Job ad analysis
The ad is analysed too: required skills, seniority, red flags and whether it is still live.
The job ad reader opens without a CV or an account and reads the ad itself; the full analysis can then take the ad on to compare it with your CV:
- Required and preferred skills: Which skills are mandatory and which are nice to have.
- Seniority level: The experience level the posting expects.
- Language requirement: Languages the ad requires.
- Location and remote: The working model of the job.
- Salary: The salary range, if the ad states one.
- Red flags: Overly long skill lists, years of experience that contradict the seniority, vague role definitions.
- Eligibility checklist: A deterministic check, no AI involved.
- Ghost posting check: Looks at whether the ad is genuinely active.
What does job ad analysis extract from a posting?
Job ad analysis reads the posting itself and pulls out the requirements a filter would use: seniority, years of experience, languages, location and work mode, salary if stated, and the keywords split into required and preferred.
Seniority comes from the job title lines and recognises junior, mid, senior, lead and principal wording. Years are the highest minimum stated anywhere in the ad, because a filter uses the larger number. Languages are English, German and Turkish with the level the ad names. Work mode is remote, hybrid or on-site. When the ad states no salary, the panel can show an estimated benchmark for the market, labelled as an estimate. The ad needs at least 120 characters to be read.
How are job description keywords split into required and preferred?
Job description keywords are tiered by the heading they sit under: terms under headings such as Requirements or Must have count as required, and terms under Nice to have or Preferred count as preferred. English, German and Turkish headings are recognised.
Required terms weigh more in the keyword match than preferred ones. If an ad has no such headings, every term counts the same and the report says the ad does not separate requirements from nice-to-haves. Responsibility headings reset the tier, so tasks are not mistaken for requirements.
What are the red flags and eligibility checks in a job ad analysis?
The job ad analysis raises red flags for patterns that often point at an unrealistic posting, and runs four eligibility checks against your CV: experience, languages, location and required skills. Each check is passed, not met or unclear.
Red flags include more than 15 required skills, more than 22 collapsed into one role, a junior title that asks for 3 or more years, a description under 80 words, and phrases that suggest a stale posting or a standing talent pool. The checks are deterministic and use no AI. If the ad names a known applicant tracking system, such as Workday or Greenhouse, its format advice is added.
What does the job ad analysis not do?
Job ad analysis does not judge whether a role is good, whether the salary is fair or whether you will be hired. It reads wording and reports what it found, with the source line.
A stale-posting flag is a wording signal, not proof that a vacancy is closed. An unclear check means the CV did not state something explicitly, not that you fail it. Pasting the full posting, including the requirements list, gives the best result.
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