What we ask for.
And how it is handled.

Last updated 10 October 2026

A diagnostic asks you to share hiring, HR, payroll, and finance exports with an outside firm. This page sets out what is requested, what is never requested, who handles it, and what happens to it afterward. It is written for the executive sponsor and for the procurement, security, and legal teams who review the engagement.

Before any data moves

• Agreements come first. A mutual NDA and a data processing agreement are signed before any data request is issued. No data moves until both are in place.
• You see the rules first. Before any data is shared, you receive the measures that will be scored, the rules used to score them, and the stage weights. Any later change needs your executive sponsor's approval.

What we request

• Standard exports, not access. You send files. There are no system integrations, no credentials, and no connection to your environment.
• Only the fields the analysis needs. The Core diagnostic runs on six files: the headcount plan and budget, the requisition log, an applicant tracking export, HR records of hires and exits, recruiting spend by vendor, and overtime and contractor spend.
• Employee IDs are replaced before files are sent. Your team replaces employee identifiers with coded IDs, applied the same way to every file, so records can be matched without identifying anyone.

What we never request

• No classified or controlled information. Vantage does not request or accept classified information, controlled unclassified information (CUI), export-controlled technical data, or program documents.
• Clearance information arrives only as summary counts. For cleared roles, your security officer provides counts and median days by role family, with any group under five people suppressed. Vantage never sees individual clearance records.
• No sensitive personal identifiers. No Social Security numbers, bank details, home addresses, or health information.

Who handles it

• One person. Jen Smith handles your data personally. There is no analyst pool, no offshore processing, and no subcontractor.
• Transferred the way your team approves. Files move through an encrypted transfer method your IT or security team approves.
• Pay and performance stay in aggregate. Pay and performance data are reported only in combined form, never for a named person.

How findings are reported

• About the hiring system, not individuals. Findings describe stages, sources, sites, and processes. Vantage does not evaluate or rank named employees or candidates, and every employment decision remains yours.
• Manager results stay private. Results by hiring manager are never named in the report. Where sample sizes allow, each manager and their leader receive their own results privately, as coaching input.
• Every number can be rebuilt. Each figure traces to its source file and formula, so your finance team can check any number in the report.

What happens afterward

• Individual records are deleted within 30 days of close.
• De-identified results are kept for three years, so later progress can be measured against the baseline. They are deleted sooner on request.
• Anonymous industry benchmarks. Where your agreement allows, de-identified figures such as time to fill or first-year retention may be combined with other clients' figures to build industry benchmarks. No client is ever named.
• You keep the report and the workbook.

Optional work with your counsel

A screen of hiring steps for adverse impact, and any analysis of collaboration data, run only as an optional module that your counsel engages. Your counsel decides how that work is handled and protected.

Questions

Security, procurement, and legal teams are welcome to ask anything before an engagement begins. Write to [email protected] or call (720) 248-7038. How this site handles visitor information is described on the privacy page.