Data Sources & Compliance

People Data Labs has thousands of data sources that enhance our person data and our ancillary canonical location, school and company datasets. These sources fall into two categories: our proprietary sources and our public data sources.

Proprietary Sources

Sources of our proprietary data warrant their data is fully compliant with applicable data privacy regulations. Some data sources have been provided as a one-time file, while others we refresh every time we do a new data build. Our data sources come from a variety of verticals, including HR Tech, Real Estate Tech, Identity/Anti-Fraud, Martech and others. Due to the rapid evolution of regulations, People Data Labs consistently collaborates with its suppliers on compliance matters.

Public Data Sources

Our public data sources include open-sourced datasets, publicly available data, governmental public records and others as defined by various state and national laws. Publicly available and public-record data can be processed in accordance with applicable law when appropriate controls are applied, including purpose limitations, transparency, rights handling, and customer-use restrictions.

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Job Posting Data Sourcing

Our Job Posting Dataset is sourced exclusively from company career pages (as opposed to third party or other proprietary sources). We believe this is a unique differentiator for this dataset as it:

• Provides a higher fidelity representation of the company's hiring activity (and avoids stale / zombie posts that are not as well-maintained on external job boards).
• Provides coverage on smaller and younger companies that may not have presence on third party job boards.
• Provides a close-to-real-time signal of new and closed job posts since a company's career page is often the first place a company will update it's job openings.

Source Validation and Accuracy

Before we add a source to our data builds, it goes through multiple steps of validation. We check aggregate information across each source, ensure accurate cardinality between fields and hand-check large samples of every single source before we add it to the build. We take extensive measures to prevent false linkages that could adversely affect our product.

Supplier Due Diligence

We evaluate data sources from a compliance standpoint before we integrate them into the dataset. Before onboarding a source, we review source type, collection method, permissions/rights, contractual restrictions, geography, data categories, and whether the source can support privacy-rights requests.

Data Subject Rights (DSR)

We honor privacy rights requests submitted through our Privacy Center form in our website footer and [email protected]. Upon receiving an opt-out request, it is fulfilled. Based on the type of data a customer has licensed, opt-outs are retrieved and applied differently:

• API: Deletions and opt-outs are immediately applied to the dataset
• Data License (DL): Deletions and opt-outs are reflected in future builds – customers with DLs can expect these to be applied in their next data delivery. To tap in to DSR requests on a regular basis, integrate our Subject Request API

Changes that occur between each person data build, including deletion and opt-out removals, can be pulled from the Person Changelog API.

Inferences, Sensitive Data Types, and More

PDL generates various data attributes using metadata, aggregated data, inferences, or predictive models. We do not collect or provide data that directly identifies:

• Health conditions or medical history
• Race, ethnicity, or religious beliefs
• Sexual orientation or gender identity
• Biometric identifiers
• Precise geolocation data
• Financial account or credit information
• Any data classified as “sensitive personal information” or “special category data” under applicable privacy laws, regardless of jurisdiction

While PDL does not provide sensitive personal data, we recognize that misuse of professional data can still create risk. Our Acceptable Data Use Policy strictly prohibits use of PDL data for:

• Employment, credit, insurance, or housing eligibility decisions
• Profiling or targeting based on sensitive characteristics
• Any use that could result in unlawful discrimination
• And other sensitive use cases