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The terms state that users cannot opt out of or adjust Glassdoor's personalization features, which use location, Profile data, and activity to personalize job recommendations, content recommendations, and advertisements, unless they delete their account or remove information from their Profile.
This analysis describes what Glassdoor's agreement states, permits, or reserves. It does not constitute a legal determination about enforceability. Regulatory applicability and practical outcomes may vary by jurisdiction, enforcement context, and individual circumstances. Read our methodology
This provision establishes that personalization using location, Profile, and behavioral activity data cannot be disabled through a settings mechanism; the only stated alternatives are account deletion or removal of Profile information. This may require evaluation under GDPR Article 21 (right to object to processing) and CCPA opt-out rights where personalization involves the processing of personal data for targeted advertising.
Interpretive note: The enforceability of account-deletion-only opt-out as a substitute for a dedicated targeted advertising or profiling opt-out may vary by jurisdiction, particularly under GDPR Article 21 and California CPRA.
The updated terms identify Indeed, Inc. as the legal entity responsible for Glassdoor services, which affects where legal claims or notices must be directed. The terms now provide detailed procedures for copyright infringement claims under the DMCA, requiring claimants to submit specific information and contact an Indeed copyright department address. Users can opt out of the mandatory arbitration agreement by submitting a signed notice to the registered agent at the specified California address, though opting out does not affect other terms or previous arbitration agreements. The removal of the April 20, 2026 deadline for legacy login transition means that date-specific enforcement pressure has been eliminated, though the terms continue to authorize Indeed account login requirements.
View change record →Under these terms, users who wish to stop Glassdoor's use of their location, Profile, and activity data for job recommendations, content recommendations, and advertising personalization must delete their account or remove information from their Profile, as the terms state no dedicated opt-out or adjustment setting is available for these features.
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"You cannot opt out of or adjust these personalization features absent deleting your account or information from your Profile. The most important factors for personalization include your location and your Profile. We may use your personal information and activity to personalize: The jobs we, in partnership with Indeed, recommend to you or show you in search results; The groups, people, or Content we recommend you join or view; and The advertisements we show you.Excerpt from Glassdoor's Terms of Use
(1) REGULATORY LANDSCAPE: This provision implicates GDPR Article 21 (right to object to processing based on legitimate interests), GDPR Article 22 (automated decision-making and profiling), and CCPA/CPRA opt-out rights for targeted advertising and profiling. The California Privacy Rights Act specifically grants consumers the right to opt out of the use of their personal information for targeted advertising and profiling in certain contexts. The FTC has jurisdiction over representations about consumer control over data use. (2) GOVERNANCE EXPOSURE: High for EEA and California-based users. The assertion that account deletion is the only mechanism to stop personalization may conflict with GDPR Article 21, which requires that controllers offer a meaningful right to object to processing for profiling purposes without requiring the data subject to delete their account entirely. CPRA similarly establishes an opt-out right for targeted advertising that may not be conditioned on account closure. (3) JURISDICTION FLAGS: EEA residents have the strongest exposure given GDPR Articles 21 and 22 requirements. California residents are affected by CPRA's targeted advertising opt-out provisions. The UK GDPR establishes equivalent rights. These jurisdiction-specific rights may supersede the contractual limitation described in the provision regardless of what the terms assert. (4) CONTRACT AND VENDOR IMPLICATIONS: Employers and advertisers using Glassdoor's platform should be aware that the personalization and advertising targeting described in this provision operates across both Glassdoor and Indeed infrastructure. Ad Data restrictions in Section 5.4 limit advertisers' independent use of data derived from ads, but the platform's own personalization use of user data operates independently. (5) COMPLIANCE CONSIDERATIONS: Compliance teams should evaluate whether Glassdoor's personalization mechanism constitutes targeted advertising or profiling under CPRA or GDPR, and whether the account-deletion-only opt-out satisfies applicable legal standards for meaningful consumer control. Data mapping should identify whether personalization data flows to Indeed or third-party analytics providers and whether those flows require separate disclosure or consent mechanisms.
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This provision establishes that personalization using location, Profile, and behavioral activity data cannot be disabled through a settings mechanism; the only stated alternatives are account deletion or removal of Profile information. This may require evaluation under GDPR Article 21 (right to object to processing) and CCPA opt-out rights where personalization involves the processing of personal data for targeted advertising.
Under these terms, users who wish to stop Glassdoor's use of their location, Profile, and activity data for job recommendations, content recommendations, and advertising personalization must delete their account or remove information from their Profile, as the terms state no dedicated opt-out or adjustment setting is available for these features.
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