Recruiting, equal-opportunity & accommodation notices

Our role, our recruiting commitments, and how to request assistance.

Independent third-party recruiter

Commonwealth Talent Group is an independent, third-party recruiting service acting on behalf of client employers. Unless a posting expressly identifies a position with Commonwealth Talent Group itself, the listed position is with a client employer, not Commonwealth Talent Group.

We assist with sourcing, screening, initial interviews, coordination, and referrals. The client employer makes the final hiring decision and establishes compensation, benefits, working conditions, and other employment terms. We remain responsible for our own recruiting, screening, and referral practices. Nothing in this notice waives applicant rights or eliminates legal duties that may apply to us or the client employer.

Equal opportunity and nondiscrimination

We provide equal opportunity in sourcing, screening, and referrals without discrimination based on race, color, religion, national origin, sex (including pregnancy, childbirth and related medical conditions, sexual orientation, gender identity, or transgender status), age (including age 40 and over), disability, genetic information, veteran status, military service, or any other status protected by applicable law.

We use job-related criteria, do not honor discriminatory client preferences, and do not retaliate against anyone for raising a discrimination concern, participating in a protected process, or requesting an accommodation. Concerns about our recruiting process may be directed to hello@hirecommonwealth.com. Using our contact channel is not a prerequisite to contacting a government agency or exercising legal rights.

Veterans and military service

We welcome qualified veterans, transitioning service members, reservists, and National Guard members. We do not discriminate based on veteran status or military service. This statement does not promise a hiring preference or assert that every client is a federal contractor.

Where a particular client or position is subject to additional federal-contractor requirements, employer-approved notices and any required separate self-identification process must be provided for that engagement.

Disability and other accommodations

We welcome qualified individuals with disabilities. Reasonable accommodations are available for our application and recruiting process consistent with applicable law, including applicable disability, religious, and pregnancy-related accommodation requirements.

To request an accessible application method or assistance with an interview or assessment we arrange, contact hello@hirecommonwealth.com. Describe the assistance needed; do not send medical records through a general application or public form. We will handle accommodation-related information confidentially consistent with applicable law and coordinate with the client employer when appropriate. Requests do not disqualify an applicant.

No applicant fee or employment guarantee

Applying for a client job, joining our candidate pool, and consideration for relevant opportunities are free. Payment is not required for referral or preferential consideration. Submitting information, an interview, or inclusion in the pool does not guarantee referral, an offer, or employment, and does not itself create an employment relationship.

Candidate privacy and self-identification

Read our candidate privacy notice for collection, use, sharing, retention, and requests. Application options are provided with current job postings. We identify the receiving employer and obtain separate authorization before disclosing an application or resume. This recruiting notice is not consent for recording, background checks, marketing, or employer disclosure. Future-opportunity contact uses a separate, optional opt-in when a person applies to a specific job.

We do not request race, sex or gender, veteran status, disability status, or medical information in the general application. Where a separate lawful self-identification process is required, it must be appropriately designed, voluntary where required, access-restricted, and kept out of ordinary screening decisions. A diagnosis is not required to access the application.

Additional information

Employment nondiscrimination involves multiple laws, including Title VII, the ADA, the ADEA, GINA, and applicable state and local law. Requirements may vary by jurisdiction and engagement, including additional obligations for covered federal contractors. These notices do not replace rights or obligations under applicable law.