Federal Contractor Compliance Experts

Yes—most do. While Executive Order 11246 has been revoked, federal contractors still have obligations under Section 503 of the Rehabilitation Act. Most contractors also remain covered by VEVRAA, although the contract threshold increased in October 2025.

Beyond affirmative action requirements, most of our clients also want to remain compliant with Title VII of the Civil Rights Act and the Equal Pay Act. Employment litigation is increasing, and good data is often your best defense. We can help you determine which requirements apply to your organization.

Requirements depend on factors such as your federal contracts, subcontract status, employee count, and the regulations that apply to your organization. We can review your situation and explain your compliance obligations.

Many of our clients came to us looking for a more responsive partner, easier-to-understand reports, or additional guidance throughout the year. Others came to us for better pricing or because they were paying for reports they no longer needed. We focus on practical recommendations, personalized service, and reports that are designed to be used—not just filed away.

Absolutely. We work with employers operating in single locations, multiple states, and nationwide. Our clients range from approximately 50 to 5,000 employees across a wide variety of industries.

We need five reports: your employee snapshot as of the first day of your plan year, plus your applicant flow, hires, promotions, and terminations for the prior 12 months. All reports should include demographics, employee names, job titles, and compensation data (when applicable).

We provide a starter checklist—not a template. As long as your data is in Excel, we’re good to go. Before beginning any analyses, we review your data with you for accuracy.

You’re not alone. In fact, we’ve yet to see a perfect ATS or HRIS data file—especially for applicant flow. One of the first things we do is review your data and walk through our questions with you. That keeps your project moving while giving you the opportunity to improve your HRIS or ATS. We’ll also review your disposition codes to help ensure they’re compliant. Applicant flow is one of the most common sources of financial settlements and litigation. That’s why we scrutinize it carefully. Better data leads to better analyses—and fewer surprises.

Yes. Whether you’re preparing your first compliance reports or transitioning from another provider, we’ll guide you through the process and explain what is required every step of the way.

Absolutely! Compliance doesn’t stop once your reports are completed. We’re available throughout the year to answer questions, provide guidance, and help you respond to changing regulations.

We attend legal and regulatory updates regularly—especially lately—and keep our clients informed with practical guidance as requirements evolve. We believe in clear, practical advice—not fear-based compliance. We’ll explain what has changed, what it means, and what—if anything—you need to do next.

Of course! We provide practical compliance training and consulting designed for HR professionals, Talent Acquisition teams, managers, and executive leadership.

Every project is different, depending on the services requested and the quality of the data provided. We’ll discuss timelines up front and keep you informed throughout the process.

Most projects are completed within approximately 90 days, depending on the completeness and quality of your data. When a compliance deadline is approaching, we prioritize your project accordingly. Since 1993, we’ve never missed a state or federal compliance deadline.