ZipRecruiter can use data derived from your personal information, once aggregated or de-identified, for any purpose it chooses, since this data is no longer considered personal data under the policy.
This analysis describes what ZipRecruiter'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
Personal data you provide may be converted into de-identified or aggregated form and used for any commercial purpose, including analytics, product development, or sale to third parties, without further consent.
Your job search behavior, application history, and usage patterns may be converted into de-identified data and used commercially by ZipRecruiter for any purpose, including purposes not related to your direct job search, though the policy states re-identification will not be attempted.
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 also collect, use and share "Aggregated Data" (where data has been combined or collected together in summary or other form that cannot identify an individual) or "De-Identified Data" (where Personal Data points have been removed so that the remaining data cannot reasonably be linked to an identifiable individual) for any purpose. Aggregated Data and De-Identified Data may each be derived from Personal Data but are not considered Personal Data since it does not directly or indirectly reveal your identity. We will maintain and use De-Identified Data as permitted in this Privacy Policy without attempting to reidentify it.Excerpt from ZipRecruiter's Privacy Policy
REGULATORY LANDSCAPE: CCPA and CPRA impose conditions on de-identified data use, including a prohibition on re-identification and requirements to implement technical safeguards.
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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Personal data you provide may be converted into de-identified or aggregated form and used for any commercial purpose, including analytics, product development, or sale to third parties, without further consent.
Your job search behavior, application history, and usage patterns may be converted into de-identified data and used commercially by ZipRecruiter for any purpose, including purposes not related to your direct job search, though the policy states re-identification will not be attempted.
ConductAtlas has identified this type of provision across 290 platforms. See the full comparison.
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