Optional Graduation Date on Job Applications

Compliance requirements around age discrimination vary by state, and recruiting teams need more control over the applicant information they collect. For teams hiring in states with stricter rules, even standard application fields can create unnecessary compliance risk.

That is why Flo now gives teams the option to remove graduation dates from job applications.

The problem

Across the legal recruiting market, firms are navigating a more complex compliance environment. In some states, including Colorado, asking for information that could be used to infer a candidate’s age can raise concerns during the hiring process.

Graduation dates are one of those fields. They are common on applications, and often useful, but they are not always appropriate for every role or every jurisdiction.

For recruiting teams managing hiring across multiple states, the challenge is not whether graduation dates are useful. It is whether they should be collected in the first place for certain roles.

Without role-level control, teams are often left choosing between collecting more information than they need or creating manual workarounds outside their normal process.

What we shipped

Recruiting teams can now choose whether the Graduation Date field appears on a job application in Flo.

When creating or editing a job listing, teams will see a setting called “Include Graduation Date field in application.” If the setting is turned off, attorneys applying to that role will not be prompted to enter a graduation date as part of their education history.

The setting is controlled per job listing, so teams can apply it only where needed. A role posted in Colorado can have the field disabled, while other listings remain unchanged.

Why it matters

This gives recruiting teams a practical way to adapt to state-specific compliance requirements without adding extra steps to their process.

It also helps firms be more intentional about the information they collect from candidates. Strong hiring processes are not just about moving candidates through the funnel. They are also about collecting the right information at the right time, and avoiding fields that may create risk when they are not needed.

For teams already operating carefully, this kind of control matters. It helps keep the application process cleaner, more flexible, and better aligned with how firms need to hire across different jurisdictions.

Keep telling us where compliance requirements or manual workarounds are creating friction in your recruiting process. Those are exactly the places where Flo wants to give teams better controls.

Want to see how Flo supports more flexible recruiting workflows? Book a demo and we’ll walk you through it.