Monthly Market Report
June 2026 Job Market
24
postings scored across 20 companies
Fit scores, skill demand, salary transparency, ghost job analysis.
Key Metrics
24
Jobs Analyzed
▼ 569 vs May
20
Companies Hiring
unique employers
51
Avg Fit Score
▼ 3pts vs May
46%
Salary Disclosed
▲ 9% vs May
29%
Remote Listings
of all postings
0%
Ghost Signal Rate
of postings
Executive Summary
The scoring engine processed 24 job postings in June 2026, running them against active candidate profiles to generate 24 fit scores. That's down from 593 the prior month. The average fit score was 51 — lower than you'd want, and a sign that this month's postings had specific requirements that most profiles didn't fully meet. The average moved down 3 points from last month's 54. 20 postings (83%) scored below 60, meaning the fit was too thin to compete without significant profile improvement.
On the demand side, Bachelor's Degree led across all scored postings. The gap picture this month was relatively distributed, without a single skill dominating as a universal weakness. The L-level breakdown — which measures required skill depth from L1 (basic awareness) to L5 (architect-grade expertise) — reveals which skills are commoditized versus genuinely differentiating. Skills sitting at L3 or higher are where candidates get separated from the pack.
Salary was disclosed in 46% of listings, which is workable but limits precision on the compensation side. 29% of postings were listed as remote or remote-friendly. Ghost job signals were relatively low at 0%, suggesting above-average listing quality this month. The salary data, skill rankings, and company breakdown below pull from the same scored dataset — not survey data, not self-reported figures.
Fit Score Distribution
How scored postings spread across the 0–100 range. Scores below 60 represent thin fit; 75+ is where applications compete well.
20
Below 60 (weak fit)
4
60–74 (partial fit)
0
75+ (strong fit)
Fit scores weight profile match at 70% and resume match at 30%. A score of 75+ means the candidate's skills, experience level, seniority, and logistics overlap enough to compete. See how fit scores work for the full methodology.
Top In-Demand Skills — June 2026
Ranked by how often each skill appeared in scored postings. L-level indicates the typical required depth: L1 is basic familiarity, L5 is architecture-level expertise. Skills above L3 signal roles where depth actually matters. Full skill profiles at /skills.
| # | Skill | Postings |
|---|---|---|
| 1 | Bachelor's Degree | 5 |
Depth levels (L1–L5) derived from how surrounding job description context describes required experience. See the L-level system explained. Browse all tracked skills at /skills.
Salary Insights
Based on 11 postings that disclosed compensation out of 24 total (46% transparency rate). Midpoint is used where both min and max are listed.
$143K
Median Salary
$140K
Average Salary
$42K
Floor
$252K
Ceiling
Remote vs. On-Site Compensation
$144K
Average — On-site listings
Salary by Role Category
Roles with at least 3 salary-disclosing postings
| Role | Median | n |
|---|---|---|
| Data Analysis | $110K | 5 |
Top Hiring Companies — June 2026
Companies with the most active postings this month. Avg score reflects how well those postings matched the candidate profiles that viewed them. High ghost rates suggest the company posts frequently but may not actively fill those roles. Company profiles at /companies.
Ghost Job Analysis
Ghost jobs are postings that show low hiring intent — old posting dates, no salary disclosure, and generic descriptions that suggest the role isn't actively filling. ShouldApply scores each listing across multiple quality signals. Learn how ghost job detection works.
0%
of postings with ghost signals
0
postings with at least one ghost signal
24
postings with clean quality signals
Ghost signals are based on: posting age (45+ days), absence of salary data, and vague job description content. A listing can have one or more signals. The dashboard flags these automatically so you can deprioritize them. Full ghost job methodology.
Market Observations — June 2026
Patterns worth noting from this month's dataset. Not statistical projections — just what the numbers show.
Depth requirements are rising in specific areas
Bachelor's Degree averaged 5+ on the depth scale this month — meaning postings weren't looking for familiarity, they required working fluency. Skills at L5+ are where candidates get separated from the pile. Bachelor's Degree skill profile →
Salary transparency is still below average
46% of postings included compensation data this month. The median was $143K, which holds in line with market expectations for the skills in demand. State-level salary transparency laws (Colorado, New York, Washington) push overall rates up, but the remaining 54% of listings still leave candidates negotiating blind.
How This Report Is Built
Data transparency matters. Here's exactly what goes into these numbers.
Data Sources
Job postings are pulled from five sources: JSearch, Remotive, Adzuna, Arbeitnow, and Wellfound. Each source is refreshed every 2–6 hours. Cross-source duplicates are removed using a SHA-256 content hash plus Jaccard title similarity (threshold: 0.8) within the same company.
Quality filters remove thin descriptions (under 100 words), postings from blocked domains, and non-English listings. What's left goes into the scoring pipeline.
Scoring Methodology
Each posting is scored against a candidate's profile using a five-dimension model: Skills Match, Experience Level, Seniority Alignment, Industry Fit, and Logistics (salary, remote, location). The overall score is 70% profile fit + 30% resume match.
Skill depth (L1–L5) is extracted from surrounding context in the job description — not just keyword presence. SHA-256 input hashing prevents re-scoring identical profile+JD combinations, keeping the dataset efficient.
Ghost Job Signals
A posting is flagged as having ghost signals if it was posted more than 45 days ago and includes no salary data. This is one component of a broader additive ghost probability model (capped at 95%) that also weighs applicant count, vague description quality, and reposting patterns. See ghost job methodology for the full model.
Report Freshness
Monthly reports are computed from all jobs created during the calendar month. This page is cached with a 7-day ISR window — data updates weekly as new postings are scored. Salary figures use the midpoint of disclosed min/max ranges where both values are present. Minimums of 3 data points are required before salary stats are shown.
Frequently Asked Questions
How is the fit score calculated?
What is a ghost job?
How often is this report updated?
What does L1–L5 skill depth mean?
Where does the salary data come from?
What job sources does ShouldApply pull from?
How do I see my own fit scores against these postings?
How is this different from LinkedIn's job match percentage?
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