Disclosure Regarding Use of Automated Employment Decision Tools

ZoomInfo Technologies LLC, its subsidiaries, and its affiliates (collectively, “ZoomInfo”) are committed to equal employment opportunity in all aspects of the employment relationship, including recruitment. In furtherance of those goals, and consistent with applicable laws and regulations, the tools used to evaluate Applicants for employment have been audited for bias with respect to certain demographic identities. ZoomInfo discloses the following information regarding the tools used and the most recent audit.

ZoomInfo may use an automated decision tool (ADT) to aid in the evaluation of Applicants for the applied roles during the selection processes. The tool does not replace human decision making and is used to assist in evaluating Applicant applications as part of the hiring and promotion process for certain positions.

The ADT may be used to evaluate the following relevant job qualifications or characteristics of Applicants for the applied roles:

• The skills that are required for the open job position.

• The proficiency of skills that the Applicant has self-assessed.

• The proficiency of skills and role level that we can infer from the Applicant’s current role.

If you would like to request an alternative selection procedure, please email ZoomInfo HR (hr@zoominfo.com) to log your accommodation request. 

To request information on the type of data collected for the ADT, source of such data, or our data retention policy, you do so by using the following methods:

• Email HR (hr@zoominfo.com) and the Data Protection Officer (privacy@zoominfo.com)

• Write to us at our company address: ZoomInfo, Attn: Applicant Privacy, 330 W Columbia Way, Floor 8, Vancouver, WA, 98660.

• You can also find a copy of our Job Applicant Privacy Policy here.

The most recent bias audit of the ADT that ZoomInfo uses was conducted in March 2025, based on the ADT distributed between January 1, 2024 and December 31, 2024. The conductor of the audit, code4thought, determined that there is no adverse impact on any protected group and the assessment is in compliance with EEOC, UGESP, and NYC Local Law 144. 

Below are impact ratios by ethnicity, gender, and intersectional groups.

‘Native Hawaiian or Other Pacific Islander’ and ‘American Indian or Alaska Native’ categories represent less than 2% of the individuals. Their results have been excluded from the analysis.

‘Transgender’, ‘Other’ and ‘Non-binary’ categories represent less than 2% of the individuals. Their results have been excluded from the analysis.