Measure advertised demand
Compare roles, locations, skills, and disclosed pay across current postings without treating every advert as a completed hire.
WebTruffle
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Job boards · HR tech · research
Job postingsReady for products and analysis.
WebTruffle builds and operates custom feeds from public career sites, ATS-hosted pages, and selected job boards. We normalize records, track posting lifecycles, and deliver data your product or analysis can use.
Built for
Job boards & HR products
Workforce & market researchers
Competitive-intelligence teams
Decisions this feed supports
Read advertised demand without the duplicate noise.
Watch hiring direction
Follow changes in the roles and locations companies advertise without manually checking every careers page.
Keep job products current
Feed normalized openings and lifecycle updates into search, matching, research, or internal workflows.
Source coverage
One job record across uneven sources.
Every project begins with a source review. Coverage is defined around technical feasibility, public or authorized access, and the fields your workflow genuinely needs.
- Public employer career sites
- Public ATS-hosted job pages
- General job boards
- Specialist and regional job boards
- Recruitment agency vacancies
- Public-sector vacancy portals
Example agreed schema
Posting details
Source URL and posting IDRaw and normalized titleDescription and apply URLPosted and first-seen datesLast seen and statusEmployment type
Employer & location
Raw and resolved employerEmployer websiteRaw locationCity, region, and countryRemote, hybrid, or on-siteAgency indicator
Requirements & lifecycle
Skills and keywordsAdvertised salarySeniority and experienceEducation or certificationsUpdated and closed datesSource and capture timestamps
These fields illustrate a practical data model, not a fixed package. Final availability and definitions are agreed source by source.
What makes the feed difficult
A job advert is easy to collect. A reliable hiring record is not.
Roles move between employer sites, ATS platforms, boards, and agencies. Each source describes the same opening differently and removes it on its own schedule.
One role, many copies
The same opening may appear on an employer site, several boards, and an agency page with different identifiers and wording.
Important fields live in prose
Skills, salary, seniority, work arrangement, and requirements are often embedded in descriptions rather than exposed as clean fields.
Closed jobs can linger
Posting dates, removals, reposts, and expiry rules vary by source, making lifecycle tracking essential for credible analysis.
Quality rules
Validated againstthe agreed rules.
Required-field and URL validation
Duplicate and repost review
Status and stale-record checks
Volume and classification anomaly checks
Delivery
Receive full snapshots or incremental updates as CSV or JSON through Microsoft Azure Blob Storage, Amazon S3, or a tailored dashboard. Source coverage, cadence, history, and retry behavior are defined during scoping.
CSVJSONMicrosoft AzureAmazon S3Tailored dashboards
FAQ
Questions before scoping.
Is this official labor-market data?
No. It is structured data collected from publicly accessible online job postings. It can provide a timely view of advertised demand, but postings are not the same as vacancies, hires, or official labor statistics. Official and licensed datasets require separate access.
Should we collect employer career pages or job boards?
That depends on the decision you need to support. Employer and ATS pages can provide a more direct view of company hiring, while job boards can broaden coverage but introduce reposting, lag, and duplicate records. We can scope either approach or combine them.
How do you handle duplicate and closed jobs?
We define matching and lifecycle rules using available identifiers, employer, title, location, content, URLs, and observation dates. We retain source provenance and do not assume that one posting always represents one vacancy.
Can you provide historical job postings?
We can preserve history from the agreed collection start date. Backfills depend on what remains publicly accessible or what authorized archives you provide; we do not imply a complete historical labor-market dataset when sources do not expose one.
Start with a feasibility review
Define the hiring signal you actually need.
Share the companies, markets, sources, fields, and cadence. We’ll assess coverage, lifecycle rules, and a practical first delivery.