Set pay bands, size programs and time outreach on what employers are hiring for today
The change log of the labor market
Job postings from employers' own career sites, read daily and measured. Not a survey, not a projection. A figure that can't show the postings behind it isn't shown.
For anyone who has to defend a number about a labor market in a meeting.
The withheld state, not a chart, is the demo. Switch scopes: each is refused for a different reason, and each says which one.
Level and change
A number today. A trend over time.
A Total Rewards lead needs where the band sits this quarter. A dean needs whether demand for a program has held for three years. A staffing team needs to know an employer moved this morning. These aren't three datasets — they're one corpus of postings read at three heights, and every reading points back to the same rows.
The baseline is what makes the delta mean something. The delta is what makes the baseline worth watching.
One corpus · four altitudes
The same postings, read at four heights
Not four systems. Each product is the corpus at a different altitude — the story, the step, the level, the postings themselves. Bought separately; measured once.
04 story Deltas Media The delta is the media. coming soon
Stories written from the deltas — every one with its evidence list attached. Ranked by severity, lightly edited, sent on a schedule.
When the rules leave nothing supportable to say, the edition says that. The refusal is the brand.
For
Everyone. The distribution engine and the citation: "according to Deltas".
03 step Deltas Signals Know the moment an employer moves. coming soon
Watchlists of employers. Detectors score each hiring change against that employer's own baseline; alerts carry the postings that fired them.
Email, Slack, weekly digest. Webhooks and a Delta Score for the systems you already run.
For
Talent-intelligence and TA leaders who need to know a competitor is hiring before the org chart shows it.
02 level Deltas Trends Where the market stands — with receipts. coming soon
Pay bands, demand counts and shares of postings for a scope you name — month by month, each figure carrying the sample and the disclosure rate it was computed from.
Withheld rather than guessed when the sample is too thin. Every figure traces back to the postings it came from.
For
Total Rewards leads setting a band, and provosts and deans deciding whether a program still has a market.
01 postings Deltas Lists A thousand front doors. One corpus. coming soon
Niche lists — a discipline in a place — served as saved queries over the same index. Each carries its own pay band, demand stats and Media edition.
Jobs link out to the employer's own posting. A niche whose panels would render as dashes doesn't launch.
For
Candidates in every niche; later, the employers who want to reach them.
What the postings can say
Measures a median can't give you
Each is computed from the postings in scope and ships with its sample. None is modeled.
concentration
Posting concentration
A location quotient over demand. Houston posts more petroleum-engineering roles than Midland, and Midland is the market. Only a concentration figure says so.
premium
Skill premium
What a skill is worth, as a ratio against the same scope without it. "Rust postings in software occupations pay 1.18× the baseline."
width
Posted band width
A market of $120k–$125k postings and one of $80k–$180k postings can share a median. They are not the same market.
arrangement
Hybrid is not "not remote"
Most tools carry a remote boolean, which files hybrid under on-site. This one carries the three-way answer.
experience
Experience bands, not titles
One employer's "senior" is another's "mid." Bands are read from what the posting asks for, not what it's called.
time
Time-to-fill and disclosure
How long postings stay open and how many state pay — month by month, each with the sample it was computed from.
What we believe, in order
- 1
Hiring is the earliest public signal of strategy.
Postings move before press releases, filings, or org charts.
- 2
Every published number must carry its evidence.
A figure that can't show the postings behind it is an opinion.
- 3
The story is generated from the data — never the other way around.
When the rules leave nothing supportable to say, we say that.
What this is not
Demand only, measured.
- no supply side
- No resumes, no profiles, no candidate data. The market saying what it wants, in public — not who is available.
- no forecasts
- Historical and current, measured. Nothing projected.
- no sentiment
- No employer reviews, NPS or scores of how people feel.
- no padding
- Nothing is claimed about scale. The edge is provenance and refusal.
Talk to us
We'll run it against the postings with you — and show you where it holds, where it's withheld, and why. Trends is sold by conversation; Media is free.
There's no delta without a baseline. We measure both.
Or join the list and we will write when a product opens.
Plans and per-product pricing →