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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Datadog may assign, transfer or sublicense all or any of Datadog's rights or obligations under these Terms without restriction.
"Nothing express or implied in this Agreement is intended to confer, nor shall anything herein confer, upon any person other than the parties...any rights, remedies, obligations or liabilities whatsoever, including pursuant to the Contracts (Rights of Third Parties) Act 1999.Excerpt from ZipRecruiter's Terms of Use
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The clause states: “Nothing express or implied in this Agreement is intended to confer, nor shall anything herein confer, upon any person other than the parties...any rights, remedies, obligations or liabilities whatsoever, including pursuant to the Contracts (Rights of Third Parties) Act 1999.”
ConductAtlas has identified this type of provision across 297 platforms. See the full comparison.
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