Security Without Compromise
Designed for the most confidential hiring decisions. Every model, message, and workflow is encrypted, monitored, and compliant—by default.
Go to Trust CenterOur Principles of Trust
Your data, your control
We never use your hiring data to train or improve foundation models. Your information stays yours—confidential, isolated, and under your control at all times.
Built on zero-trust architecture
Our infrastructure follows strict zero-trust principles, enforcing 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 industry-standard AES-256 and TLS 1.3. Continuous monitoring, audit logging, and rapid incident response ensure your environment stays secure around the clock.
Certified & Compliant
Team Theory is independently audited and certified against leading global frameworks
SOC 2 Type II
In ProgressVerified controls across security, availability, processing integrity, confidentiality, and privacy.
GDPR
CertifiedFull compliance with EU data protection requirements.
Explore our Trust Center for the latest certifications, security reports, and ongoing compliance updates.
Go to Trust CenterEnterprise-Grade Security
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
Comprehensive audit trails and continuous monitoring provide full visibility into access and activity, supporting accountability and compliance.
Regional hosting
Data is processed and stored within designated regions to meet both regulatory requirements and performance standards.
SSO access & encryption
Single Sign-On (SSO) combined with robust identity management and encryption ensures only authorized users can access sensitive data.
Independent Testing
Our security posture is verified through regular third-party audits, penetration testing, and continuous vulnerability assessments. Automated tooling and real-time monitoring provide visibility across systems, helping us detect and resolve issues before they impact customers.
Legal & Regulatory Compliance
PE talent partners face an escalating web of AI hiring laws, class action lawsuits, and regulatory enforcement. Team Theory was built from the ground up to navigate this legal landscape—ensuring your portfolio companies stay compliant across every jurisdiction.
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—avoiding the core liability in Mobley v. Workday.
Zero Recording/Video Analysis
We don't record interviews, analyze facial expressions, or collect biometric data. This eliminates the entire risk surface that has cost other AI hiring platforms $650M+ in BIPA settlements.
Executive Assessment Science
Built on proven methodologies from ghSMART and top leadership advisory firms. We enhance human judgment rather than replacing it, avoiding the discriminatory patterns driving current litigation.
| Law/Lawsuit/Regulation | Type | What It Requires | How Team Theory Complies |
|---|---|---|---|
Mobley v. Workday | Class Action | 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. | Team Theory does not perform automated resume screening or candidate rejection. We provide executive assessment insights to human decision-makers—eliminating the core liability that triggered this lawsuit. |
NYC Local Law 144 | Regulation | Requires annual bias audits for AI tools used as 'sole or most significant criterion' in hiring decisions. Targets automated screening and ranking systems. | Team Theory provides evidence-based candidate assessments and comparisons with full human oversight. We never auto-reject candidates or create algorithmic rankings, ensuring humans remain the primary decision-makers. |
Colorado AI Act (SB 24-205) | State Law | Classifies automated employment decisions as 'high-risk' AI systems requiring risk management programs and impact assessments (effective June 30, 2026). | 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) | State Laws | AIVIA regulates AI video interview analysis. BIPA requires consent for biometric data ($650M+ settlements). HRA amendment prohibits AI discrimination in hiring. | Team Theory does not conduct video interviews, facial analysis, or biometric data collection. We avoid the entire risk surface that has generated massive BIPA settlements against video interview platforms. |
Title VII / ADEA / ADA | Federal Law | Prohibits employment discrimination. EEOC targets automated screening tools that create disparate impact based on protected characteristics. | 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 | State Regulation | Enhanced bias testing requirements for AI tools that influence hiring decisions. Extended recordkeeping for algorithmic decision-making systems. | 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 | Privacy Laws | Regulate recording of candidate communications. 12 states require all-party consent. Multiple lawsuits target AI tools that record interviews without proper consent. | Team Theory does not record, transcribe, or monitor candidate communications. We support human-conducted assessments using proven methodologies, eliminating wiretap and consent liability entirely. |
Harper v. Sirius XM / ACLU Cases | Active Litigation | Target automated resume screening (iCIMS), AI video interviews (HireVue), and accessibility barriers in AI hiring tools that discriminate against protected groups. | Team Theory avoids all the technologies driving these lawsuits: no automated resume screening, no AI video analysis, no algorithmic candidate ranking. We enhance human decision-making instead of replacing it. |
Our Commitment
PE talent partners trust Team Theory with their most critical hiring decisions—from CEO searches to board composition. In an environment where a single class action lawsuit can expose millions of candidates across an entire portfolio, we've built compliance into every algorithm, every workflow, and every decision point. Your legal protection is not an afterthought—it's foundational.