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We recently sat down with Leigh Valencia, Director of Compliance Services at JobTarget, for our Inside JobTarget interview series. The conversation covered what Compliance Services does, who relies on it, and how the team is guiding federal contractors through a shifting regulatory environment.
Here’s what stood out.
Who Compliance Services Is Built For
"Compliance is designed for federal contractors and subcontractors that must adhere to VEVRAA and Section 503 regulations," Leigh said.
Within those organizations, the product serves two groups. Compliance officers managing multiple state job bank accounts and regulatory posting requirements, and recruiters who want to stop spending time on manual, compliance-driven posting tasks so they can focus on strategic hiring.
These obligations typically apply to federal contractors above certain contract and employee thresholds. The industries that show up most frequently include financial services, healthcare, pharmaceuticals, and government suppliers.
Q: Who is JobTarget Compliance Services built for?
A: Federal contractors and subcontractors with obligations under VEVRAA (veteran outreach) and Section 503 (IWD outreach). Within those organizations, it serves compliance officers managing state job bank accounts and recruiters looking to offload manual compliance posting tasks. Learn more about JobTarget's Compliance Suite.
What the JobTarget Compliance Automates
When Leigh described what Compliance Services handles day to day, it came down to five core workflows.
1 - Posting jobs to appropriate state job banks
2 - Distributing roles to veteran and disability-focused job sites
3 - Conducting outreach to local organizations
4 - Expanding candidate reach
5 - Capturing and storing proof of postings for compliance audits
That last point matters more than most teams realize. JobTarget keeps those posting records for three years. When a scheduling letter arrives from the OFCCP (Office of Federal Contract Compliance Programs), the documentation is already there. No scramble. No reconstruction.
As Leigh put it: "It simplifies and automates the complex, time-consuming process of staying compliant with federal job posting requirements."
Why Automation Matters Here
Leigh was direct about the stakes. "Compliance isn't optional, and it's not going away," she said. "Any manual process is prone to human error, especially when they involve repetitive tasks like job postings and recordkeeping."
Federal contractors are required to post to specific channels and document that they did it. When those tasks are manual, errors accumulate. When those errors surface in an audit, the contractor has a problem.
By automating the posting and recordkeeping side, Leigh said, "organizations can reduce risk while reclaiming their time back. That time can then be redirected toward higher-impact work that truly requires a human touch."
The Compliance Suite replaces those repetitive manual processes with a centralized, automated system. The compliance posting happens. The records get captured. The team focuses elsewhere.
Q: Why should federal contractors automate compliance posting?
A: Manual posting and recordkeeping processes are prone to human error, particularly when they involve the same repetitive tasks across multiple state job banks and outreach channels. Automation reduces that risk while freeing team capacity for higher-value work.
→ See how JobTarget's Compliance Suite works.
How Does JobTarget's Compliance Services Team Handle Regulatory Changes?
The regulatory environment shifted in 2025. Executive Order 11246 was rescinded. But obligations under Section 503 of the Rehabilitation Act (covering IWD outreach) and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) (covering veteran outreach) remain in force. They are statutory. They sit in federal law.
Leigh described how her team approaches this: "We follow shifts in policy and enforcement very closely and continuously update our products and communications to reflect those changes."
She also framed the team's role beyond the technology. "We see it as our responsibility to help guide our customers through the uncertainty. We stay deeply connected to what's happening in the regulatory landscape and share that knowledge through webinars, resources, and timely insights so our customers aren't left trying to interpret complex changes on their own."
The product itself supports this flexibility. "The product provides flexibility, allowing customers to adjust outreach strategies based on changing regulations or internal priorities," Leigh said.
The Compliance Suite Ecosystem
Compliance Services does not operate in isolation within JobTarget's product suite. Leigh described how it fits alongside several connected products.
CompliancePost is the core product. It works alongside Local Outreach (which distributes jobs to local organizations within a defined geographic radius), Activities (which provides centralized tracking and reporting for outreach efforts), and DiversityPost (an optional add-on which expands job distribution to broader audiences beyond federal compliance requirements). Marketplace and Programmatic solutions round out the broader recruitment advertising toolkit.
As Leigh described it: "Together, these tools create a holistic approach to recruitment and compliance."
A Long-Term Partner, Not a Point Solution
Leigh's framing of the long-term value was clear. Federal contractor compliance is not a one-time project. It is an ongoing operational requirement.
"Our customers benefit from continuous updates aligned with regulatory changes, reliable recordkeeping for audits, and scalable automation as their organization grows," she said. "It's not just a tool. It's a long-term compliance partner."
When asked to sum up the product in one phrase, Leigh kept it simple: "Automated assurance for compliance."
Learn how JobTarget's Compliance Services support federal contractors. Schedule a conversation with our team to talk through your compliance needs.
