149 by providing clear consumer disclosures at the start of AI interactions and upon request. For Colorado's Senate Bill 24-205, we implement thorough documentation, developer disclosures, and annual impact assessments.

Employment practice Compliance

Upwage complies with OFCCP and EEOC regulations by implementing measures to prevent discrimination in hiring. We conduct quarterly internal bias assessments and annual third-party audits to identify and mitigate biases in our AI models. Our AI products include EEOC compliance guardrails to avoid decisions based on protected attributes. Additionally, we anonymize candidate data to protect privacy and base assessments solely on qualifications and competencies.

Data protection compliance

Upwage complies with the CCPA and GDPR, ensuring transparency and user control over personal data. Our Privacy Policy and Terms & Conditions detail data collection, usage, and protection. We obtain explicit consent before collecting data and provide options for access, rectification, and erasure. Our data retention policies balance operational needs with privacy rights, and we use stringent access controls and encryption to safeguard personal data. We continuously monitor and update our practices to maintain compliance.

Security Compliance

Upwage has obtained SOC 2 Type 1 certification to enhance our data security and compliance framework. This certification evaluates our system's controls for security, availability, and confidentiality, demonstrating our commitment to high data protection standards. We use Drata, a compliance automation platform, to continuously monitor and maintain regulatory compliance. Additionally, we conduct bi-annual third-party penetration testing to identify and address potential security vulnerabilities.

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What is Upwage's approach to AI transparency?
How does Upwage ensure ethical AI development?
How does Upwage protect data privacy & security?
How does Upwage comply with local AI regulations?
How does Upwage comply with OFCCP & EEOC regulations?
How does Upwage comply with GDPR & CCPA?
What is SOC 2 Type 1 certification & how did Upwage obtain it?
Does Upwage conduct bias audits on its AI?