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
The updated terms establish region-specific contractual frameworks replacing the previous unified agreement. Job seekers and employers now operate under distinct terms based on geographic location: users in the U.S., Canada, Australia, New Zealand, and India are covered under one agreement, while EU, U.K., and Switzerland users follow separate terms. The revised terms introduce explicit mandatory arbitration clauses, liability limitations, indemnification obligations, and a new Job Applicant Privacy Notice. Job seekers should review the arbitration provision, which requires disputes to proceed through arbitration rather than litigation. You can review the applicable regional terms based on your location at ZipRecruiter's website before creating an account or posting content.
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Therefore, we do not "sell" or "share" data (as defined by applicable law) belonging to minors.
Our Products and Services are intended to be accessed and used for noncritical, non-commercial, home-based, personal uses and not for safety, security, or time-sensitive purposes.
The custom audiences you create must comply with Section 1(h).
"If you are a Client providing or submitting Job Advertisements, you further agree that such content will not contain any personally identifiable information.Excerpt from ZipRecruiter's Terms of Use
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The clause states: “If you are a Client providing or submitting Job Advertisements, you further agree that such content will not contain any personally identifiable information.”
ConductAtlas has identified this type of provision across 245 platforms. See the full comparison.
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