JobPostGuard — Job Posting Compliance Audit

Description

Audit any job posting — even ones you didn't write — for pay-transparency law & hiring bias. Local, with the fix to paste. 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 any job posting page — a public job board, an applicant tracking system, or a company careers page — and on text you paste in, with no page open 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.

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