Fair chance, by default

Last updated: July 9, 2026. Effective: July 9, 2026. This Fair-Chance & Record-Data Statement explains how Jobeezy, Inc. (“Jobeezy,” “we,” “us,” or “our”) handles fair-chance and criminal-record information for you, the job seeker (“you”). It is written for people who are looking for work, including people who have an arrest or conviction record or who are returning to work after prison, recovery, or a health gap. It is part of, and should be read with, our Terms of Service, Privacy Policy, and AI transparency notice.

1) This is general information, not legal advice. Laws about what employers can ask — including “fair chance” and “ban-the-box” laws that limit when an employer can ask about criminal history — are different in every state and city, and they change over time. Nothing here is legal advice, and using Jobeezy does not make us your lawyer. If you have a question about your rights, or you think an employer broke the law, talk to a licensed attorney or a free legal-aid or reentry organization.

2) We do not run background checks. Jobeezy is not a background-check company, a screening service, or a “consumer reporting agency” under the Fair Credit Reporting Act. We do not run, order, sell, or share background checks, criminal-record checks, or credit checks about you or anyone else. If an employer checks your background, the employer does that — not Jobeezy.

3) “Fair-chance employer” labels are our best information — not a promise. When we highlight employers as fair-chance-friendly, we use the best public information we have. It can be out of date or wrong, and it can differ by role, location, or franchise. We cannot control or guarantee any employer’s decision, and we do not promise that any employer will interview you, hire you, or skip a background check.

A plain-language summary. You choose whether to tell us about a record. If you do, we never use it to lower your job-fit score, hide jobs from you, or shut you out of any feature — where we use it at all, it is to help you, by moving fair-chance-friendly employers higher in your matches. We never tell an employer about your record, and we never answer a “have you been convicted?” question for you, unless you gave us that answer and told us to use it. We never make up an answer. Your race, sex, veteran, and disability (“EEO”) answers are kept separate, are never used by our AI or to score you, and are erased right away if you delete your account. The full details are below.

1. What “fair chance” means

“Fair chance” is a simple idea: everyone should get to compete for a job on their skills and their fit, not be shut out at the door because of a past record. A large share of American adults are affected. By common estimates, roughly 1 in 3 U.S. adults — tens of millions of people — have an arrest or conviction record. (Estimates vary by source and how a “record” is counted; see the U.S. Department of Justice and research groups such as The Sentencing Project.)

Over the last decade, many places have passed “ban-the-box” or “fair-chance” laws that restrict when an employer may ask about criminal history — often not until after an interview or a conditional job offer. According to the National Employment Law Project (NELP), some form of fair-chance hiring policy now covers 37+ states and D.C., plus 150+ cities and counties. A smaller group of states extends these protections to private employers. The rules are not the same everywhere — they vary by state, city, employer size, and the type of job.

Jobeezy is built to help you compete under those rules — not to hold your past against you.

2. What we promise you

These are commitments about our own conduct — things Jobeezy does and does not do. They are backed by how our product actually works.

• We never hold your record against you. We do not use your criminal-history or justice-impacted background to lower your job-fit score, filter you out of jobs, or shut you out of any feature. Where we use that background information at all, it is only to help you — for example, to move fair-chance-friendly employers higher in your matches.
• We never tell an employer about your record unless you choose to. Your justice-impacted status is yours to share. We will not add it to an application, and we will not answer a “have you been convicted?” question for you, unless you gave us that answer and told us to use it for that application.
• We never make up an answer. If you have not answered a criminal-history question yourself, we leave it for you and pause — we never guess, and we never reuse an answer from a different question (for example, an answer to “Are you 18?” can never be replayed onto a criminal-history question).
• We keep your equal-opportunity answers separate. If you choose to share your race, ethnicity, sex, veteran status, or disability, we store those EEO answers separately, never use them to score or match you, and never send them to our AI. They are included in an application only if you fill out that voluntary section yourself, and they are erased right away when you delete your account.
• We honor your fair-chance settings. Tell us the state you live in and your disclosure preferences, and we keep them in mind so you can use your rights under the fair-chance laws where you live.
• We can help you tell your story — only if you want to. If a job requires you to disclose a record and you choose to, we can help you write a short, honest, forward-looking note. You write it with us; we never add it silently, and we never require it.

3. How our AI and your record information work together

This is the honest, important part, and it is different from how we handle EEO answers — so we spell it out plainly.

