TAC Workforce Solutions — Terms of Service & Assessment Disclaimer
Effective Date: July 19, 2026 Last Updated: July 31, 2026
1. Agreement to Terms
By accessing or using any TAC Workforce Solutions product, service, or assessment platform — including tacws.net, tools.tacws.net, and assess.tacws.net — you agree to be bound by these Terms of Service. If you do not agree, do not use our services.TAC Workforce Solutions LLC is an Illinois-based human resources technology company. These Terms govern your use of our assessment tools, HR document generators, and related services.
2. Description of Services
TAC Workforce Solutions provides:
Behavioral Assessment Tools — AI-assisted assessments designed to surface behavioral patterns across core dimensions including Integrity and Trust, Self-Awareness, Collaboration, Ambition and Alignment, and additional dimensions depending on assessment type.
HR Document Generators — AI-assisted tools for generating job descriptions and offer letters.Assessment Reports — AI-generated employer reports and candidate Growth Profiles based on assessment responses.
3. Assessment Disclaimer — Read Carefully
TAC assessments are informational tools, not clinical instruments.
The following limitations apply to all TAC assessments and must be understood before purchase or use:
3.1 — Not a Sole Basis for Employment Decisions TAC assessment results must not be used as the sole basis for any hiring, promotion, demotion, termination, or other employment decision. Results are designed to be one input among many in a broader evaluation process that includes interviews, references, work samples, and other relevant information.
3.2 — Not Clinically Validated TAC assessments are built on established behavioral science frameworks and informed by research in industrial-organizational psychology. They are not formally validated clinical instruments. TAC does not claim statistical validity against a normative population. Employers and candidates should interpret results accordingly.
3.3 — Employer Responsibility for Legal Compliance Employers are solely responsible for ensuring their use of TAC assessments complies with all applicable federal, state, and local employment laws including but not limited to:
Equal Employment Opportunity Commission (EEOC) guidelines
Americans with Disabilities Act (ADA)
Title VII of the Civil Rights Act
Age Discrimination in Employment Act (ADEA)
The Illinois Human Rights Act, as amended by HB 3773 (AI use in employment decisions) — effective January 1, 2026, Illinois employers must notify applicants and employees when AI is used in covered employment decisions, and may not use AI in a way that has a discriminatory effect on a protected class, regardless of intent
Other state and local AI-in-employment disclosure laws, a list that is actively growing as more states enact similar requirements — including, as of this writing, Illinois (HB 3773, effective January 1, 2026), New York City (Local Law 144, applies to any applicant residing in NYC regardless of employer location), Connecticut (SB 5, phased in beginning October 1, 2026), Colorado (disclosure framework currently set to take effect January 1, 2027, pending final rulemaking), and Maryland. Employers should confirm current requirements for every state in which they have applicants or employees, not just where they are headquartered
Any other applicable state or local anti-discrimination or AI-in-employment disclosure lawsTAC Workforce Solutions does not provide legal advice. Employers with questions about compliance should consult qualified legal counsel before using assessment results in employment decisions.
3.4 — No Guarantee of Accuracy Assessment results reflect the candidate's self-reported responses at a single point in time. TAC does not warrant that results accurately predict job performance, cultural fit, or any other employment outcome. Human judgment, organizational context, and factors outside the scope of any assessment are essential to sound employment decisions.
3.5 — AI-Generated Content Assessment reports are generated using artificial intelligence. While TAC employs quality controls and reporting standards designed to produce constructive, accurate, and useful output, AI-generated content may contain errors, omissions, or interpretations that require human review before use. A qualified human decision-maker must review and apply judgment to every assessment output before it informs an employment decision.
4. Candidate Rights and Data Use
4.1 — Consent Candidates must provide explicit consent before completing any TAC assessment. By checking the consent box at the assessment intake screen, candidates acknowledge that their responses will be used to generate a behavioral report delivered to the purchasing organization and a personal Growth Profile delivered to the candidate's provided email address.
4.2 — Candidate Growth Profile Every candidate who completes a TAC assessment receives a personal Growth Profile regardless of their score. This profile is the candidate's personal property and is delivered directly to the email address they provide.
4.3 — Data Retention TAC stores assessment responses, scores, and generated reports in a secure database. Candidates may request deletion of their data by contacting support@tacws.net. TAC will fulfill verified deletion requests within 30 days.
4.4 — Data Sharing Candidate assessment data is shared only with the purchasing organization associated with the access code used. TAC does not sell, share, or disclose candidate data to third parties except as required by law.
4.5 — Aggregate and Benchmarking Use In addition to generating individual reports, TAC uses de-identified, aggregated assessment data to build normative benchmarks and improve its scoring models over time, consistent with its Ongoing Validation Commitment (Section 9). By completing a TAC assessment, candidates consent to this aggregate use in addition to the individual report use described in Section 4.1. Data used for benchmarking is stripped of personally identifying information before analysis and is never re-identified or shared in a form that could identify any individual candidate.
5. Employer Responsibilities
By purchasing TAC assessment packages, employers agree to:
Use assessment results as one input in a broader evaluation process — never as the sole basis for an employment decision
Maintain the confidentiality of employer reports and candidate information
Comply with all applicable employment laws when using assessment results, including applicable AI-in-employment disclosure laws
Not use assessment results to discriminate on the basis of any protected characteristic
Notify candidates that AI-assisted tools, including behavioral assessment scoring and reporting, are used as part of the evaluation process — consistent with applicable state and local AI-in-employment disclosure laws, including the Illinois Human Rights Act as amended by HB 3773
Provide candidates with TAC's model AI use notice (Section 14) or an equivalent notice satisfying applicable law, prior to assessment use
Not share access codes with individuals or organizations other than those for whom the assessment was purchased
6. Purchases, Refunds, and Access Codes
6.1 — Access Codes Upon purchase, TAC generates unique single-use access codes delivered to the purchasing email address. Each code is valid for one assessment completion and expires as specified at the time of purchase (90 or 180 days).
