Accessibility Statement

1. Conformance target

We aim to conform to the Web Content Accessibility Guidelines (WCAG) 2.1 at Level AA, published by the World Wide Web Consortium (W3C). WCAG 2.1 AA is also the technical standard referenced by the U.S. Department of Justice for compliance with Title III of the Americans with Disabilities Act (ADA) and by U.S. federal agencies under Section 508 of the Rehabilitation Act.

We treat WCAG 2.1 AA as a minimum, not a ceiling \u2014 several features (built-in dyslexia and high-contrast themes, semantic landmarks, skip-to-content link) exceed the baseline.

2. What we support

Assistive technologies

This site has been built and tested with the following assistive technologies in mind:

• Screen readers \u2014 NVDA, JAWS, VoiceOver (macOS and iOS), TalkBack (Android), Narrator
• Keyboard-only navigation \u2014 Tab / Shift+Tab order, visible focus rings, a \u201cSkip to main content\u201d link, no keyboard traps
• Voice control \u2014 Dragon NaturallySpeaking, Voice Control (macOS / iOS), Voice Access (Android)
• Switch and eye-tracking input \u2014 standard click and focus targets are large enough (minimum 44\u00d744 CSS pixels for primary actions) to be used with switch scanning or eye-gaze pointers such as Tobii
• Magnification \u2014 ZoomText, macOS Zoom, browser zoom up to 200% without loss of content or functionality

Built-in accommodations

• Dyslexia-friendly theme \u2014 switch to the OpenDyslexic font with cream background, increased letter spacing, and 1.9 line height from the theme toggle in the top bar
• High-contrast theme \u2014 black background with yellow accents and pure-white text for low-vision users
• Magic-link sign-in \u2014 no passwords to remember, type, or recover
• Demo mode \u2014 explore every screen without creating an account
• Accessibility profile \u2014 optionally store your access needs (private to your account) so the job filter can prioritize listings that match
• Reduced-motion \u2014 page transitions respect the operating-system \u201creduce motion\u201d setting

3. Privacy of disability data

If you choose to store an Accessibility Profile, that data is treated as sensitive personal information under U.S. and EU privacy law. It is used only to filter job listings for your own account. It is never placed on r\u00e9sum\u00e9s, shared with employers, sold, or used to make eligibility decisions. See the Privacy Policy for full details.

4. Known limitations

We are honest about what is not yet perfect:

• Some third-party job-listing content (titles, descriptions) is pulled from external APIs (RemoteOK, Jobicy) and may use formatting we cannot rewrite. We render it as plain text wherever possible.
• PDF r\u00e9sum\u00e9 export is not yet available; the current export format is plain text and HTML, which are screen-reader-friendly.
• Live video or audio content is not used anywhere on the site. If we add it, captions and transcripts will be provided.

5. Report a barrier or request an accommodation

If you encounter any page, button, form, or feature that is not accessible to you, please tell us. We treat accessibility reports as priority bugs.

We aim to acknowledge accessibility reports within 2 business days and resolve them within 30 days, or sooner for issues that block core functionality.

6. Alternative formats and accommodations

If you need information from this site in an alternative format (large print, plain-text email, audio description, or other accommodation), email us and we will provide it at no cost. We will also accept job-application materials or feedback in any format that works for you.

7. Feedback we want

If a feature would make this site work better for you, we want to hear it. CandyBabble Careers is built specifically for accessibility, and feedback from real users with real access needs is the most valuable signal we receive.

8. Contact

This statement is provided for informational purposes. It is not legal advice. For binding interpretation of accessibility rights under the ADA, Section 508, EN 301 549, or other laws, consult a qualified attorney in your jurisdiction.