Compliance, Ethical AI & Authenticity Standards

1. Authentic Reviews & Zero Fake Testimonials Policy

SOLLERT enforces a zero-tolerance policy against deceptive consumer practices in accordance with FTC 16 CFR Part 465 (Rule on the Use of Consumer Reviews and Testimonials):

• No Fabricated Reviews: We never generate synthetic, simulated, or fictitious reviews, quotes, or customer endorsements using generative AI or deceptive copywriters.
• Verified Customer Quotes: All case studies, employer feedback snippets, and metrics published on sollert.io represent actual feedback provided by verified hiring managers, recruiters, or evaluated engineering candidates.
• No Paid Distortions: We do not offer financial compensation, free subscriptions, or incentives in exchange for biased or untruthful 5-star reviews.
• Unedited Critical Feedback: Where customer reviews are collected, we do not suppress or delete lawful negative feedback that accurately reflects user experiences.

2. Product Claims Substantiation & Empirical Benchmarks

Every efficiency, performance, and accuracy benchmark stated across our marketing pages is grounded in documented engineering benchmarks:

3. Regulatory Compliance with Local & International Employment Laws

SOLLERT is designed from the architecture level to facilitate compliance with emerging automated employment decision regulations worldwide:

• NYC Local Law 144 (AEDT): New York City requires automated employment decision tools to undergo independent annual bias audits for race, ethnicity, and sex impact ratios. SOLLERT provides employers with audit-ready scoring data logs and transparent rubric definitions to satisfy municipal reporting mandates.
• California Automated Decision Tools Regulations & CPRA: We provide candidates with affirmative opt-out disclosures and the right to request human review of any automated assessment evaluation.
• European Union AI Act (High-Risk Employment AI): SOLLERT incorporates human oversight controls (Human-in-the-Loop), algorithmic transparency documentation, detailed logging, and risk management systems required under Title III of the EU AI Act.
• EEOC Uniform Guidelines on Employee Selection Procedures: Evaluative criteria in SOLLERT rubrics focus strictly on job-related technical competencies, algorithms, and architectural capabilities, minimizing adverse impact across protected groups.

4. Copyrighted Images, Brand Assets & DMCA Takedown Policy

SOLLERT respects the intellectual property rights of creators and adheres strictly to the Digital Millennium Copyright Act (17 U.S.C. § 512):

• Original Assets: All graphic assets, user interface code, logos, and custom SVG icons on sollert.io are either proprietary original creations of SOLLERT Inc. or utilized under commercial open-source licenses (e.g. Lucide Icons under MIT License).
• Customer & Candidate Content: We make no claim of copyright ownership over candidate resume submissions, applicant GitHub repositories, or custom company job descriptions.
• DMCA Safe Harbor & Takedown Agent: If you believe any material hosted on sollert.io infringes your valid copyright, submit a formal notice to our designated agent:

5. Web Accessibility Charter (WCAG 2.1 AA Compliance)

We believe that technical talent screening should be accessible to all developers regardless of physical or cognitive ability:

• Colour Contrast: All public text elements conform to WCAG 2.1 Level AA minimum contrast ratios (at least 4.5:1 for normal text and 3:1 for large headings).
• Descriptive Alt Text: All informational imagery is annotated with descriptive alt attributes, while decorative icons are hidden from assistive technology with aria-hidden="true".
• Keyboard Navigation: Every interactive element—including navigation links, candidate sandbox controls, modals, and cookie preferences—can be navigated, activated, and dismissed using keyboard Tab, Enter, and Escape keys.
• Clear Buttons: Input forms provide explicit clear controls and visible reset affordances to assist motor-impaired and assistive tech users.