GRCcareers.ai

Code of conduct

Last updated 9 September 2026

This is what we hold ourselves to, and what we expect from the employers and recruiters who use the GRC Careers network. It is short on purpose, because a code nobody finishes reading changes nothing.

What we hold ourselves to

We publish what we believe is true

We check claims against primary sources, we link to those sources so you can check them yourself, and we say when something is our opinion rather than an established fact. When we get something wrong we correct it in place and say what changed.

We do not disguise commercial content

If a piece is sponsored, paid for, or written in exchange for anything, it says so at the top. We have no arrangement under which a payment buys favourable coverage. The disclosures page explains how the business actually makes money.

We name our authors

Articles carry a byline for a real person who stands behind them, with a verifiable professional profile. We do not publish under invented personas or fabricated credentials.

We do not invent people, quotes or data

No composite experts. No made-up testimonials. No salary figures without a source. Where a number comes from a survey or a dataset, we name it.

We use AI as a tool, not as an author

We work in AI governance, so we will be direct about this. AI tools assist with research, drafting and editing. Every published piece is reviewed, verified and signed off by a named human being who is accountable for it. Facts generated by a model are checked against a source before publication, not after.

What we expect of employers and recruiters

These apply to anyone posting a role or contacting candidates through our network.

• Post real, open roles. No listings for positions that are filled, cancelled, or collected purely to build a résumé database.
• Be the employer or be authorised by them. Say clearly whether you are the hiring organization or an agency acting for one.
• Describe the job accurately. The seniority, the scope, the location and the working arrangement in the listing should be the ones that exist.
• Never charge a candidate. Not for an application, not for training, not for equipment, not for a background check. Any request for money from a job seeker is a red flag, and we will remove the listing. See avoiding scams.
• Do not discriminate. Selection on race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, pregnancy or genetic information is unlawful in most of the jurisdictions we serve and is unacceptable in all of them.
• Handle candidate data properly. Collect what the hiring decision needs, keep it only as long as required, secure it, and honour deletion requests.
• Close the loop. Tell candidates where they stand. Silence after an interview is a choice, and it is a poor one.

Reporting a breach

If a listing or an approach through our network breaks any of the above, tell us at [email protected]. Include the listing, the organization and what happened. We investigate every report, we remove listings that warrant removal, and we will bar a repeat offender from the network.

To complain about something we did rather than something an employer did, use the complaints page.