April 2025: Indeed Disposition API Another Indeed Search – Style Forced Data Play? Forman Buzzes at RecBuzz

Happy Friday, Job Board Doctor Friends! Another week, another riveting set of developments in our ever-evolving world of recruitment tech.

The big buzz?

Indeed search box is back on the the job search behemoth’s homepage, baby. Chris Forman got the job board community fired up with his talk at RecBuzz on disposition codes and the future of job boards. My key takeaway – Indeed Disposition API is coming for us all.

Let’s dive in.

Indeed Search is Back, Baby!

Back in February, we reported that Indeed had quietly removed the job search function from its homepage—unless you intuitively knew to scroll down to the microscopic 10.5pt footer. In its place? A forced registration wall that required jobseekers to sign in just to look at jobs.

Well, that little experiment is now over.

Indeed has (wisely) walked back that decision. The job search bar is back front and center, and jobseekers no longer need to register just to browse listings.

Duration of this misstep? As far as we can tell, somewhere between 2-3 months.

The lesson for Indeed and for the rest of us is do not create unnecessary friction in the job search process—especially when your platform’s entire purpose is helping people find work.

Pro tip: Use forced registration judiciously and only when the value exchange is clear.

Chris Forman buzzes at RecBuzz

Chris Forman’s much-anticipated presentation at RecBuzz in Vienna lit up the job board world this week and I am sorry I missed it.

The primary buzz related to the Appcast founder’s inference but not explicit statement challenging the continued existence of job boards in five years.

While, if you are new to the job board world, this is a pretty scary statement for those of us that have been here long enough we have heard it…often. (Four Horsemen of the Appocalypse, revisit anyone?)

While we all had a good laugh, what I took away from the talk and in this job board doctor’s opinion, has much greater and more immediate implications.

What is it? The primary topic of the presentation related to the sharing of employer dispositioning data specific to the candidate with recruitment advertising solutions, like Appcast, LinkedIn, or Indeed.

This is worth spending our time on.

Enter Indeed Disposition Sync API

It appears Indeed is rolling out yet another forced data play—this time targeting what is generally some of the most protected candidate data employers maintain in their applicant tracking systems, dispositioning data and starting this month Equal Employment Opportunity (EEO) data.

*Side Note:

Now Back to Indeed

As usual, they’re doing it with help from their partner network, aka agencies and third party integrations.

After reviewing Indeed’s API terms and conditions and some examples of third party solutions, we can see Indeed is already forcing this requirement on to businesses.

It seems, they are starting with small and medium size businesses who use solutions like HR Partner and Collage. Based on this review, we can see what is coming down the pike for all of us, unless we act.

🔗 Disposition Syncing from HR Partner

🔗 Understanding Indeed Disposition Sync from Collage  

Are You Using Indeed’s Job Sync API?

Here’s what you might not know: if you’re a partner of Indeed and you’re using the Indeed Job Sync API, you’re agreeing to all of the terms and conditions of the broader Indeed API—including the newer Disposition Sync API terms.

We can see that here:

While I have not been able to confirm that Indeed is currently requiring Disposition Sync on any Job Sync API users, the framework to do so is in the legalese.

You can see the verbiage here:

That means:

• You could be on the hook for sharing disposition data.
• You may be in violation if you don’t share it.

And for Agencies and Third Party Integrations using Indeed Apply the API documentation now includes requirements for sending EEO data, screener questions, and disposition data by April 2025

You can see the language below.

For enterprise employers, I have a hard time imagining this requirement being forced on them without substantial understanding and verification of how Indeed will keep this data safe – as they ultimately become a potentially legally unprotected database right for discovery.

And why would a large, or any, employer see a benefit in giving this data to a third party, like Indeed? Indeed, and others, role is to help employers find qualified candidates efficiently, not help employers duplicate their existing database and put highly protected data at risk.

🔗 Disposition Sync API documentation

🔗  Indeed Apply Agency and Third Party integration documentation

🔗 Indeed Job Sync API documentation

🚨Reality Check

For the second week in a row, the reality check wrote itself.  Disposition Code Requirements – It’s a classic “boil the frog” situation for agencies, job boards and other third party solutions —and if you’re not paying attention, you might not realize how hot the water’s getting.

Want a deeper dive on any of this in next week’s edition? Hit reply and let me know what’s keeping you up at night—or just annoying the hell out of you. I’m here for it.

And we avoided tariffs for another week, the TA Tech gods be blessed.

Until next time,
The Doc

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