Some Jobeezy features use AI to help build your profile and to draft application materials that you review. If you choose to share fair-chance information — for example, that you were formerly incarcerated or are in recovery, or the reason for a gap in your work history — that information is part of your profile and may be processed by our AI to help you. For example, it can help our system understand your work history and gaps, help draft a résumé or cover letter you approve, and help draft an optional disclosure note if you ask for one. Your fair-chance background can also feed the “fairness” part of our matching, which only ever works in your favor by surfacing fair-chance-friendly employers — it never lowers your score and never screens you out.

We do this to help you, never to judge you for an employer, and we never turn your record into a report that we send to employers. Unlike your EEO answers, your fair-chance information is stored as part of your profile — it is not kept in a separate, isolated place the way your EEO answers are — so we tell you clearly that it is used this way rather than implying it is walled off.

Our AI features are powered by third-party AI providers (currently OpenRouter as our main provider, with Anthropic as a fallback). Your content is sent to them under terms that forbid using it to train their models, and with zero data retention where the provider supports it. For more detail, see our AI transparency notice and the Sub-processors section of our Privacy Policy.

4. What Jobeezy is not: not a background-check company, employer, or decision-maker

Jobeezy is a tool you use to find jobs and to prepare and send your own applications. We work for you, the job seeker. Because our audience is often justice-impacted, it matters that we are clear about the roles Jobeezy does not play.

4.1 Not a consumer reporting agency (CRA)

Jobeezy is not a “consumer reporting agency” as defined in the Fair Credit Reporting Act (FCRA), 15 U.S.C. §1681a(f), and we do not assemble or evaluate information about you to furnish “consumer reports” (15 U.S.C. §1681a(d)) to employers or anyone else. The things our AI produces — a job-fit score, a résumé or cover-letter draft, prepared answers — are given to you, about your own materials and about job openings. They are never sent to an employer as a report about your eligibility. We are also not a furnisher of information to any consumer reporting agency (15 U.S.C. §1681s-2). We do not run, order, sell, or resell background checks, criminal-record checks, credit reports, drug screens, or reference, education, or employment verifications.

4.2 Background checks are between you and the employer

Some employers run a background check before hiring. If an application asks you to agree to a background check, that agreement is between you and the employer (or the screening company it uses) — not Jobeezy. We will not agree to a background check on your behalf. The employer, not Jobeezy, is responsible for following the law when it orders a background check and when it uses the results — including giving you a copy of the report and a notice of your rights before turning you down because of it (15 U.S.C. §1681b(b), §1681m).

4.3 Not an employer, staffing agency, or hiring decision-maker

Jobeezy is not an employer, a staffing, recruiting, employment, or placement agency, and does not make — or act as any employer’s agent in making — any hiring, screening, ranking, rejection, or promotion decision about you. Our job-fit score is guidance for you about a job; it is not a prediction about you as a person, and we never deliver it to employers. Employers make hiring decisions using their own systems. No important decision about you is made only by a computer inside Jobeezy: a human — you — reviews the résumé and cover letter we prepare and confirms before anything is sent, and any hiring decision is made by an employer.

5. Auto-Apply, criminal-history questions, and EEO questions

When you use Auto-Apply, Jobeezy submits an application as your agent, only when you tap to apply to that specific job, after you have reviewed the materials. There is no mass-apply and no set-it-and-forget-it. The application is filled out and sent from our servers — for most hiring systems, through the same public “guest apply” form a person would use, without your employer or careers-site login. (For one type of system, Workday, an application requires a candidate account; there, Jobeezy can create that account for you, securely store the password it generates, and use a Jobeezy-managed email address to receive the employer’s messages, which we forward to you.) Auto-Apply and Jobeezy Plus are for adults (18 or older, or the local age of majority if higher).

Here is how Auto-Apply handles the two most sensitive kinds of questions:

• Criminal-history questions. If a form asks about criminal history, we answer only from an answer you saved yourself, and only for a question that is actually about criminal history. If you have not answered it, we do not guess — we stop and ask you, so you can answer it, skip the job, or come back later.
• Equal-opportunity (EEO) questions. We will not fill in your race, sex, veteran status, disability, or similar answers for you. The only automatic answer we ever choose is the form’s own “prefer not to say” option, or your own voluntary self-ID if you chose to store it. If an employer requires a real demographic answer to submit, we stop and hand it back to you rather than answer for you.
• Your answers are your own. You review and can edit the résumé and cover letter we prepare, and you confirm before anything is sent. You are responsible for making sure your application is truthful, just as you would be if you filled it out by hand.

Because a background check is the employer’s, not ours, we do not agree to one for you. For more on how the engine works, see the Automated application submission section of our Terms of Service.

