When you apply for a job at Palantir, they collect your personal details, work history, and education information to evaluate your application and contact you.
This analysis describes what Palantir'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
Recruitment data is sensitive and may be retained beyond the hiring decision; the policy should specify retention periods and whether applicant data may be used for future roles or shared with third-party recruitment platforms.
Interpretive note: The policy does not specify retention periods for recruitment data or disclose whether automated decision-making tools are used, creating uncertainty about full GDPR Article 13 compliance.
The updated Privacy Statement now authorizes Palantir to disclose personal data to promotional code partners who may then contact you if you sign up for a Palantir service using their code. This establishes a new third-party contact pathway not previously disclosed in the policy. The terms do not specify how frequently partners may contact you, what data is included in the disclosure, or whether you can opt out of partner contact after signing up.
View change record →Removal of this specific recruitment provision eliminates explicit disclosure of what data is collected from job applicants and how it is used, potentially reducing transparency in the hiring process.
View full change record →Job applicants' personal data — including professional history and contact details — is collected and processed for recruitment evaluation. The policy does not explicitly state how long this data is retained or whether automated screening tools are used, which may be material for GDPR Article 22 compliance in EU jurisdictions.
How other platforms handle this
to request that your data be transferred to a third party (data portability)
Your organization may allow you to access and export your data in order to back it up or transfer it to a service outside of Google.
Further, you may take legal actions in relation to any potential breach of your rights regarding the processing of your Personal Information, as well as to lodge complaints before the competent data prot...
"We collect personal data from job applicants in connection with our recruitment activities. This may include your name, contact information, work history, educational background, and any other information you choose to provide in connection with your application. We use this information to evaluate your suitability for employment and to communicate with you about your application.Excerpt from Palantir's Privacy Statement
REGULATORY LANDSCAPE: Recruitment data processing engages GDPR and UK GDPR requirements for transparency, data minimization, and — where automated decision-making is involved — Article 22 obligations.
Enforcement risk, jurisdiction flags, contract triggers, and due diligence action items.
Ad personalization controls removed. Contact scanning added. Advertiser data partnerships quietly dropped. A timeline of every change.
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Recruitment data is sensitive and may be retained beyond the hiring decision; the policy should specify retention periods and whether applicant data may be used for future roles or shared with third-party recruitment platforms.
Job applicants' personal data — including professional history and contact details — is collected and processed for recruitment evaluation. The policy does not explicitly state how long this data is retained or whether automated screening tools are used, which may be material for GDPR Article 22 compliance in EU jurisdictions.
ConductAtlas has identified this type of provision across 289 platforms. See the full comparison.
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