Every conclusion
needs evidence.

Data and source trail

We read the selected canonical job, its canonical locations, existing source-level provenance, and provider sync metadata. Reads are bounded and made on demand. First detected means first observed by US Job Atlas, not necessarily first posted by the employer. A timeline displays stored milestones only; it is not a complete edit history.

Reality and freshness rules

• Inactive: the record is inactive or its known expiration is at or before the analysis time.
• Unknown: active, but verification is missing, invalid, or in the future.
• Stale-risk: active with verification older than 72 hours. This does not prove expiration.
• Aging: active, verified within 72 hours, and first detected at least 30 days ago.
• Fresh: active, verified within 24 hours, and not classified as aging.
• Active: active, verified between 24 and 72 hours ago, and not classified as aging.

Known expiry always takes precedence. Missing expiry remains unknown. Sync timestamps and job verification timestamps describe different events.

Application timing

A recent source requires an enabled provider, zero recorded failures, and a successful sync within the greater of 24 hours or three configured sync intervals. Strong timing additionally requires an active listing, first detection within 7 days, and job verification within 24 hours. Normal timing requires detection less than 30 days ago and verification within 72 hours. Aging listing applies from 30 days with recent verification and source activity. If the required evidence is unavailable, timing is Unclear.

These are transparent editorial thresholds, not statistically validated predictors. Timing does not measure the number of applicants or hiring intent.

Duplicates, reposts, and updates

Linked providers are distinct provider IDs already connected to the same canonical job, including historical sources. Active providers have at least one active source record without a recorded closure. Recently observed providers also have a non-future last observation within 72 hours. This is stored evidence, not a live URL check or a guarantee of availability. Closure counts require a recorded non-future closure and no active record for that provider in the read.

We display at most 25 provenance records and check for one additional record to flag partial results. If truncated, counts describe the displayed subset only. Unavailable reads are not treated as zero sources. Missing or contradictory timestamps and status cannot establish recent availability.

No new matching or merging occurs. A single source, multiple provider links, title similarity, listing age, or an updated record timestamp is insufficient evidence of a repost. Repost remains Insufficient evidence until an explicit source history supports it. We never label a role a ghost job or grade an employer.

Requirements and application effort

Deterministic phrase matching identifies exact source excerpts about skills, education, experience, licenses, clearance, authorization, and location. Explicit candidate wording or standalone qualification headings support skill labels. Legal, EEO, benefits, regulation, and policy boilerplate is conservatively excluded. A citizenship or nationality keyword alone is not work-authorization evidence; explicit authorization, citizenship requirements, or sponsorship wording is needed.

Negations and alternatives remain visible. Negated skill requirements are marked as possible mentions for source review, not mandatory skills, and are excluded from resume overlap terms. Ambiguous wording may be omitted. Extraction is partial: these conservative exclusions and the limited English-language vocabulary can miss valid evidence. Read the original posting for complete conditions.

Portfolios, assessments, questionnaires, and cover letters need submission or completion wording before they are shown as application-related mentions. Operational portfolio management and portfolio-of-work-program descriptions are excluded. Account creation needs application context. We do not inspect external forms or estimate application time or difficulty. A provider name alone cannot establish effort.

Resume overlap and privacy

Paste text or open a plain-text file in an isolated browser frame. Resume text is processed locally, kept out of URLs and analytics, and is not stored in our database. Clear removes the text and comparison from that frame. Leaving or reloading the page discards it. PDF and Word parsing are not available in V1.

Comparison uses case-insensitive whole-term matches against a finite skill vocabulary extracted from the job. Nearby negative statements are conservatively excluded. Strong overlap requires at least four matches and at least 80% of extracted terms. Partial overlap requires at least one match among at least three extracted terms. Otherwise the result is Limited evidence. These labels describe textual overlap only. No percentage is shown as a candidate score.

Seniority, years of experience, education equivalency, residency, authorization, clearance, and license validity require manual review of the displayed evidence. V1 does not automatically validate them. “Missing evidence” means a term was not found in supplied text, not that you lack the qualification.

Next best move

V1 uses Watch when availability or timing is unclear or inactive. Otherwise it uses Optimize first to prompt a requirements and resume review. Apply now and Skip are intentionally withheld until positive fit or an explicit incompatibility can be established. Text overlap alone does not establish eligibility. Age alone never triggers Skip.

Measurement and limitations

Named feature events measure use without including resume text, job descriptions, raw search terms, contact information, or external URLs in custom event parameters. The resume frame loads no analytics and cannot send network requests. Analyses and resume results are excluded from indexing. Only this methodology and the main feature page are intended for indexing.

Automated source checks can lag real changes. Missing source history stays missing. This tool does not guarantee an available role, employer response, or hiring outcome, and does not provide legal or employment advice.