Job Data Scraping Services

We collect job postings that appear on public job boards and company career pages. We do not scrape professional networks behind a login, and we do not collect member profile data from them. That is a firm boundary rather than a capability question, and it is the request we decline most often in this category.

In practice this matters less than clients expect: most roles posted to a professional network are also posted to the employer's ATS-hosted career page, which we treat as the canonical source anyway — and that version is more reliable because it is the employer's own posting rather than a syndicated copy.

Clustering on employer identity, normalised title, location and description similarity, then collapsing to one canonical posting. Our observed ratio is around 3.9 raw postings per real vacancy, and it runs much higher in logistics and retail.

We keep sources_seen as a field rather than discarding it, because posting breadth is itself a signal — a role pushed to eight boards is usually harder to fill. Reposts are linked via repost_of rather than merged, so genuine time-to-fill is measurable instead of reset each time a recruiter refreshes the listing.

About 61% in our overall coverage, and it varies enormously — markets with pay transparency legislation run far higher, and senior roles disclose far less than hourly ones.

We never impute a salary. Ranges are parsed with currency and period where published and left null where not, and we report the publication rate alongside any aggregate. An imputed range inside a compensation benchmark is worse than a visible gap, because it looks like evidence.

Sometimes, and we are explicit about when. Description signals, ATS ownership and posting patterns often identify the employer, and we resolve to a domain where we can. Where the posting genuinely discloses nothing identifiable, the record says unresolved rather than carrying a guess.

Agency postings are flagged either way, because the requirement is opposite depending on who you are: staffing clients want them, investment clients need them excluded so hiring counts are not inflated by agency duplication.

Daily as standard, and several times daily on a defined company watchlist where speed matters — typically for sales triggers or competitive hiring intelligence.

ATS-hosted career pages are the fastest reliable source because postings appear there first, before aggregator syndication. Aggregators can lag the original posting by a day or more, so a watchlist built on career pages materially outperforms one built on boards.

A proxy for it, and the distinction matters. We measure days from first observation to the posting disappearing or being marked closed, with reposts linked so the clock is not reset by a recruiter refresh.

What that does not tell you is whether the role was filled or cancelled — a posting disappearing means it stopped being advertised, which is not the same as a hire. We report it as days_open rather than time-to-fill for exactly that reason, and clients modelling recruitment efficiency should treat it as an upper-bound proxy.

Yes, into structured lists with required and preferred flagged separately, covering technical skills, tools, platforms, certifications, languages and education requirements.

This is one of the more valuable outputs because it makes technology adoption observable: when a platform starts appearing in requirements across an industry, that usually precedes vendor-reported adoption by months. Extraction is imperfect on unusual phrasing, and we report accuracy per skill category rather than a single headline figure.

The United States and United Kingdom are deepest, with dense board ecosystems and widespread ATS-hosted career pages. Germany, France, Netherlands and Nordics are strong. India has enormous volume with high duplication, so deduplication matters more there than anywhere. GCC markets are growing quickly with a concentrated board landscape.

Coverage is thinner where hiring happens through informal channels rather than public postings, and no scraping service can fix that — the postings do not exist. We assess this per market during scoping.

We quote individually. The drivers are source count, whether you need company career pages (more work than boards, and more valuable), geographic scope, deduplication depth and refresh frequency.

A defined company watchlist with career page monitoring at daily refresh sits at the lighter end. Full multi-market board and career page coverage with deep deduplication and skills extraction sits considerably higher. One scoping call, a free pilot on your own watchlist within 48 hours, then a fixed monthly quote. Request a quote.