6. What we can’t promise

• We can’t promise that any employer will consider, interview, or hire you — that decision is always the employer’s.
• We can’t promise that any employer will follow fair-chance law, or that a particular law applies to a particular job or employer.
• We are not a background-check company, and we can’t seal, expunge, or remove any record.
• We can’t give you legal advice about your situation. This page is general information only.

7. Know your rights (general information)

Please read this as background, not as advice. Whether any of these protections applies to you depends on where you live, where the job is, how big the employer is, and the kind of role. We can’t tell you that a specific law applies to you, or that a particular question was illegal. For your situation, talk to a licensed attorney or a legal-aid or reentry organization.

Many fair-chance laws share a few common ideas:

• Timing. In many places, an employer can’t ask about your record on the first application — often not until after an interview or a conditional job offer.
• Individualized assessment. Many laws (and the U.S. Equal Employment Opportunity Commission’s 2012 guidance on arrest and conviction records) say an employer should weigh the nature of the offense, how long ago it was, and how it relates to the job — the “Green factors” — rather than use a blanket rule. This is a best-practice idea and the substance of many state laws; it is not a guarantee, and federal enforcement of it has narrowed in recent years, so please don’t rely on any one agency to protect you.
• Notice and a chance to respond. Many laws give you the right to be told, and a short window (often about 5 business days) to explain or correct the record, before an employer turns you down over it.

Some laws you may hear about include the federal Fair Chance to Compete for Jobs Act of 2019 (5 U.S.C. §9202; 41 U.S.C. §4714), which covers federal agencies and federal contractors — not private employers — and state and local laws such as the California Fair Chance Act (Gov. Code §12952), the New York City Fair Chance Act, the Illinois Job Opportunities for Qualified Applicants Act (820 ILCS 75), Texas HB 2466 (effective September 1, 2025), and amendments to the Washington Fair Chance Act (effective July 1, 2026). These differ by jurisdiction, employer size, and role, and we don’t guarantee that any one of them applies to any particular employer or position.

For free help, you can look to organizations such as the National H.I.R.E. Network, the Clean Slate Initiative, and the Center for Employment Opportunities, and to your state’s civil-rights or labor agency.

8. Your controls, how long we keep your data, and users outside the U.S.

8.1 Your controls

You choose whether to share fair-chance information, and you can change or remove it in your profile at any time. You can turn the fair-chance settings on or off. Changing a setting affects future matches and applications; an application that has already been submitted to an employer generally can’t be pulled back, though we’ll try to withdraw it where the employer’s system supports that.

8.2 How we protect and keep your record data

Your record information is sensitive, and we treat it that way. It is encrypted in transit (TLS 1.2 or higher) and at rest (AES-256) on our infrastructure providers, kept to your account, and never sold and never shared with data brokers, advertisers, or recruiters. As explained in Section 3, some of it is processed by our AI providers under no-training terms to help you.

We keep your fair-chance information and your EEO answers while your account is open. When you delete your account, your EEO answers are erased right away, and the rest of your data — including your fair-chance information and any Auto-Apply screenshots or session records we captured — is deleted within 30 days, except for limited records we’re required to keep by law (such as tax or subscription records held by the app stores or our billing provider). Deleting your account does not, by itself, cancel Jobeezy Plus. You can ask for a copy of your data, which we email to you as a JSON file inside a ZIP attachment. See our Delete account page and the Retention and deletion section of our Privacy Policy.

8.3 Users outside the United States

Criminal-conviction and offence information has extra protection under laws such as the EU/UK General Data Protection Regulation (Article 10), and your EEO self-ID is “special category” data (Article 9); similar rules apply under Brazil’s LGPD and other laws. Where those laws apply, sharing this information with Jobeezy is voluntary, and our legal basis for processing it is your explicit consent. For more, see our Privacy Policy and Data Processing Addendum.

9. Contact us and report a listing

Questions about how we handle your record data go to privacy@jobeezy.com. Legal notices go to legal@jobeezy.com. For general help, email hello@jobeezy.com. If you believe an employer is listed as fair-chance-friendly by mistake, please tell us at hello@jobeezy.com so we can review it. Our postal address is Jobeezy, Inc., 800 Brazos St., Suite 400, Austin, TX 78701.

10. How this statement fits with our Terms and Privacy Policy

This statement is part of your agreement with Jobeezy and should be read together with our Terms of Service (including the arbitration and class-action-waiver terms), our Privacy Policy, our AI transparency notice, our Data Processing Addendum, and our End-User License Agreement. If any of those documents conflicts with this statement on a subject it covers in more detail, that document controls. This statement is governed by the law of the State of Texas, as set out in our Terms of Service.