What this tool does: for each posting, an AI model runs live web searches to check
whether the role appears on the company's own official careers page/ATS (the strongest known legitimacy
signal), whether the named recruiter shows up as a real employee on LinkedIn, whether the company or
recruiter has public scam/fraud reports, whether the pay is in line with comparable market data, whether
the title and stated requirements are internally consistent, and whether the posting appears duplicated
verbatim across boards. It also scans for upfront-payment requests and manufactured urgency language —
the two most universally-cited hard scam signals — and separately estimates a Ghost Job Risk score from
posting age and repost patterns. Every scored factor includes a source note, and a detected payment
request hard-caps the score at 15 regardless of anything else on the posting.
What it does not do: it does not run live WHOIS, SSL certificate, or domain-registrar
lookups, and it does not query the FTC, IC3, or BBB via API — those checks require dedicated data feeds
this tool doesn't have. Where the model references domain age or fraud reports, that reflects what
appeared in public web search results at query time, not an authoritative registry check. Treat every
score as a prioritization aid, not a verdict — always independently verify before applying or accepting
an offer.
Updated for v3.0. Several recruiter-side tools (Verified Posting badge, JD
Health Check, JD drafting, bulk candidate screening) shipped in the free client-side version — they're
marked below and no longer listed as paid features. What's left below genuinely requires backend
infrastructure or ongoing per-use costs a client-side-only build can't provide. Estimates assume a
solo/small-team build at typical contractor rates — actual cost varies with team, region, and exact scope.
Tier 1 — Removes current friction
| Feature | Why it needs a fee | Time | Cost |
|---|
| Hosted API key (no BYO key) |
Meters usage per subscriber instead of requiring your own developer key — the single biggest UX fix |
2–3 wks |
$4K–$8K + pass-through API costs |
| Saved searches & job history |
Needs a database and accounts — nothing persists between sessions today |
1–4 wks* |
$3K–$6K |
✓ .docx resume/JD export shipped in the free version — no longer on this list.
Tier 2 — Closes the real verification gap
| Feature | Why it needs a fee | Time | Cost |
|---|
| Real WHOIS/domain-age lookup |
Turns the current "search-based estimate" into an actual registrar fact |
3–5 days* |
$1.5K–$3K + ~$20–100/mo API |
| BBB accreditation lookup |
Real queryable API exists — adds a structured trust signal, not an inference |
3–5 days* |
$1.5K–$3K + API cost |
| Email/SMS alerts on new high-JOVS listings |
Needs a backend scheduler running searches on your behalf, even while you're away |
2–3 wks |
$4K–$7K + per-message cost |
Tier 3 — Multi-user / team / persistence-dependent
| Feature | Why it needs a fee | Time | Cost |
|---|
| Employer Trust Score (historical) |
An aggregate reputation score built from a company's posting history over time — needs a database to track that history across sessions, not just a single self-score snapshot |
2–3 wks* |
$4K–$7K |
| Hiring-process audit trail |
EEOC/OFCCP-style documentation that candidates were evaluated on consistent criteria — needs persistent, tamper-evident records tied to real hiring events, not a session-only screening result |
3–4 wks* |
$7K–$12K |
| Team/agency accounts |
Needs real auth, roles, and shared billing for agencies managing multiple clients |
3–4 wks |
$8K–$15K |
| API access to JOVS scoring |
Lets other job boards or apps call the scoring engine directly — needs rate limiting, docs, billing |
2–3 wks |
$6K–$10K |
✓ Verified Posting badge (self-score + embeddable
snippet), JD Health Check, JD drafting, bulk candidate screening, Bulk JD Compliance Sweep, Screening
Consistency Check, Correspondence Compliance Scan, Duplicate-Posting Audit, and Trainee Calibration Mode
all shipped in the free version — one-shot, session-only tools, not the persistence-dependent items above.
⚠️ Your API key is held in JavaScript memory only — never written to disk, localStorage, or any server. For production deployments, route calls through a server-side proxy and remove the key input from this module.
⚙ Search Parameters
Press Enter or comma after each title to add multiple
Adds a Resume Fit score to each result — load your resume in the section below first.
📄 Your Resume — load once, tailor to any result below
Scanning job market…
◎ Searching job boards & career pages
◎ Resolving employer identity signals
◎ Applying JOVS scoring criteria
◎ Building evidence trail report
Opportunities
📋
No scoreable opportunities found.
Try broadening your search criteria.
🏅 Self-Score Your Posting
Run your own listing through the same JOVS framework job seekers use, then
get a badge and embeddable snippet showing candidates it checks out.
🩺 JD Health Check
Checks your draft posting for market-rate salary alignment, exclusionary or
biased language, and missing information — before it goes live.
✍️ Draft a Job Description
Generates a complete, bias-checked JD calibrated to the role — the inverse
of resume tailoring, aligned to what strong candidates will actually search for.
📊 Bulk Candidate Screening
Upload up to 10 resumes, paste the job description, and get every candidate
ranked by fit — with the same evidence-trail transparency, plus basic authenticity flags.
🧹 Bulk JD Compliance Sweep
Runs JD Health Check across every open req on the team at once, ranked
worst-first. Optionally enforce your own company style guide on top of the generic bias/salary checks.
🔍 Screening Consistency Check
Paste the job description plus each recruiter's screening notes/rankings for
the same role, and get a comparison flagging where recruiters disagree — and by how much.
✉️ Candidate-Correspondence Compliance Scan
Scans outbound candidate messaging — rejections, offers, outreach — for
legally risky phrasing or tone issues, the same way JD Health Check screens postings.
🔁 Cross-Team Duplicate-Posting Audit
Paste several JDs from across the team and flag ones that look like the same
role posted independently by different recruiters — often a headcount miscommunication, not just
wasted effort.
🎓 Trainee Calibration Mode
A trainee assesses a JD or resume themselves first, then this compares their
judgment against the evidence-based scoring engine — coaching feedback, not a grade.
⚠️ JOVS scores are AI-generated intelligence estimates for prioritization only. Scores reflect publicly available signals at query time and may not capture real-time changes. Always conduct independent verification before pursuing any opportunity. Tailored resumes are drafts built only from your original content — always review before submitting. Recruiter and HR Manager tools (posting scores, JD health checks, drafts, candidate screening, consistency checks, correspondence scans, duplicate audits, and calibration feedback) are decision-support estimates, not compliance certifications — consult HR/legal counsel for hiring decisions, especially where EEOC or other employment-law obligations apply. None of these tools infer or should be used to infer candidate demographics (race, gender, age, disability status, etc.) — doing so from resume content is itself a discrimination risk. This tool does not constitute career, HR, or legal advice.