Does the salary range match what you need?
Applying to a role you cannot accept wastes everyone's time.
Common questions
How is the match score calculated?
Every answer adds or subtracts points based on how that signal usually plays out in real applications. Salary fit, qualification match, and a fresh posting date push the score up. Bad location, vague job descriptions, and big seniority gaps pull it down. The total gets normalized to a 0-100 scale so you can compare it across jobs. Want a sharper read? Browse scored jobs to see what a real 85+ match looks like.
Should I apply if I only meet 60% of requirements?
Probably yes, if the missing 40% is preferred-not-required stuff. Job descriptions are wish lists. Most hiring managers expect candidates who hit 70-80% of the bullets and plan to train the rest. A 60% match where you're strong on the core responsibilities usually beats a 90% match where you've only touched everything once. If you want a hard number on where you stand, run your resume through the scoring engine.
What makes a job posting a ghost listing?
A ghost listing is a posting with no real hiring intent behind it. The signals: posted 45+ days ago, vague description with no team or product specifics, no hiring manager you can find on LinkedIn, or the same job reposted month after month. These eat up your time and never convert. The dashboard flags every job with a ghost probability percentage so you can filter them out. More on how ghost jobs work.
How do I know if the seniority level is right for me?
Look at your years of direct experience in the main skill versus what the description asks for. Senior roles usually want 5+ years of ownership over decisions. Mid-level expects 2-5 years of running things on your own. If you're more than one rung off in either direction, expect the application to hit friction at the resume screen. Curious where your skills actually rank? See skill demand across the market.
What should I do after getting a Hard Pass verdict?
Look at the signal breakdown and find the one flag that killed it. If it's location, narrow your search filters. If it's qualifications, do a real gap analysis on the missing skills. If it's job description quality, hunt for postings from companies that write specific, detailed JDs. Those companies are actually hiring. To skip the bad ones entirely, browse jobs that already passed the quality filters.