LinkedIn states that your profile information and activity may be visible to recruiters, employers, and other users or visitors, depending on the privacy settings you have configured.
This analysis describes what LinkedIn'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
The default visibility of profile data to third parties including recruiters and employers means that professional and personal information shared on LinkedIn may be accessed and used by organizations for hiring, background assessment, or commercial purposes unless settings are actively restricted.
Profile data including work history, education, skills, and endorsements may be visible to and used by recruiters and employers by default. Members can manage profile visibility through LinkedIn's Privacy Settings at linkedin.com/psettings/privacy.
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"Our Services allow members and visitors to explore career and business opportunities, connect with professionals, find employees, and find people for various professional opportunities. Your profile information and activity on our Services may be visible to recruiters, employers, and other members or visitors depending on your privacy settings.— Excerpt from LinkedIn's LinkedIn Privacy Policy
1. REGULATORY LANDSCAPE: This provision implicates GDPR principles of purpose limitation and data minimization for EU users, and CCPA provisions on the use of publicly available personal information for California residents. Employment-related data use may also engage sector-specific guidance from data protection authorities regarding automated profiling for recruitment purposes. 2. GOVERNANCE EXPOSURE: Low to medium. Profile visibility to recruiters and employers is a core and disclosed function of the LinkedIn platform, but members may not fully appreciate the scope of third-party access to their professional and personal data absent active privacy setting management. 3. JURISDICTION FLAGS: EU/EEA users have GDPR rights to object to processing based on legitimate interests, which may apply to certain recruitment-related uses of profile data. Illinois and other U.S. states with biometric or sensitive data laws should monitor whether profile verification features engage additional obligations. 4. CONTRACT AND VENDOR IMPLICATIONS: Employers and recruiters using LinkedIn's talent acquisition tools should ensure their use of member profile data complies with applicable employment privacy laws and data minimization obligations, particularly in the EU. 5. COMPLIANCE CONSIDERATIONS: HR and talent acquisition teams using LinkedIn data for hiring decisions should assess whether their use of LinkedIn profile data for automated screening or profiling requires a lawful basis assessment or data protection impact assessment under GDPR.
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The default visibility of profile data to third parties including recruiters and employers means that professional and personal information shared on LinkedIn may be accessed and used by organizations for hiring, background assessment, or commercial purposes unless settings are actively restricted.
Profile data including work history, education, skills, and endorsements may be visible to and used by recruiters and employers by default. Members can manage profile visibility through LinkedIn's Privacy Settings at linkedin.com/psettings/privacy.
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