Handle sensitive data like the Fortune 500
You process the most personal data imaginable. Protect it with enterprise-grade security—and prove it to every client who asks.
Responding to an enterprise HRIS buyer’s cyber assessment? Talk to a vCISO →
What audit-ready looks like
The posture your enterprise HRIS buyer’s cyber assessment is asking about — already documented.
Not a template downloaded from a compliance PDF pack. Not a spreadsheet your COO is patching the night before procurement calls. A living posture your team, your auditor, and your Fortune-500 buyer’s security reviewer all read from.
SSNs, background-check reports, salary history, protected-class data — access scoped by recruiter role, ATS integration, and HRIS handoff. Every read is logged.
Checkr, HireRight, Sterling — whichever you use, their SOC 2, DPA, and breach-notification clauses stay evidence-linked, and your ATS integration is assessed with the same rigor. When your buyer’s procurement asks “who touches candidate data?”, you answer in a click.
Application, interview, offer, rejection — each stage has its own retention clock (1 year EEOC minimum, longer where state law layers on). Auto-deletion fires; the trail proves it fired — the candidate-data record stays audit-ready for the EEOC / DOL without the last-minute scramble.
Getting here in weeks — not months — starts with unblocking the three things every HR-tech and recruiting firm hits first.
The problem
Your data is a gold mine for attackers—and a liability for you
Recruiting firms handle some of the most sensitive personal data. One breach can destroy trust and your business.
PII is your entire business
SSNs, background checks, salary data, medical information. You handle the most sensitive data imaginable—and attackers know it.
Enterprise clients demand security proof
Fortune 500 HR departments won't work with recruiters who can't demonstrate data protection. No SOC 2? No contract.
Regulatory pressure is mounting
GDPR, CCPA, state privacy laws—the patchwork of regulations for handling personal data keeps growing. Non-compliance isn't an option.
The solution
Security that matches your data sensitivity
Built for firms that handle the most personal data. Policies that actually work for recruiting workflows.
Gap analysis and compliance roadmap
Understand exactly where you stand before committing to timelines. Map your current state against SOC 2, NIST CSF, CCPA, or GDPR—then get a prioritized roadmap to close gaps.
- Current state scoring
- Prioritized remediation plan
- Realistic timeline estimates
PII protection policies that work
Generate comprehensive policies for handling personal data. From application intake to background check storage to offer letter processing—every step documented.
- Data classification frameworks
- Candidate data handling
- Retention and deletion procedures
Background check vendor compliance
FCRA requires strict oversight of background check providers. Track vendor security posture, manage certifications, and document your due diligence.
- Vendor security assessments
- Certification tracking
- Compliance documentation
Automated evidence gathering
Connect your ATS, HRIS, and cloud providers to continuously collect compliance evidence. When clients request documentation, everything is already organized and ready.
- Integration with major ATS platforms
- Automatic access log collection
- Security configuration monitoring
Risk analysis and prioritization
Identify and prioritize security risks specific to recruiting operations. Understand which gaps matter most and where to focus your remediation efforts.
- Industry-specific risk models
- Impact and likelihood scoring
- Remediation prioritization
Evidence packs for F500 due diligence
When enterprise clients request security documentation, generate comprehensive evidence packages instantly. All policies, controls, and compliance artifacts in one click.
- Pre-organized evidence bundles
- SOC 2, CCPA & GDPR mapping
- Client-ready formatting
Compare options
vCISO Lite vs. the alternatives
See why HR & recruiting firms choose us over expensive consultants or DIY approaches.
We place executives at Fortune 100 companies. Those companies require rigorous vendor security reviews. The gap analysis showed us exactly what we needed, and we achieved SOC 2 Type 1 in 10 weeks. The evidence packs save us hours on every new client onboarding.
Sometimes the software isn’t enough.
For the strategic work — EEOC / DOL audit prep, background-check subprocessor governance, the state-privacy-law patchwork (CCPA, CPRA, Colorado, Connecticut, Texas …)as it hits HR data, an ATS-breach incident-response playbook you can hand your board — vCISO Lite pairs with the Other20 advisory team. Fifteen years of Fortune 500 + HR-tech security leadership, priced by engagement, no full-time hire.
See advisory packagesUse cases
How HR & recruiting firms use vCISO Lite
Candidate data protection
Document how you handle resumes, SSNs, and interview notes.
Background check compliance
FCRA-compliant procedures for adverse action and data handling.
Enterprise vendor approval
Get on approved vendor lists at Fortune 500 companies.
ATS security
Document controls around your applicant tracking system and integrations.
Common questions
What HR & recruiting firms ask us
What's the difference between FCRA compliance and SOC 2?
FCRA (Fair Credit Reporting Act) governs how you handle background check information and adverse action notifications. SOC 2 is a broader security framework that enterprise clients often require from their HR vendors. Many recruiting firms need both—FCRA for legal compliance and SOC 2 to win enterprise contracts.
How does automated evidence gathering work?
vCISO Lite connects to your ATS, HRIS, cloud providers, and background check vendors. We continuously gather evidence like access logs, data handling configurations, and security settings. When clients request documentation, it's already organized and ready to export.
What if a client security review identifies gaps?
Gaps are observations that need attention—they're normal and addressable. vCISO Lite helps you track gaps, prioritize remediation, and document your progress. Our gap analysis typically identifies issues before client reviews do.
How do we handle PII from multiple jurisdictions?
Recruiting firms often handle candidate data across states and countries with different privacy requirements. vCISO Lite maps your data handling practices against CCPA, GDPR, and state-specific requirements, showing you where you need additional controls.
Ready to protect your candidates' data?
Get compliant before your next big client pitch.