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
This prohibition limits how determinative Indeed-provided data can be in hiring outcomes, placing the burden of independent judgment on employers.
The updated terms expand employer obligations to ensure posted roles comply with child labor and minimum age laws, shifting responsibility from Indeed to the employer to determine lawfulness. Demographic data collection is now permitted from any employer subject to legal authorization, rather than only federal contractors, broadening the scope of collection. The terms explicitly state that employers have no access to demographic data collected from job seekers without their permission, even through legal process. For API users and developers, the restructured terms remove specific usage caps and billing restrictions that previously applied to Sponsored Jobs API, though the terms now require developers to inform end users of Indeed's terms and monitor for violations.
View change record →The updated terms authorize Indeed to use your profile information and job preferences to automatically draft application content for particular jobs, powered by AI-Generated Content as defined in Section D.9 of the General Terms. You retain the ability to review, edit, and delete any drafted applications before submission. The terms emphasize that you remain responsible for reviewing all drafted content. Additionally, the terms remove a previously described voluntary bot-validation process; the changed text does not add a replacement process. The credential verification feature has been renamed to 'Credential Check' with no material change to the underlying procedures.
View change record →Employers are contractually prohibited from relying exclusively or predominantly on Indeed-provided content when making hiring or recruitment decisions.
How other platforms handle this
Your User Submissions will not contain any: (a) swearing; (b) comments or actions which appear to be discriminatory...(c) comments or actions which promote bigotry, racism, hatred...(d) sexual innuendo...
Don't create or share defamatory or libelous content that could damage someone's reputation or falsely portray them in a harmful way.
Target does not sell games rated "AO: Adult Only" or movies rated NC-17.
"You agree not to use any Indeed-provided functionality, summary, score, or other content as the sole factor, as a factor weighted more than other factors, or to modify or overrule conclusions derived from other factors, in your decision-making, recruitment, or hiring processes.Excerpt from Indeed's Terms of Service
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This prohibition limits how determinative Indeed-provided data can be in hiring outcomes, placing the burden of independent judgment on employers.
Employers are contractually prohibited from relying exclusively or predominantly on Indeed-provided content when making hiring or recruitment decisions.
ConductAtlas has identified this type of provision across 238 platforms. See the full comparison.
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