Security & compliance
Built to pass your security review.
Designed for the most confidential hiring decisions. Every model, message, and workflow is encrypted, monitored, and compliant by default.
Go to Trust Center →Our Principles of Trust
Your data, your control
We never use your hiring data to train or improve foundation models. Your information stays confidential, isolated, and under your control.
Built on zero-trust architecture
Our infrastructure follows zero-trust principles: least-privilege access, multi-factor authentication, and continuous identity verification. Only the right people have access, at the right time.
Security at every layer
All data is encrypted in transit and at rest using AES-256 and TLS 1.3, with continuous monitoring, audit logging, and rapid incident response.
Certified & Compliant
Team Theory is independently audited.
Explore our Trust Center for the latest certifications, security reports, and ongoing compliance updates.
Go to Trust Center →SOC 2 Type 2
CertifiedVerified controls across security, availability, processing integrity, confidentiality, and privacy.
Security controls
Encryption everywhere
All data is encrypted at rest and in transit using AES-256.
Siloed environments
Each customer's data is logically isolated with strong tenant separation, preventing unauthorized cross-access.
Audit logs & monitoring
Audit trails and continuous monitoring record all access and activity.
Regional hosting
Data is processed and stored within designated regions to meet regulatory requirements.
SSO access & encryption
Single Sign-On (SSO), identity management and encryption limit sensitive data to authorized users.
Independent testing
Our security posture is verified through regular third-party audits, penetration testing, and continuous vulnerability assessments, so issues are found and fixed before they affect customers.
Legal & regulatory compliance
Built for the laws that govern AI in hiring.
PE talent partners face a growing set of AI hiring laws, class action lawsuits, and regulatory enforcement. Team Theory was designed around them from the start, so your portfolio companies stay compliant across jurisdictions.
No Automated Rejection or Ranking
Team Theory provides evidence-based candidate assessments and recommendations, but never auto-rejects candidates or creates algorithmic rankings. Humans evaluate all recommendations and make final decisions, which avoids the core liability in Mobley v. Workday.
Zero Recording / Video Analysis
We don't record interviews, analyze facial expressions, or collect biometric data. That removes the risk that has cost other AI hiring platforms $650M+ in BIPA settlements.
Executive Assessment Science
Built on methodologies from top leadership advisory firms. It supports human judgment instead of replacing it, which avoids the discriminatory patterns driving current litigation.
Law · lawsuit · regulation
How Team Theory complies
Mobley v. Workday
What it requires
Nationwide collective action targeting Workday's AI resume screening that automatically rejected applicants over 40. Establishes 'agent' theory holding AI vendors directly liable alongside employers.
How Team Theory complies
Team Theory does not perform automated resume screening or candidate rejection. We provide executive assessment insights to human decision-makers, which removes the core liability that triggered this lawsuit.
NYC Local Law 144
What it requires
Requires annual bias audits for AI tools used as 'sole or most significant criterion' in hiring decisions. Targets automated screening and ranking systems.
How Team Theory complies
Team Theory provides evidence-based candidate assessments and comparisons with full human oversight. We never auto-reject candidates or create algorithmic rankings, so humans remain the primary decision-makers.
Colorado AI Act (SB 24-205)
What it requires
Classifies automated employment decisions as 'high-risk' AI systems requiring risk management programs and impact assessments (effective June 30, 2026).
How Team Theory complies
Team Theory provides evidence-based candidate assessments and recommendations, not automated hiring decisions. Humans evaluate all recommendations and make final choices, avoiding classification as a high-risk automated decision system.
Illinois Triple Threat (AIVIA + BIPA + HRA)
What it requires
AIVIA regulates AI video interview analysis. BIPA requires consent for biometric data ($650M+ settlements). HRA amendment prohibits AI discrimination in hiring.
How Team Theory complies
Team Theory does not conduct video interviews, facial analysis, or biometric data collection. We avoid the entire risk surface that has generated large BIPA settlements against video interview platforms.
Title VII / ADEA / ADA
What it requires
Prohibits employment discrimination. EEOC targets automated screening tools that create disparate impact based on protected characteristics.
How Team Theory complies
Team Theory's methodology is based on proven executive assessment science, not automated screening. Our structured approach supports human evaluators rather than replacing them, avoiding disparate impact liability.
California FEHA AI Regulations
What it requires
Enhanced bias testing requirements for AI tools that influence hiring decisions. Extended recordkeeping for algorithmic decision-making systems.
How Team Theory complies
Team Theory provides evidence-based candidate assessments and recommendations with comprehensive audit trails. Our methodology supports human decision-makers rather than automating candidate selection or rejection.
Federal / State Wiretap Laws
What it requires
Regulate recording of candidate communications. 12 states require all-party consent. Multiple lawsuits target AI tools that record interviews without proper consent.
How Team Theory complies
Team Theory does not record, transcribe, or monitor candidate communications. We support human-conducted assessments using proven methodologies, which removes wiretap and consent liability.
Harper v. Sirius XM / ACLU Cases
What it requires
Target automated resume screening (iCIMS), AI video interviews (HireVue), and accessibility barriers in AI hiring tools that discriminate against protected groups.
How Team Theory complies
Team Theory avoids all the technologies driving these lawsuits: no automated resume screening, no AI video analysis, no algorithmic candidate ranking. We support human decision-making instead of replacing it.
Our Commitment
PE talent partners trust Team Theory with their most consequential hiring decisions, from CEO searches to board composition. A single class action lawsuit can expose millions of candidates across a portfolio, so compliance is built into every workflow and decision point from the start.
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