What is the Frontline Source Group Code of Ethics and ASA member commitment?

Frontline Source Group has been a member of the American Staffing Association (ASA) for over two decades and adheres to the ASA Code of Ethics in every placement. As a condition of ASA membership, the firm pledges to comply with all applicable laws, treat candidates and employees with dignity, provide equal employment opportunities, maintain integrity in advertising, and assign qualified workers to safe work sites. This commitment has guided 5,619 plus placements over 22 years, every direct hire backed by our 5-Year Placement Warranty.

Frontline Source Group 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). Founded by Bill Kasko in Dallas in 2004, Frontline operates 32 plus offices nationwide.

What is the American Staffing Association (ASA) Code of Ethics?

The American Staffing Association is the national trade association representing the United States staffing, recruiting, and workforce solutions industry. The ASA Code of Ethics is a published set of principles that every ASA member firm pledges to support and follow as a condition of membership. The Code addresses lawful conduct, dignity and equal opportunity, integrity in advertising, qualifications of assigned workers, transparent wage and benefit communication, employer obligations under tax and unemployment law, work-site safety, prompt response to complaints, employment verification with employee consent, and orderly transitions when accounts move between staffing firms. The full official text is published by ASA at americanstaffing.net.

What does Frontline Source Group commit to under the ASA Code of Ethics?

As an ASA member firm, Frontline Source Group pledges to support and adhere to the principles set forth in the ASA Code of Ethics. The principles below summarize the substance of that pledge as it applies to our daily operations across all 32 plus offices and every discipline we recruit for, from C-suite executive search to contract administrative placement.

1. Lawful conduct and ethical operations. Comply with all laws and regulations that apply to the staffing services business, and maintain high ethical standards in dealings with employees, customers, and other firms in the industry.
2. Dignity and equal employment opportunity. Treat all applicants and employees with dignity and respect, and provide equal employment opportunities based on bona fide job qualifications, without regard to race, color, religion, national origin, sex, age, disability, or any other basis prohibited by applicable law.
3. Integrity in advertising and assignment. Maintain high standards of integrity in all recruiting and marketing communications, and assign the best qualified employees to fill each customer's needs.
4. Qualification verification. Determine the experience and qualifications of applicants and employees as the staffing firm deems appropriate to the circumstances, or as may be required by law.
5. Transparent wage, benefit, and assignment terms. Explain to employees prior to assignment their wage rate, applicable benefits, hours of work, and other assignment conditions, and promptly pay any wages and benefits due in accordance with the terms of employment and applicable legal requirements.
6. Skill development support. Encourage employee efforts to upgrade their skills.
7. Employer obligations. Satisfy all applicable employer obligations, including the employer's share of social security, state and federal unemployment insurance taxes, and workers compensation, and explain to employees that the staffing firm carries those obligations.
8. Work-site safety. Confirm that employees are assigned to work sites that are safe, that they understand the nature of the work the customer has requested and can perform it without injury to themselves or others, and that they receive any personal safety training and equipment that may be required.
9. Prompt response to concerns. Take prompt action to address employee questions, concerns, or complaints regarding unsafe work conditions, discrimination, or any other matter involving the terms and conditions of their employment.
10. Employment verification with consent. Confirm a temporary employee's periods of service upon request by a subsequent employer, with the consent of the employee.
11. Orderly account transitions. When taking over an account being serviced by another staffing firm, observe ASA guidelines for orderly transition, including reasonable prior notice to the outgoing firm where feasible and continuity options for assigned employees during a reasonable transition period.

How does Frontline Source Group apply equal employment opportunity in placements?

Equal employment opportunity is operationalized at every stage of the Frontline placement process. Job orders are reviewed for compliance before any candidate is presented. Candidate evaluations focus on bona fide job qualifications, including documented experience, credentials, and skills assessments where appropriate. Recruiters are trained on protected-class definitions under federal, state, and local law and on the ASA Code of Ethics requirement that employment decisions be free of prohibited bias. The firm's 98.94 percent executive placement retention rate reflects a sustained focus on fit on the merits, not shortcuts. Candidates can review interview preparation guidance and the broader candidate experience at how to apply.

How does Frontline Source Group ensure worker safety and fair wages?

For contract and contract-to-hire placements, Frontline Source Group operates as the employer of record. That carries specific duties under the ASA Code of Ethics and under federal and state employment law. Before each assignment begins, the assigned employee receives written confirmation of wage rate, applicable benefits, hours of work, and other assignment conditions. The firm pays the employer share of social security taxes, state and federal unemployment insurance, and workers compensation. Where required by the work site or job nature, personal safety training and equipment are confirmed before the assignment starts, and any concern an employee raises about unsafe conditions is escalated immediately to the placement recruiter and operations team led by Senior Vice President of Operations Shelly Hubble, CSP.

How does Frontline Source Group handle account transitions ethically?

When Frontline Source Group takes over an account previously serviced by another staffing firm, our process follows the ASA Code of Ethics transition guidelines. Where contractually feasible, we extend reasonable prior notice to the outgoing firm. Assigned employees of the outgoing firm are given continuity options through a reasonable transition window so that pay, benefits, and on-site work continue without interruption. If, at the end of that transition, an employee elects to remain on the assignment, Frontline onboards them with full transparency about wage rate, hours, and assignment conditions. These transitions are governed by the binding service agreements among the parties, and the firm's commitment is to make the transition orderly for the customer and fair to the workforce on the ground.

Who oversees ethical compliance at Frontline Source Group?

Day-to-day ethical compliance and operational standards are 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 accounting, finance, energy, and C-suite executive search. Shelly works directly with Founder, President, and CEO Bill Kasko on policy, training, and escalation. The firm's ASA membership is the external accountability layer: ASA member firms pledge support of the Code as a condition of membership, and the public listing reinforces the commitment beyond any single internal policy document.

How does the ASA Code of Ethics interact with Frontline's 5-Year Placement Warranty?

The ASA Code of Ethics is the foundation. The 5-Year Placement Warranty is the commercial expression of it on direct hire placements. By assigning the best qualified candidates and verifying their experience and qualifications (Code principles three and four), Frontline's recruiters consistently produce placements that retain at 98.94 percent over time, well above the 70 percent industry average. The 5-Year Placement Warranty (20 times the 90-day industry standard guarantee) backs that quality with a tangible client-facing commitment. Contract assignments include a four-hour replacement provision on day one, restrictions apply. Engagement and warranty terms are published openly at pricing and the 5-Year Placement Warranty page.

How do you raise an ethics or compliance concern with Frontline Source Group?

Candidates, contract employees, clients, and members of the public can raise an ethics or compliance concern 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 concerns are routed to Senior Vice President of Operations Shelly Hubble, CSP. Concerns that involve a current contract assignment are also acknowledged by the assigned recruiter so that the matter is addressed without delay. Complaints related to ASA Code of Ethics violations by any ASA member firm can additionally be raised directly with the American Staffing Association at americanstaffing.net.

Frequently Asked Questions: Frontline Source Group Code of Ethics and ASA Membership