⚖️ CALIFORNIA COMPLIANCE CHECKLIST — complete before publishing, then delete this callout.
- [ ] Pay range filled in — in the posting itself AND in the “Pay range” property. Good-faith salary/hourly range required (CA Labor Code §432.3, SB 1162, employers with 15+ employees). A link, QR code, or “DOE” does not satisfy it.
- [ ] No age signals — no “young”, “digital native”, “recent graduate”, no maximum years of experience, no graduation-date requirements. Minimums (“3+ years”) are fine.
- [ ] No gendered or coded language — no “salesman”, “he/she will…”; watch “aggressive”, “rockstar/ninja”.
- [ ] No criminal-history exclusions — never “clean record required” or “no felons” (CA Fair Chance Act). Keep the Fair Chance statement below.
- [ ] No driver’s license requirement unless driving is genuinely part of the job and no comparable alternative transport exists (SB 1100, two-part test).
- [ ] Degree requirements — only if truly necessary; prefer “or equivalent experience”.
- [ ] Requirements are real minimums — every listed requirement must be job-related; inflated requirements can have discriminatory effect under FEHA.
- [ ] No questions about salary history, citizenship (vs. work authorization), cannabis use off the job (AB 2188), or any protected characteristic — in the posting or the application form.
- [ ] Keep all three statements at the bottom (equal opportunity, fair chance, accommodations).
- [ ] Properties set: Type, Location, Status = Open, Job posted = today.
- [ ] Applicants form updated — add this role as an option to the “Role” select in the Applicants database (the form picks it up automatically).
We're building EverSettled — an early-stage company where you'd join at the very beginning and help shape both the product and the company.