This analysis describes what Indeed'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
AI-generated match scores and summary evaluations based on employer criteria may influence hiring decisions, and job seekers are subject to this automated assessment.
Interpretive note: The excerpt uses an ellipsis, suggesting text was omitted between the two quoted portions. The canonical claim addresses only the language present in the excerpt.
The updated terms authorize Indeed to process personal data for a broader range of purposes, including fraud, abuse, platform-security threats, and risks to users or the public. The policy now explicitly states that Indeed may share information with law enforcement, regulators, and government authorities where lawful and appropriate, including in cases where sharing is voluntary rather than in response to compulsory legal process. For job seekers, device information is now included when applications are transferred to employers' systems, such as applicant tracking systems or scheduling platforms.
View change record →The updated policy explicitly includes phone number as a type of device information that Indeed collects. Previously, the policy described device information as limited to IP address, device ID, and user agent. Additionally, the policy now states that Indeed relies on legitimate interests not only for keeping sites safe and secure, but also for 'improving our Sites and services', which broadens the stated basis for processing personal data. These changes formalize expanded data collection categories and processing justifications under the same legal framework.
View change record →Job seekers may be evaluated and scored by an AI system based on criteria set by employers, potentially affecting their visibility or selection in a hiring process.
How other platforms handle this
Tinder may itself use or offer to You certain software-enabled technology utilizing artificial intelligence or machine learning systems ("AI Technology") as part of the Services.
This includes the use of automated, dynamic vetting and scoring analysis tools to identify and take action, as well as human review to supplement our automated abuse prevention.
We use automated decision-making to help improve our products and services to you. For example, we may use automated technologies to send you job alert emails regarding roles that may be of interest to you based upon your search criteria...
"Employers may use Indeed to generate an AI-powered summary evaluation and a match score based on Employer job criteria...The score reflects how well the Job Seeker meets Employer "must-have" and "nice-to-have" criteria...Excerpt from Indeed's Privacy Policy
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AI-generated match scores and summary evaluations based on employer criteria may influence hiring decisions, and job seekers are subject to this automated assessment.
Job seekers may be evaluated and scored by an AI system based on criteria set by employers, potentially affecting their visibility or selection in a hiring process.
ConductAtlas has identified this type of provision across 217 platforms. See the full comparison.
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