# The Opportunity to Compete Act: What It Means for Job Seekers

This bill tackles a growing problem in hiring: companies using automated computer systems to screen job applications and automatically rejecting candidates who don't have a bachelor's degree, even when that degree isn't truly necessary for the job. The Opportunity to Compete Act says that if a large employer uses these automated hiring systems, they have to be more flexible about educational requirements and give people with relevant work experience a fair shot.

Here's what changes: If a company with 500 or more employees uses a computerized hiring system (like an applicant tracking system that automatically filters applications), they must tell job seekers upfront how many years of experience the job actually requires. More importantly, if the job posting says it requires a bachelor's degree, the company has to consider applicants who have the required years of experience instead—even without the degree. That experience can come from traditional jobs, military service, community college, vocational training programs, or even some college coursework. This opens doors for people who've built real skills through work rather than a four-year degree.

There's an escape hatch for employers: if a company can prove to the Department of Labor that a bachelor's degree is genuinely necessary for the job (like for certain engineering or medical positions), they can get an exemption. They'd have to apply for this exemption, and the Labor Department has to respond within two weeks. Small companies with fewer than 500 employees are completely exempt from these rules. The Labor Department has one year to set up how they'll enforce this law and handle complaints from workers who think they were unfairly rejected because of overly strict degree requirements.