I disagree. If they know they are hosting employment ads, they need to be required to perform to legal standards. That means that, minimum, an employment ad sh

I disagree. If they know they are hosting employment ads, they need to be required to perform to legal standards. That means that, minimum, an employment ad should be seen differently than a regular ad by the algorithm and by the backend - no demographic weighting can be allowed within the protected classes; unless the employer applies for a BFOQ, makes it clear what that BFOQ is, and has it authorized by either an EEOC rep or an employment law professional within the ad platform (in this case Facebook). Otherwise they're clearly in violation of the law and knowingly so.