About Transparency

Most job search products stop at listings. They tell you what is open, but not whether a company tends to reply, how active its hiring looks, or where your effort is most likely to matter. Transparency was built to close that gap and give job seekers a clearer picture of the hiring process around the job, not just the job itself.

• Company pages: show live jobs, company metadata, and hiring transparency signals like response rate, reply time, salary disclosure, and job accuracy.
• Job discovery: help users browse open roles pulled from ATS sources and explore them in context.
• Application tracking: let users keep track of jobs they clicked, applied to, archived, or are still managing.
• Profiles and resumes: let users manage professional context and upload a resume for workflows that need it.
• Referrals: let candidates request referrals and let verified employees participate in referral workflows inside the product.

• See which companies appear more responsive before spending time applying.
• Compare live roles inside a company instead of evaluating openings in isolation.
• Track your own applications so your job search is not scattered across tabs and spreadsheets.
• Save companies you care about and revisit them as hiring changes.
• Request referrals with more context and structure than a cold DM.
• Verify employment for company-specific referral access when that feature is relevant.

Transparency combines product data and listing data to create a more useful picture of hiring activity. Depending on the feature, this may include:

• live jobs ingested from ATS and company job boards,
• company-level application and response metrics generated from product activity,
• job posting freshness and closure patterns, and
• company metadata such as headquarters, size, and public links.

Some metrics are direct counts. Others are estimates or heuristics designed to help job seekers make better decisions. We see them as decision aids, not guarantees.

Referrals are one of the most important parts of the product today. Transparency is designed to make them more structured and less awkward for both sides.

• Candidates can request referrals with a saved profile, resume, and pitch.
• Employees can verify they work at a company using a work-email flow.
• Referral workflows include status updates, proof handling, and token-based product rules.

The goal is not to encourage spam or blind referrals. The goal is to create a more thoughtful system for high-intent referrals around live opportunities.

• Active applicants: people trying to focus their time on companies that appear more active and responsive.
• Career switchers and early-career candidates: people who need more signal and less noise during the search.
• High-volume searchers: people who need a cleaner workflow for tracking jobs, companies, and applications.
• People using referrals strategically: candidates who want a more structured path than ad hoc networking.

• We are not a recruiter, staffing agency, or employer.
• We do not guarantee interviews, responses, offers, or referrals.
• We do not claim every metric is perfect or complete.
• We do not believe raw job volume alone is useful without context.

• Deeper company insights on compensation and interview process.
• Better job-level and company-level transparency signals.
• Stronger workflow tools around applications, profiles, and referrals.
• More company coverage and cleaner metadata across the platform.

If you have feedback, want to suggest a feature, or want to talk about where Transparency should go next, email hello@transparency.jobs. You can also review our Terms of Service and Privacy Policy.