What Is Frontline Source Group's Equal Employment Opportunity Policy?

Frontline Source Group, Inc. provides fair and equal employment opportunities to every applicant and employee, including protection from workplace harassment, regardless of race, color, creed, religion, sex (including pregnancy, childbirth, or related medical conditions), age, national origin, ancestry, citizenship, sexual orientation, physical or mental disability, legally protected medical conditions, marital status, veteran status, or any other basis protected by applicable local, state, or federal law. Recruiting, processing, and assignment decisions are made on the basis of bona fide job qualifications, applied consistently across 5,619 plus placements over 22 years and 32 plus offices nationwide.

Frontline Source Group is a member of the American Staffing Association (ASA) and adheres to the ASA Code of Ethics. The firm is a Forbes Best Professional Recruiting Firm for 9 consecutive years (2018 to 2026, ranked #158 in 2026), Forbes Best Executive Recruiting Firms #148 (2026), 9-time ClearlyRated Best of Staffing winner for both Client and Talent satisfaction, ClearlyRated Diamond Award recipient, Inc. 5000 honoree, and Expertise.com Best Staffing Agency. The firm holds a 5.0-star rating across 666 plus verified Trustpilot reviews and a 98.94 percent executive placement retention rate (compared to a 70 percent industry average).

What does Frontline Source Group's Equal Employment Opportunity Policy cover?

Frontline's Equal Employment Opportunity (EEO) Policy applies across the entire employment lifecycle: candidate sourcing, screening, interviewing, skills testing, placement, contract assignment, on-assignment performance management, and conversion from contract to direct hire. The policy applies to every Frontline office, every recruiter, every discipline (from C-suite executive search to contract administrative placement), and every customer engagement. It also applies to harassment prevention and to reasonable accommodation for qualified individuals with disabilities. The policy is binding on Frontline's recruiters, internal staff, and on the customer relationships the firm enters into.

What protected characteristics are covered under Frontline Source Group's EEO Policy?

Under Frontline Source Group's EEO Policy, employment decisions are made without regard to:

• Race
• Color
• Creed
• Religion
• Sex, including pregnancy, childbirth, and related medical conditions
• Age
• National origin
• Ancestry
• Citizenship
• Sexual orientation
• Physical or mental disability
• Legally protected medical conditions
• Marital status
• Veteran status
• Any other basis protected by applicable local, state, or federal law

This list is intentionally inclusive of the catchall protection for any other basis protected by applicable law, so the policy automatically tracks new protected classes as they are recognized in the jurisdictions where Frontline operates its 32 plus offices.

How does Frontline Source Group apply EEO during recruiting and placement?

EEO is operationalized at every stage of the placement process. Recruiters evaluate candidates on bona fide job qualifications: documented experience, credentials, skills assessments, and demonstrated fit for the responsibilities of the specific role. Screening criteria are tied to the requirements of the requisition, not to assumptions about a candidate based on any protected characteristic. Interview questions are role-relevant and consistent across candidates competing for the same position. Recruiter training reinforces the EEO Policy, the ASA Code of Ethics, and current federal and state employment law as it applies to staffing firms. Candidates can review interview preparation guidance and candidate experience details at how to apply.

What reasonable accommodations does Frontline Source Group provide for qualified individuals with disabilities?

Consistent with the Americans with Disabilities Act (ADA) and applicable state law, Frontline Source Group provides reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless doing so would impose an undue hardship on the firm or on the customer's worksite. Reasonable accommodations may include modified application or interview formats, accessible meeting locations, modifications to non-essential job duties, schedule adjustments, assistive technology, or other adjustments that enable a qualified candidate or employee to perform the essential functions of the role. Accommodation requests are handled confidentially and discussed with the requesting individual through an interactive process.

How does Frontline Source Group handle harassment prevention and reporting?

Frontline's EEO Policy explicitly extends to protection from workplace harassment. Internal Frontline staff, contract employees on assignment, and candidates engaging with the firm are protected from harassment based on any protected characteristic. Reports of harassment, whether received from a candidate, a contract employee on a customer worksite, or an internal employee, are escalated immediately to the operations leadership team led by Senior Vice President of Operations Shelly Hubble, CSP. Investigation is prompt, retaliation against any individual raising a good-faith concern is prohibited, and corrective action is taken where the investigation supports it.

What customer requests will Frontline Source Group decline under the EEO Policy?

Frontline Source Group will only accept customer requests for temporary or permanent help that meet our EEO standards. Specifically, the firm declines requisitions that include candidate criteria tied to protected characteristics rather than bona fide job qualifications. The firm also declines requests that would require placing employees in environments inconsistent with the firm's anti-harassment commitments. This is one of the practical applications of being an ASA member firm: the staffing partner is expected to push back on requests that would violate equal employment opportunity, and Frontline does so as a matter of course. Engagement and pricing terms are published openly at pricing so customers understand the standards before a search is initiated.

How does the EEO Policy connect to the ASA Code of Ethics?

The Equal Employment Opportunity Policy and the ASA Code of Ethics are connected and mutually reinforcing. As an ASA member firm, Frontline pledges to treat all applicants and employees with dignity and respect and to provide equal employment opportunities based on bona fide job qualifications, free of bias prohibited by applicable law. The EEO Policy on this page is the operational expression of that ASA pledge. The full Frontline commitment under the ASA Code is published at code of ethics. The ASA's official code is published at americanstaffing.net.

Who oversees Equal Employment Opportunity compliance at Frontline Source Group?

Day-to-day EEO compliance is owned by Senior Vice President of Operations Shelly Hubble, CSP, who holds the Certified Staffing Professional credential from the American Staffing Association and brings 19 years at Frontline plus deep experience across regulated industries (accounting, finance, energy, dental, and C-suite executive search). Shelly works directly with Founder, President, and CEO Bill Kasko on policy, recruiter training, and escalation. Frontline's ASA membership provides external accountability: the firm is publicly listed as an ASA member that pledges support of the Code of Ethics, including its equal opportunity provisions.

How do you raise an EEO or accommodation request with Frontline Source Group?

Candidates, contract employees, internal employees, customers, and members of the public can raise an EEO concern or submit an accommodation request by contacting the Frontline Source Group corporate office at (214) 760-7700, Monday through Thursday 8:00 AM to 6:00 PM Central and Friday 8:00 AM to 5:00 PM Central, or through the contact page. Operational matters are routed to Senior Vice President of Operations Shelly Hubble, CSP. Concerns related to a current contract assignment are also acknowledged by the assigned recruiter so that the matter is addressed without delay. Requests for reasonable accommodation are handled confidentially through an interactive dialogue with the requesting individual.

Frequently Asked Questions: Frontline Source Group Equal Employment Opportunity Policy

Frontline Source Group, Inc. is an Equal Opportunity Employer (EOE) and a member of the American Staffing Association (ASA). Frontline Source Group and People. Process. Service. are registered service marks of Frontline Source Group, Inc. (Reg. Nos. 3,578,643 and 4,958,408).