Are your sourcing practices EEOC and OFCCP compliant?
Yes. VRG's sourcing and screening process is fully compliant with EEOC and OFCCP guidelines, and with GDPR for searches involving international candidates. All qualification decisions are based exclusively on skills, experience, availability, and stated interest — protected characteristics are never used as sourcing or screening criteria. VRG can also align practices to meet additional compliance requirements set by individual clients, including those operating as federal contractors.
How do you protect candidate data?
VRG protects candidate data through: encrypted systems with access restricted to authorized personnel only; full compliance with applicable data privacy laws including GDPR; client-aligned data handling protocols tailored to each engagement; and a policy of using candidate information solely for the purpose of the active search. Candidate data is never sold, shared with third parties, or used across engagements without consent.
Do you follow ethical sourcing guidelines?
VRG's sourcing practices adhere to industry-standard ethical guidelines: all candidates are identified, approached, and engaged with transparency about the opportunity and the recruiting process; privacy is respected throughout outreach; and no deceptive or high-pressure tactics are used. These standards apply across the Bangkok research team and U.S. recruiting staff equally. Client-specific compliance requirements — such as additional disclosure obligations or outreach restrictions — are incorporated into every engagement by default.