JobPostGuard — Job Posting Compliance Audit 作者： Vietcodex
Audit any job posting — even ones you didn't write — for pay-transparency law & hiring bias. Local, with the fix to paste.
扩展元数据
屏幕截图
关于此扩展
Audit any job posting in one click — including the ones you didn't write.
Your ATS can only check a posting you author inside it. JobPostGuard checks whatever is in front of you: the spec a client emailed you, a listing that went live before you arrived, a competitor's ad, a job-board post — or paste a description straight in. It tells you which pay-transparency and hiring-bias risks to fix, scoped to the jurisdictions that actually apply and to the date each law takes effect, mapped to the source law.
Works on LinkedIn, Indeed, Greenhouse, Lever, Workday, Ashby, any careers page — or on pasted text, with no page at all.
WHAT IT CHECKS
• Pay transparency — a good-faith salary/hourly range (required in 15 jurisdictions + NYC/Jersey City/Cleveland, each tracked with its effective date), open-ended or vague pay ("competitive salary", "DOE")
• Benefits & Colorado deadline — the benefits/other-comp description and application deadline required in the strictest states
• Salary-history request — banned in 19 states + DC + Puerto Rico (asking for past/current pay; salary expectations are fine)
• EEO statement — an equal-opportunity / non-discrimination statement
• Bias language (advisory) — age proxies ("recent grad", "digital native"), gender-coded wording, ableist phrasing, national-origin proxies
• EU Pay Transparency Directive (2023/970) — for EU-located postings: the national in-ad pay duty where one is actually in force (Italy, Lithuania, Slovakia, and Austria's collective-agreement minimum), the Article 5(2) pay-history ban where transposed, collective-agreement references, and gender-neutral titles. Where a Member State has not transposed, findings stay advisory — we never claim a breach that does not exist yet.
WHY IT'S DIFFERENT
• Works on postings you didn't author — the case no ATS-native checker can reach, because by definition those postings live outside its system.
• Jurisdiction- AND date-aware: it only flags a real violation where a covered jurisdiction applies (from the posting's location/remote status) and where that law is already in force. Maine (29 July 2026) and Delaware (26 September 2027) show as upcoming heads-ups, never violations.
• It gives you the wording, not just the warning: most findings come with ready-to-paste replacement text — the range sentence, the EEO statement, the accommodation line, the word to swap. (Pro)
• Every finding cites the source law or EEOC/ADA/Title-VII guidance, ranked so you fix the blockers first.
• Honest: deterministic law checks are scored; bias-language flags are advisories to review — never asserted as violations.
INFORMATIONAL, NOT LEGAL ADVICE
• JobPostGuard reduces known, documented compliance risk from the posting text. It cannot verify your employer size or exact work location and does not guarantee compliance or prevent any claim. Consult a qualified employment attorney for your situation.
PRIVACY-FIRST
• 100% local. The audit runs in your browser. The posting never leaves your device. No tracking, no ads.
FREE + PRO
• Free: unlimited audits with the pay-range, salary-history, EEO and core bias checks, the paste-a-spec mode, and the EU core checks.
• Pro (one-time, $99 — no subscription): ready-to-paste replacement wording for most findings, batch review across all your audited postings with one combined white-label report, white-label PDF per posting, good-faith range-width, benefits & Colorado-deadline checks, deeper bias analysis, EU collective-agreement and pay-secrecy checks, and a dated compliance record stating the law-data version each audit ran against — for recruiters and agencies.
Built for recruiters, talent-acquisition teams, and staffing/recruiting agencies who post across multiple states — and who get handed postings they did not write.
Your ATS can only check a posting you author inside it. JobPostGuard checks whatever is in front of you: the spec a client emailed you, a listing that went live before you arrived, a competitor's ad, a job-board post — or paste a description straight in. It tells you which pay-transparency and hiring-bias risks to fix, scoped to the jurisdictions that actually apply and to the date each law takes effect, mapped to the source law.
Works on LinkedIn, Indeed, Greenhouse, Lever, Workday, Ashby, any careers page — or on pasted text, with no page at all.
WHAT IT CHECKS
• Pay transparency — a good-faith salary/hourly range (required in 15 jurisdictions + NYC/Jersey City/Cleveland, each tracked with its effective date), open-ended or vague pay ("competitive salary", "DOE")
• Benefits & Colorado deadline — the benefits/other-comp description and application deadline required in the strictest states
• Salary-history request — banned in 19 states + DC + Puerto Rico (asking for past/current pay; salary expectations are fine)
• EEO statement — an equal-opportunity / non-discrimination statement
• Bias language (advisory) — age proxies ("recent grad", "digital native"), gender-coded wording, ableist phrasing, national-origin proxies
• EU Pay Transparency Directive (2023/970) — for EU-located postings: the national in-ad pay duty where one is actually in force (Italy, Lithuania, Slovakia, and Austria's collective-agreement minimum), the Article 5(2) pay-history ban where transposed, collective-agreement references, and gender-neutral titles. Where a Member State has not transposed, findings stay advisory — we never claim a breach that does not exist yet.
WHY IT'S DIFFERENT
• Works on postings you didn't author — the case no ATS-native checker can reach, because by definition those postings live outside its system.
• Jurisdiction- AND date-aware: it only flags a real violation where a covered jurisdiction applies (from the posting's location/remote status) and where that law is already in force. Maine (29 July 2026) and Delaware (26 September 2027) show as upcoming heads-ups, never violations.
• It gives you the wording, not just the warning: most findings come with ready-to-paste replacement text — the range sentence, the EEO statement, the accommodation line, the word to swap. (Pro)
• Every finding cites the source law or EEOC/ADA/Title-VII guidance, ranked so you fix the blockers first.
• Honest: deterministic law checks are scored; bias-language flags are advisories to review — never asserted as violations.
INFORMATIONAL, NOT LEGAL ADVICE
• JobPostGuard reduces known, documented compliance risk from the posting text. It cannot verify your employer size or exact work location and does not guarantee compliance or prevent any claim. Consult a qualified employment attorney for your situation.
PRIVACY-FIRST
• 100% local. The audit runs in your browser. The posting never leaves your device. No tracking, no ads.
FREE + PRO
• Free: unlimited audits with the pay-range, salary-history, EEO and core bias checks, the paste-a-spec mode, and the EU core checks.
• Pro (one-time, $99 — no subscription): ready-to-paste replacement wording for most findings, batch review across all your audited postings with one combined white-label report, white-label PDF per posting, good-faith range-width, benefits & Colorado-deadline checks, deeper bias analysis, EU collective-agreement and pay-secrecy checks, and a dated compliance record stating the law-data version each audit ran against — for recruiters and agencies.
Built for recruiters, talent-acquisition teams, and staffing/recruiting agencies who post across multiple states — and who get handed postings they did not write.
评分 0（1 位用户）
权限与数据
更多信息