6.2 — Used Codes Access codes that have been used to begin an assessment cannot be refunded or replaced except in cases of documented technical failure on TAC's part.
6.3 — Technical Failures If a technical failure prevents an assessment from completing and the candidate's access code is marked as used, contact support@tacws.net with the candidate's name and access code within 7 days. TAC will review and issue a replacement code at its discretion.
6.4 — Refund Policy Unused access codes may be refunded within 14 days of purchase. Partially used packages (some codes used, some unused) are not eligible for refund on the used portion. Contact support@tacws.net for refund requests.
7. Intellectual Property
All TAC assessment questions, scoring frameworks, report templates, AI prompts, and proprietary methodologies are the intellectual property of TAC Workforce Solutions LLC. Reproduction, distribution, or reverse engineering of any TAC assessment content is prohibited without written permission.
Employer reports and candidate Growth Profiles are licensed for use by the purchasing organization and the assessed individual respectively. They may not be published, sold, or distributed beyond their intended recipients.
Names and terms used to describe TAC's proprietary tools and outputs — including but not limited to Culture Fit Score, TAC Growth Profile, and Culture Contribution Rating — are trademarks or service marks of TAC Workforce Solutions LLC, whether or not registered, and may not be used by third parties without written permission.
7A. Accessibility
TAC Workforce Solutions is committed to making its website and assessment tools usable by people of all abilities. If you experience difficulty accessing any part of tacws.net, tools.tacws.net, or assess.tacws.net, please contact support@tacws.net so we can assist you and address the issue.
8. Limitation of Liability
To the maximum extent permitted by law, TAC Workforce Solutions LLC shall not be liable for:
Any employment decision made based on assessment results
Any claims of discrimination arising from an employer's use of assessment results
Any employer's failure to provide required AI use notices to candidates or employees under applicable law
Any indirect, incidental, consequential, or punitive damages arising from use of TAC services
Any loss of business, revenue, or opportunity related to assessment outcomes
TAC's total liability for any claim arising from use of its services shall not exceed the amount paid by the purchaser for the specific assessment package at issue.
9. Assessment Methodology Statement
TAC Workforce Solutions assessments are built on established behavioral science frameworks informed by the following research foundations:
Industrial-Organizational Psychology — TAC assessment dimensions are aligned with principles recognized by the Society for Industrial and Organizational Psychology (SIOP) governing the validation and use of personnel selection procedures.
Future of Work Research — Assessment dimensions reflect the World Economic Forum's Future of Jobs research identifying self-efficacy, collaboration, and cognitive engagement as core workforce competencies through 2030.
Equity-Forward Design — All TAC assessment questions are reviewed for cultural bias, reading level barriers, and communication style penalties. Assessments use plain language accessible to candidates regardless of educational background.
Ongoing Validation Commitment — TAC is committed to building normative benchmarks from real assessment data over time. As the platform grows, outcome data will be used to support formal validation studies. TAC is transparent about the current stage of its validation process.
Assessment results should always be interpreted in the context of these methodological foundations and their current limitations.
10. Privacy
TAC Workforce Solutions collects and processes the following data:
From HR Tools users — email address, job title, and company name (used for lead generation and tool delivery)
From assessment candidates — name, email address, role, and assessment responses
From purchasing organizations — email address and Stripe payment information (processed by Stripe — TAC does not store payment card data)
TAC uses this data to deliver its services, improve its products, and communicate relevant information to users. TAC does not sell personal data to third parties.
For data deletion requests or privacy questions, contact support@tacws.net.
11. Changes to These Terms
TAC Workforce Solutions reserves the right to update these Terms at any time. Material changes will be communicated via email to registered users. Continued use of TAC services after changes constitutes acceptance of the updated Terms.
12. Governing Law
These Terms are governed by the laws of the State of Illinois. Any disputes arising from use of TAC services shall be resolved in the courts of Illinois.
13. Contact
TAC Workforce Solutions LLC support@tacws.net tacws.net Illinois, United States
For questions about these Terms, assessment methodology, data privacy, or refund requests, contact support@tacws.net.
14. Model AI Use Notice for Employers
Illinois law requires employers to notify applicants and employees when AI is used in a covered employment decision — and Illinois is not alone. As of this writing, similar requirements exist or are coming into effect in New York City (Local Law 144), Connecticut (SB 5), Colorado, and Maryland, and this list is actively growing as more states pass AI-in-employment legislation. If you have applicants or employees in more than one state, don't assume your home state's law is the only one that applies. TAC provides the following model notice as a courtesy. This is a starting template, not legal advice — employers should have their own counsel confirm it satisfies the requirements applicable to their workforce and location before use.
Notice of AI Use in Hiring Process
As part of our evaluation process, [Company Name] uses AI-assisted tools, including behavioral assessments, to help generate insights about candidates. These tools produce scores and written summaries that inform — but do not replace — human decision-making. A person, not the AI system, makes the final hiring decision. If you have questions about how this tool is used, contact [Company Name] at [contact email].Employers are responsible for delivering this notice (or their own equivalent) to candidates and/or employees before or at the time AI-assisted tools are used, and for keeping it current as applicable law evolves.
TAC Workforce Solutions LLC · Illinois · tacws.net These Terms of Service were last updated July 31, 2026