Frequently asked questions

JobsIndex is a continuously updated database of 11.5M job postings sourced directly from 400K+ employer career sites and ATS platforms — not job boards or aggregators. We deliver clean, structured, deduplicated job data in whatever format and cadence your workflow requires.

We currently index 11.5M active job postings from 400K+ direct employer sources across 197 countries. The index is refreshed up to 4 times per day.

We continuously discover and add new employer sources through automated crawling, client requests, and manual research. New sources are validated, normalized, and integrated into the index with full QA before going live.

Yes, employer logos are available as part of our enriched data fields. Contact us to confirm availability for your specific sources and coverage requirements.

Yes. We maintain historical job postings going back to September 2022, covering 216M records. Historical data is available for analytics, trend analysis, and research use cases.

We support Amazon S3, SFTP, FTP, HTTP, Google Cloud Storage, Azure, Snowflake, and direct API access. Data can be delivered in JSON, JSONL, XML, CSV, or custom text formats on your preferred schedule.

Yes. Full API documentation is available via RapidAPI and Apify. For enterprise or custom API integrations, contact us and we'll walk you through the available endpoints and parameters.

Yes. We can set up multiple segmented feeds — each with its own filters, format, delivery destination, and schedule. This is common for clients managing several job board properties or regional platforms.

Yes. We can append custom UTM parameters or tracking pixels to application URLs, allowing you to measure traffic and conversions attributed to your job data feed.

You can filter by keyword, location, country, region, city, metro area, postal code, job title, company name, company domain, category, subcategory, industry, salary, employment type, seniority, and posting date. Boolean operators (AND, OR, NOT) are supported for keyword and location fields.

Yes. You can whitelist or blacklist specific employers by company name or domain. This is commonly used to exclude direct competitors, include only preferred brands, or limit a feed to a specific set of enterprise accounts.

No. Employer exclusions and inclusions are part of standard feed configuration and are included at no extra charge. Contact us to set up or modify your employer filters.

Yes. We offer a 2-week free trial with full access to a tailored job feed — no credit card required. Contact us to get started and we'll configure a feed matched to your requirements.

Pricing is based on the volume and scope of your feed — number of jobs, update frequency, delivery method, and enrichment requirements. We offer monthly and annual plans. Contact us for a custom quote tailored to your needs.

We invoice monthly or annually depending on your plan. Payment is accepted via bank transfer or credit card. Net-30 terms are available for enterprise clients. Contact us to discuss billing arrangements.

Paid aggregator feeds (like Indeed or ZipRecruiter XML feeds) redirect candidates to the aggregator's platform, where you compete for traffic and pay per click or per application. JobsIndex sources jobs directly from employer career pages — no redirects, no middlemen, no CPC costs. You get the full job record with a direct application URL.

BLS (Bureau of Labor Statistics) data is survey-based, covers a small sample of employers, and is published with a significant lag — often months behind. JobsIndex is real-time, sourced from 400K+ employers, and updated multiple times daily. It's built for operational use cases, not macro trend reporting.

JobsIndex is our ready-made product — a continuously updated index of 11.5M jobs from 400K+ sources, available immediately. Job Data Collection is our custom scraping service where we build a pipeline targeting the specific employers or sources you define. JobsIndex is broader; Job Data Collection is tailored.

Yes. Scraping publicly available web data is legal in most jurisdictions. The U.S. Ninth Circuit Court ruling in hiQ v. LinkedIn (2022) confirmed that scraping publicly accessible data does not violate the Computer Fraud and Abuse Act. We scrape only publicly posted job listings — no login-gated content, no private data.