1. Our role
The Savy Agency provides recruiting, talent advisory, candidate consulting, and recruiting-operations services. For client searches, the client company is generally the prospective employer and makes the final hiring decision. A job posting, interview, referral, or communication from us is not a promise of employment.
2. Equal opportunity and nondiscrimination
We are committed to fair access to employment opportunities. We do not discriminate in recruiting, referral, assessment, or candidate services based on race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, veteran or military status, marital or familial status, citizenship or immigration status where protected, or any other status protected by applicable law.
Candidate evaluation is based on job-related qualifications, experience, demonstrated skills, lawful work requirements, and the needs of the role. We expect client companies and recruiting partners to follow applicable equal-employment laws.
3. Recruiting and selection process
Processes vary by client and role, but may include application review, recruiter conversations, structured interviews, work samples, skills assessments, references, and client interviews. We seek consistent, job-related evaluation criteria and appropriate documentation. We communicate status when practical, but timing and final decisions may depend on the client.
Technology may assist our work, but The Savy Agency does not authorize an AI system to make a final hiring decision on its own. Read our AI Use in Recruiting Notice.
4. Disability accommodations and alternative processes
Candidates may request a reasonable accommodation or an alternative to a technology-based assessment, interview, or communication method. Requests will be considered individually and shared only as necessary to arrange the process. Contact jen@thesavyagency.com. You do not need to disclose a diagnosis when initially requesting assistance.
5. Background checks and references
A client employer may require references, employment or education verification, criminal-history screening, driving records, drug testing, licensing verification, or other lawful checks. When a consumer report is used, the responsible employer or screening provider must provide required disclosures, obtain authorization, and follow applicable federal, state, and local fair-chance and consumer-reporting requirements. We do not represent that every role requires a background check.
6. Documentation and recordkeeping
We retain recruiting records for legitimate business, audit, dispute-resolution, client, and legal-compliance purposes. Retention varies by record and jurisdiction. Employment-related records involving California candidates may be retained for at least four years when required by California regulations. Access is limited to authorized personnel, service providers, and relevant client representatives.
7. Job-posting and candidate integrity
We aim to publish accurate, current job information, but compensation, duties, location, benefits, timing, and availability may change at the client's direction. Candidates must provide truthful information and may be asked to verify credentials. The Savy Agency does not charge candidates a fee to apply for client jobs and will not request bank information, payment, gift cards, or cryptocurrency as part of an application.
8. Questions, concerns, and policy review
Report suspected discrimination, an accommodation need, inaccurate candidate information, a suspicious recruiting message, or another concern to jen@thesavyagency.com or call 913-944-1147. Retaliation for raising a good-faith concern is prohibited. We review these policies at least annually and when legal or technology requirements materially change.