Effective Date: October 20, 2026
At Trimble, we are committed to transparency, fairness, and responsible innovation in our employment practices. This notice is provided to you before Trimble Inc. and/or its subsidiaries, affiliates, and related entities (collectively, “Trimble”) uses any Automated Decision-Making Technology (ADMT) for recruitment or employment purposes. It explains how we use ADMT to assist in our recruitment and employment processes, including consequential decisions and profiling that may produce legal or similarly significant effects, and outlines your rights regarding this technology under applicable state privacy laws, including the California Consumer Privacy Act (CCPA), the Colorado Privacy Act (CPA), the Colorado AI Act (SB 26-189), and the Connecticut Data Privacy Act (CTDPA).
Automated Decision-Making Technology or Automated Employment Decision Technology (collectively, “ADMT”) is technology that processes personal information and uses computation to make, guide or assist a decision, judgment, or determination concerning an individual.
1. Purpose, Nature, and Significance of the Decision
Trimble uses ADMT to facilitate our talent attraction team in evaluating applications and matching candidates to open positions. This constitutes a "consequential decision" in employment under Colorado law and "profiling" that may produce legal or similarly significant effects under Connecticut law. Specifically, this technology is used to assist in candidate screening by assigning a grade based on how closely the candidate’s stated qualifications match the job requirements, as defined in the job posting. We do not use ADMT to make final hiring decisions; all final employment decisions involve meaningful human review by our recruiters and hiring managers.
2. The Technologies We Use and How They Work
Trade Name(s): We currently utilize the following ADMT tool to assist in our hiring process:
(1) HiredScore Spotlight
How the ADMT Works (Logic, Key Parameters, and Output):
HiredScore Spotlight: The ADMT evaluates your application to identify relevant skills, experiences, and qualifications. It compares this data against the specific requirements and preferred qualifications of the job you applied for. Spotlight considers factors as defined in the job requisition, which typically includes a job title, years of experience required, industry relevance requirements, education, certifications, credentials, and skills, and as provided by the candidate in their job application, to assign a grade ranging from A to D that helps Trimble’s recruiting team prioritize applications for human review. Trimble does not make a final hiring decision on a candidate without human review or based solely on the Spotlight-generated candidate grade.
Data Retention: If you are hired, application and ADMT-generated data (including the Output) may become part of your personnel file. If you are not selected, data is retained in accordance with our PX data retention policy for auditing and compliance (and if you have given permission for us to do so, for matching you to future job opportunities) before being securely deleted.
3. Categories and Sources of Personal Data Analyzed
To generate these insights, the ADMT analyzes the following categories of personal information:
Categories: Resume summary, experience items (parsed resume or ATS), education items (parsed resume or ATS), skills, certificates, languages, consent for grading with AI (ATS) and location. Location is used to determine distance from resume to requisition location in buckets of 25, 50, and 100 miles.
Sources: This data is sourced directly from you via your submitted resume and candidate profile in the applicant tracking system
4. Your Right to Opt-Out
You may have the right to opt-out of having your personal information processed by ADMT for significant employment decisions, or to appeal adverse decisions made with AI assistance. Specifically:
California Residents: You have the right to opt-out of ADMT used to make significant employment-related decisions about you.
Colorado Residents: You have the right to opt-out of profiling in furtherance of decisions that produce legal or similarly significant effects. You also have the right to appeal any adverse decision made with the assistance of ADMT by requesting a meaningful human review per Section 5 below.
Connecticut Residents: You have the right to opt-out of profiling that produces legal or similarly significant effects concerning you.
You may choose to opt out of ADMT to process your personal information to make consequential employment-related decisions through our Your ADMT Choices page. If you choose to opt-out, Trimble will evaluate your application using a fully manual review process conducted by a human recruiter. Opting out will not negatively impact your application or result in any discriminatory treatment.
5. Your Right to Access, Correction, and Meaningful Human Review
You have certain additional rights to understand and challenge how ADMT is used in your application process:
Right to Access ADMT Output & Correct Input Data: You may request access to the specific pieces of personal information the ADMT processed about you and the Output generated by the ADMT in connection with your application (e.g., any score, ranking, classification, or recommendation). You may also request corrections to any factually inaccurate input data.
Meaningful Human Review: In the event of an adverse outcome (e.g., your application is not moved forward), you have the right to request a meaningful human review of the decision. This review will be conducted by a designated Trimble employee with the authority to modify or override the ADMT-assisted outcome.
You can exercise these rights through Your ADMT Choices page, or email us at careers@trimble.com.
6. Algorithmic Impact Assessment
In accordance with the Colorado AI Act and other applicable laws, Trimble has conducted, or the ADMT provider has provided to Trimble, an algorithmic impact assessment for each ADMT tool used in our hiring process. A summary of the most recent impact assessment is available upon request by contacting us using the information in Section 9 below.
7. Fairness and Non-Discrimination Safeguards
Trimble is committed to ensuring that our use of ADMT does not result in unlawful discrimination. To that end:
Known Risks and Limitations: Like all automated systems, ADMT tools may have limitations. These may include potential for unintended bias in training data, incomplete analysis of non-traditional qualifications, or reduced accuracy for candidates whose application materials are formatted in non-standard ways. Trimble actively monitors for and works to mitigate these risks.
Safeguards: Trimble has implemented safeguards to mitigate the risk of algorithmic discrimination, including regular bias audits, ongoing monitoring of ADMT outputs for disparate impact, mandatory human review of all final hiring decisions, and periodic retraining and updating of ADMT models.
Accessibility and Accommodations: If you require reasonable accommodation in connection with the application process, including accommodation related to the use of ADMT, please contact us at careers@trimble.com. Trimble will provide alternative evaluation methods as needed to ensure equitable access to employment opportunities.
8. Non-Retaliation
Trimble will not retaliate or discriminate against any applicant for exercising their rights regarding ADMT, including the right to opt-out, appeal, request access to ADMT Output, request correction of data, or request meaningful human review. Your exercise of any such right will not affect your eligibility for current or future roles at Trimble.
9. Contact Information
If you have questions about this notice or how Trimble utilizes AI and ADMT in hiring, please review your applicable Candidate and Employee Privacy Notice, or contact us at:
Email: careers@trimble.com
Address: Trimble Inc., Attn: Legal - ADMT, 10368 Westmoor Drive, Westminster, CO 80021
If you would like to exercise your ADMT opt-out rights, please visit our Your ADMT Choices page or email us at careers@trimble.com.