Questions an Employer Cannot Ask in a Job Interview

Questions an Employer Cannot Ask in an Interview

When looking for a new job, the number of things you’re asked about can be overwhelming — and it can be difficult to discern what you even have to answer in the first place. Many questions may be inappropriate or illegal for an employer to ask. So, to help you overcome any imposter syndrome in the interview process, we’ve compiled a list of what potential employers cannot ask about in interviews. Bear in mind, though, that this is simply an overview of common topics employers are not allowed to bring up. For additional information, we suggest visiting the US Equal Employment Opportunity Commission!

Climb credit does not provide legal advice. We recommend consulting an employment law professional if you have legal questions, or if you believe you have been discriminated against.

Age

Following the Age Discrimination in Employment Act of 1967, employers cannot ask any age-related questions such as how old you are, when you graduated, or how long you’ve been working. However, there are some instances in which they must verify that you meet a legal age minimum requirement for the role, in which case they may ask if you’re at least a certain age.

Race, ethnicity, or citizenship

Similar to above, employers are only allowed to verify that a candidate is legally allowed to work in the US. The Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin, so interviewees cannot be asked — for example — where they are from or what their ancestry, ethnicity, first language, or citizenship status is.

Health and disability

Interviewers are prohibited from asking whether you have any disabilities, medical conditions, past injuries, or what your genetic information is. Instead, they are only allowed to ask if you can do everything in the job description.

Gender, sex, or sexual orientation

In addition to being unable to ask about a candidate’s sex, interviewers also cannot ask about their gender identity or sexual orientation, unless it can be proven to be a genuine job qualification. Except for such cases, they cannot ask what an interviewee’s gender or sex is, or what their sexual orientation is.

Marital or family status

Employers also cannot discriminate based on marriage or family status, so questions they cannot ask include whether you’re married, whether you have or are planning to have children, or what childcare arrangements you’ve made.

Religion

As mentioned earlier, the Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. Because of this, job candidates cannot be asked what their religion is, whether they go to church, or what religious holidays they observe.

Salary history

In many places throughout the US, there are state and local laws put in place which prohibit employers from asking about previous salaries. Before interviewing, check to see if any such laws are in effect in your area, as well as whether it applies to your field.

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Typical Partner Results:

  • 15-30% of students qualify for Climb Loans with upfront tuition delivered to the school shortly after course start
  • 45-60% of students qualify for 0% APR* payment plans
  • Enrollment increases of 20%+ reported by partner schools**

**Results vary by school and student demographics. This represents performance reported by individual school partners and should not be considered a guarantee of your specific outcomes.

The bottom line: CAS is designed to maximize your net tuition recovery while eliminating the administrative headaches of student financing.

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Pro Tip: Schools that require student deposits and set up automatic payments during enrollment see significantly better repayment performance across all financing options. These simple steps can meaningfully improve your outcomes.

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We use a comprehensive, AI-driven assessment that goes beyond traditional FICO scores to better serve career training students:

  • Climb Credit Score: Over 150 data points specifically designed for vocational students
  • Debt-to-Income Ratio: Reliable predictor of payment performance
  • FICO Score: Used primarily for interest rate assignment

Key advantages of our approach:

  • Soft credit pull until loan funding (no credit impact during application)
  • The majority of students receive instant decisions
  • Students can apply with co-borrowers directly in the application
  • More accurate placement into appropriate financing products

We use a comprehensive, AI-driven assessment that goes beyond traditional FICO scores to better serve career training students:

  • Climb Credit Score: Over 150 data points specifically designed for vocational students
  • Debt-to-Income Ratio: Reliable predictor of payment performance
  • FICO Score: Used primarily for interest rate assignment

Key advantages of our approach:

  • Soft credit pull until loan funding (no credit impact during application)
  • The majority of students receive instant decisions
  • Students can apply with co-borrowers directly in the application
  • More accurate placement into appropriate financing products

Students are placed into funding brackets (Elite, Standard, Enhanced) based on our AI assessment. Higher-credit students generate higher upfront payments to your school, while students with limited credit are seamlessly directed to our 0% Payment Plan.

These brackets are established using data from over $1 billion in career training loan originations and may be adjusted periodically based on updated repayment trends.

Important note: Regardless of which bracket a student falls into, they are considered fully paid by your school once funded. The student’s repayment obligation exists exclusively between Climb and the student.

Elite Access not available for Computer Science programs. Upfront percentages vary by industry and loan terms.

Once Climb disburses upfront funding for a student loan, that student is considered fully paid by your school. You will not receive any additional payments for that student—the single upfront payment is complete and final.

From that point forward, the student’s repayment obligation exists exclusively between Climb and the student. Your school has zero liability if the student defaults, and you keep the full upfront payment regardless of the student’s future payment performance.

They’re automatically offered our 0% Interest Payment Plan, ensuring no student is turned away while maintaining steady monthly cash flow for your school.

Higher-credit students generate larger upfront payments (75-100% of tuition), while students with limited credit use our 0% APR* Payment Plan for consistent monthly revenue. Both options are risk-free for your school

Absolutely. Climb complements existing payment options like scholarships, employer-sponsored programs, and internal financing.

Absolutely. Climb complements existing payment options like scholarships, employer-sponsored programs, and internal financing.

Typically, within 5-10 business days after your partnership agreement is signed.

Comprehensive onboarding webinar, continuous partner support via AI-assisted chat and live email—and real-time borrower assistance with our live-chat-available student success team.

No. Climb fully manages the administrative responsibilities—your team simply monitors your school’s performance via our intuitive School Portal.

Your school is fully protected either way. For Climb Loans, you keep the entire upfront payment with zero liability. For Payment Plans, you only receive what students actually pay, with no risk to your school.