Data sources / Company-published

Job postings

Public recruitment pages and job advertisements attributable to an employer or recruitment intermediary. Coverage reflects published hiring activity and distribution practices, rather than the entire workforce or operating model.

Last reviewed 14 October 2026 · report an error

Publisher: Various
Access: Mixed
Coverage: Public recruitment pages and job advertisements attributable to an employer or recruitment intermediary. Coverage reflects published hiring activity and distribution practices, rather than the entire workforce or operating model.
Identifiers: Job requisition identifier where available; Employer domain; Posting URL
Freshness: varies
Official URL: Varies by publisher or jurisdiction; confirm the originating source for each record.

What it can establish

Use Job postings for a defined acquisition-research question. Match each record to the right entity using its identifiers (Job requisition identifier where available, Employer domain, Posting URL) before accepting its contents, and keep Various's own scope and attribution on the finding.

That a specific role, location, skill or responsibility was advertised in the retained posting at the observed time.
An attributed lead about capabilities, systems or operating activities that may deserve confirmation through company and primary records.

What it cannot establish

A completed hire, net workforce growth, a live vacancy or the actual number of employees performing that function.
That a skill listed in a job description generates revenue, or that an advertised location is an established operating branch.

A search that returns nothing in Job postings describes the search performed. Coverage here is public recruitment pages and job advertisements attributable to an employer or recruitment intermediary, so a missing record becomes a negative finding only where that coverage reaches the company in question and the evidence standard supports the inference. Otherwise the question stays open.

How Docket uses it

Your acquisition criteria become the agents' questions. Job postings can support some of them and leave others unanswered; its freshness (varies) is weighed answer by answer and it receives no blanket reliability score.

Triage. Checks the actual employer so a staffing firm or a similarly named brand does not become a mistaken target match.
Scout. Collects the precise advertised responsibility or location with the posting date and attribution.
Audit. Checks retained advertisements for evergreen language, duplication and unsupported conclusions about headcount or service maturity.

Scout records typed answers from a fixed list with verbatim quotations from retained pages. Audit reviews only the retained material, with every fetch tool denied. It settles supported contradictions, strikes unquotable answers and leaves gaps visible. See the research-agent method and screening criteria guide for the surrounding workflow.

Pitfalls and review questions

The same vacancy can appear on several boards, and evergreen advertisements can persist after hiring closes. Duplicate postings are not independent evidence.
Confidential recruitment can obscure the employer. Leave identity unresolved where the public page cannot establish it, rather than assigning a vacancy through resemblance alone.

What postings reveal

Job postings show which roles a company is trying to fill, in what locations, with what requirements and sometimes what pay. They can signal growth, new service lines, geographic expansion, key-person gaps, or the arrival of functions such as finance and compliance that suggest maturing management. Because employers want search engines to find their listings, many mark them up with a standard structured vocabulary, and the major search provider documents the fields it reads.

Research from job-search firms studies posting trends and the limits of posting data as a labour-market indicator, including that postings are not hires and may stay open or be duplicated across boards. Those caveats apply to individual companies too: a long-open posting may signal difficulty hiring or an evergreen listing.

Interpreting with care

Use postings to form hypotheses and record them as such. A controller opening suggests building finance capability; several technician openings suggest capacity expansion; a general manager opening may indicate leadership change. None proves it. Dates matter: record when you saw a posting, its posted date where shown and whether it is still live.

Postings can also come from recruiters or parent companies, and can describe roles at a different legal entity from the one researched. Pay attention to the hiring organisation named in the structured data, and compare with registry names. Respect board terms of service, and prefer the company's own careers page, which is also public.

Illustration (fictional)

A researcher evaluating a platform hypothesis for Tin Kite Field Services sees, on its careers page, openings for a controller, a dispatch manager and four technicians in a second city. The researcher saves the pages with dates, records the openings as evidence of capacity expansion and finance build-out, and marks platform readiness as a hypothesis awaiting other evidence such as registry and licence data for the new location.

Company-published

Company websites

What the identified company publicly says about its services, footprint, customers or ownership on a retained page.

Company-published

Professional profiles

That a publicly visible profile describes a role, employer relationship, career history or claimed expertise at the observed time.

Federal statistics

BLS Quarterly Census of Employment and Wages

Employment, wage and establishment measures for the specified covered population, industry, geography and period.

Sources and further reading

Indeed Hiring Lab, Indeed. Published research on job-posting data, including its coverage and seasonality.
JobPosting, Schema.org. The structured data vocabulary employers use to mark up job listings.
Job posting structured data, Google Search Central. Why many employer job pages carry machine-readable fields such as hiring organization and location.
RFC 9309 — Robots Exclusion Protocol, IETF. The standardised version of robots.txt, published in 2022 after twenty-eight years as a convention.

These links identify research contexts to investigate, rather than conclusions about sector attractiveness. Ask how Job postings would be used on your list or return to the complete source directory.

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