ClearCompany Opt Out: Candidate Data and Privacy Choices

To opt out of ClearCompany, choose the request that matches your data. For a candidate application, start with the hiring employer and identify the job you applied for.

For a ClearCompany website profile, use your account controls or DPO@clearcompany.com. Its California sale-or-sharing instructions require both an email to privacy@clearcompany.com and a change in the website's cookie preferences.

These actions solve different problems. Turning off advertising cookies does not delete a résumé from an employer's recruiting system. Deleting a website profile does not establish that every employer has erased its own records. This guide explains how to send the right request and check the scope of the response.

Which ClearCompany request do you need?

ClearCompany, now branded ClearCo on its website, provides talent software used by employers. Its official privacy policy separates website-profile controls from requests involving a customer's job requisition. That distinction should determine whom you contact first.

The policy also provides (888) 767-2367 for California rights requests. Use a request channel for privacy work, rather than the sales demonstration form. Before contacting anyone, identify whether your concern arose from applying for a job, browsing the website, using an account, or receiving marketing.

Route candidate records to the hiring employer

Find the application confirmation, employer name and job title. A recruiting-system logo is not enough to identify who decides how the application is retained. If the employer supplies its own applicant privacy notice, use the contact in that notice and keep a copy of it with your request.

Ask the employer to identify the records it holds about your application and the process for deletion or correction. Give the application email and a job reference if available. Avoid sending your full résumé again when a short reference identifies the record. If you applied for several jobs, list the relevant applications clearly.

ClearCompany says a person who applied to one of its customers' requisitions may be redirected to that customer. If this happens, retain the reply and contact the named employer. Ask whether it can address the information in its recruiting platform as well as separate exports or internal files. A platform reply alone does not resolve those questions.

The Dice removal guide covers a separate recruiting-data workflow. Use it only if you also have data there. Requests do not automatically transfer between a job board, a recruitment software provider and an employer.

Request profile deletion or correction

For information you entered in a ClearCompany website profile, the policy says you can update the account page or contact DPO@clearcompany.com. State whether you want an inaccurate detail corrected or the relevant profile deleted. Identify the account with the email you used and describe the information concerned.

An initial request can be short: identify your account, describe the action requested, and ask for the next verification step. Do not attach identity documents unless the provider explains why they are needed and supplies an appropriate submission method. Keep a copy of the message and record the address to which you sent it.

Use privacy@clearcompany.com for the privacy-rights routes described in the policy. During our November 3, 2026 inspection, one European-rights email link had a destination that differed from its visible label. Type the published ClearCompany address directly and check the recipient before sending, rather than relying on that inconsistent link.

If you no longer control the old account email, describe the access problem without trying to impersonate the current owner of that address. Ask what alternative evidence can establish that the profile is yours. The public policy does not specify every recovery scenario, so this guide does not invent one.

Complete the separate browser privacy choice

The California section says the sale-or-sharing choice involves both a request email and disabling relevant technologies in the cookie preference center. We observed the current Your Privacy Choices page and its Cookie Settings control. The banner also offered Decline Optional.

Open the preference center in the browser you use for the site. Review the available categories and save the choices that match your intention. If you use another browser or device, check its settings separately. Record-based correspondence and a browser preference should be tracked as separate actions.

Do not interpret the absence of an advertising cookie as proof that application data has been deleted. Similarly, an email unsubscribe only changes marketing communication. If your concern is an employer-held résumé, return to the employer request instead of repeatedly changing cookies.

For a wider explanation of recruitment and contact datasets, the professional-data removal guide for ZoomInfo shows another provider-specific process. It does not replace an employer's applicant-data procedure.

Verification, timing and the response to save

ClearCompany says verification may involve a name, email address and telephone number. An authorized agent may need signed permission, and the company may ask the individual to confirm the request directly. Supply information relevant to matching the records, not unrelated financial details or passwords.

Its policy publishes historical request statistics, but those numbers do not predict your completion date. Ask which response window applies and whether any additional step is pending. An acknowledgement means the request arrived; it does not by itself establish deletion from the employer's or platform's systems.

• Save the date, recipient and exact request scope.
• Record any identity-matching question and your response.
• Separate a referral to the employer from a completed platform request.
• Keep the final explanation of deleted, corrected or retained records.
• Follow up on unresolved copies or applications by their original reference.

If the response says records must be retained, ask which categories remain and what restriction or retention reason applies. This is more useful than treating a partial response as either complete success or total failure. Do not assume a request changes a legal obligation to retain particular employment records.

Prevent repeat exposure and check other sources

A later job application can create a new record. Before applying again, review the employer's notice and decide what optional information to provide. Use accurate information needed for the application, while avoiding unrelated personal details in free-text fields or documents.

An old application that remains visible and a new application created after deletion are different situations. Record the dates so that a follow-up request identifies the right event. Ask whether a completed request covers the specific account or application, rather than assuming a permanent block on all future collection.

The data broker opt-out directory and opt-out guide hub can help you address separate public listings. A free privacy scan can help identify supported public exposures, but it does not audit a private employer's recruitment system. Keep that limit in mind when interpreting a clean scan.

For a separate recruiting-contact database, use the Subgraph removal instructions; employer-held applications still need the employer route.

Frequently asked questions

Do I need to buy a ClearCompany account to make a request?

The published privacy routes include email and, for California rights requests, telephone. This guide does not require a purchase. Use the channel appropriate to your records and explain if you cannot access an old account.

Will deleting my profile withdraw every job application?

Do not assume that. Ask the hiring employer about each application and any consequences for an active recruitment process. A privacy request and an application-status change should be confirmed separately.

Can I ask for a correction instead of deletion?

The policy describes profile correction and California correction rights. Identify the inaccurate field and the accurate replacement. If the employer controls the record, use its correction process and retain the response.

Does declining optional cookies stop recruitment emails?

Cookie settings do not establish an email preference or withdraw an application. Use the appropriate marketing unsubscribe or speak with the recruiter about application-related communications.

Sources and verification

Checked November 3, 2026: ClearCompany's official privacy policy and cookie preference center, linked above. We inspected public pages and unfilled controls, not a customer account. No privacy request, identity document or job application was submitted. Instructions describe the published process and its limitations; eligibility and outcomes depend on the circumstances.