ZipRecruiter Terms of Use

This Global Terms of Use Agreement (effective August 12, 2025) governs all user access to ZipRecruiter's websites, mobile applications, and online services across multiple jurisdictions, with jurisdiction-specific terms applying to U.S./Canada/Australia/New Zealand/India users versus EEA/UK/Switzerland users. The agreement states that by accessing the services, users are bound by mandatory arbitration with a class action waiver (Section 15 for non-EEA users), broad content license grants permitting ZipRecruiter to use submitted user content including resumes and job postings, account termination rights exercisable at any time without notice for any or no reason, and telephone/SMS contact authorization including via automated dialing systems. Notably, the agreement asserts that Canadian law (including Quebec provincial law) does not govern the user relationship, which may be legally contested under Quebec consumer protection statutes; the content license grant is described as worldwide, perpetual, irrevocable, and royalty-free, which is broader than strictly necessary for service delivery and may warrant scrutiny under GDPR Article 6 lawful basis requirements for EEA users. The agreement engages GDPR and UK GDPR for EEA/UK users, CCPA/CPRA for California residents, Canada's PIPEDA and Quebec Law 25, Australia's Privacy Act, and U.S. FTC Act consumer protection provisions; the mandatory arbitration and class action waiver clauses interact with state consumer protection statutes in jurisdictions that limit such waivers, and the AI/ML training prohibition on user-scraped content raises considerations under emerging AI governance frameworks.