Federal contractors are required to list jobs with the ESDS under VEVRAA. What matters is not just posting–but ensuring the process is consistent, documented, and defensible.
Manual Multi-State posting​
Manual posting across multiple states creates inconsistencies, delays, and increased risk of missed compliance requirements.
Without structured documentation, employers may struggle to demonstrate that required posting and outreach efforts were completed.
Inconsistent Workflows​
Decentralized processes lead to gaps in execution, making it difficult to ensure consistent, compliant practices across teams.
Ongoing Oversight​
Ongoing monitoring is often reactive and time-intensive, leaving organizations exposed when documentation is needed most.
The issue isn’t just whether jobs were posted, it’s whether your efforts can be clearly demonstrated and defended.
Establish audit-ready processes and documentation that support compliance and stand up to regulatory scrutiny.
Standardize workflows across locations and teams, ensuring consistent execution and alignment with compliance expectations.
Automate job distribution and documentation to reduce administrative burden while improving accuracy and control.
Extend reach through established ESDS and workforce networks, supporting compliant outreach and broader access to talent.
Centralized Submission
Centralize job submissions through a streamlined intake process, ensuring consistency, accuracy, and readiness for compliant distribution.
Multi-State Posting
Automate multi-state job distribution across required channels—ensuring timely postings aligned with compliance requirements.
Audit-Ready Records
Capture and organize posting activity into structured, audit-ready records—providing clear, defensible evidence of compliance.
Ongoing Oversight
Continuously monitor activity and documentation to maintain consistency, identify gaps, and support ongoing compliance oversight.
State Workforce Postings
Automated distribution aligned with regulatory expectations, reducing manual workload while ensuring every posting supports compliance and defensibility.
Instant Access to Records
Automation-driven reporting that transforms activity into structured, audit-ready evidence—without the administrative lift.
Community Partnerships
Efficient, automation-supported outreach that expands access to opportunities while reinforcing compliant recruiting practices.
Distribution Across Channels
Automated, controlled distribution across channels—balancing reach, consistency, and compliance integrity.
Secure Documentation
Automated documentation and secure processes designed to withstand scrutiny while minimizing internal administrative burden.
Many platforms focus on automating job distribution to increase speed and reach.
HR Unlimited goes further, applying automation to reduce administrative burden while ensuring every action supports compliance, documentation, and audit readiness.
ESDS compliance is no longer about whether jobs were posted – it’s whether your process can be proven.
Who Must Submit?
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Employers contracted with Ohio that meet one of the following criteria:
Employers contracted with Ohio for construction work
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Employees on payroll over a period of one month.
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Who Must Submit?
What Must Be Submitted?
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Construction employers contracted with Connecticut that meet either of the two criteria:
Construction employers contracted with Connecticut that meet either of the two criteria:
What Must Be Submitted?
Who Must Be Included
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
