By the Connecting Odds Research Team
Key takeaways
- Every listing in our October sample arrived through an importer from boards and applicant tracking systems. None was posted directly by an employer in that sample, which is exactly the gap direct posting exists to close.
- Salary data is partial: about half the sample carried any salary field, and about 1 in 5 had a clean, usable range. Plan compensation conversations with that gap in mind.
- The feed skews senior: roughly 2 in 5 titles were senior, staff, principal, lead, or management roles, against about 2% entry-level and junior.
- Posting a role directly on Connecting Odds is free, with unlimited public listings, structured data for Google Jobs, applications in one place, and direct messaging with no InMail credits.
Where the listings come from
Connecting Odds aggregates public job listings from job boards and applicant tracking systems, including sources such as Greenhouse, Lever, Ashby, Workday, Adzuna, and The Muse. When we sampled about 5,100 public listings on October 16 for The Hidden Job Market, Part 2, every single one had arrived that way. Zero were posted directly by an employer on Connecting Odds itself.
For a recruiter, that sourcing flow has two practical consequences. First, the board is a wide window onto the public market: hundreds of thousands of live roles, refreshed as sources update, searchable in one place instead of across dozens of career pages. Second, an imported listing is only as current as its source. If a role closes at the source and the feed has not caught up, the listing here can lag. Check the posting date before you build a plan around any single role.
What the data shows, and what it does not
Salary coverage is the biggest gap. About 52% of the sample carried any salary field at all, and after cleaning out partial or unusable entries, about 1 in 5 listings had a clean salary range. That is why our Salary Guide 2026 prints its sample sizes next to every band. If you are benchmarking pay for a hard-to-fill role, treat a missing range as missing data, not as a low offer, and expect a good share of competing listings to show no pay at all.
The seniority skew is real. Senior, staff, principal, and lead titles made up about 20% of the sample, and manager, director, VP, and head titles about another 20%. Entry-level and junior titles were about 2%. Recruiters sourcing for experienced hires will find depth here. Recruiters building an early-careers pipeline should not expect the public feed to do that job on its own.
Freshness varies. About 13% of the sample had been posted in the prior 7 days. The rest was older inventory still listed at its source. Sort and filter by posting date when timing matters, and re-check a role at its source before outreach.
Contract roles are thin. About 2% of the sample was contract work, and about 10% was flagged remote. Staffing firms and contract recruiters will find some inventory, but it is not the feed's strength today.
Reading the board like a recruiter
A short routine keeps the data honest:
- Start with the date. Filter to the last 7 to 14 days for active sourcing. Older listings are market context, not live leads.
- Search the title family, not one title. The same role appears as Senior Engineer, Staff Engineer, and Lead Developer at different companies. Salary and seniority comparisons only make sense across the whole family.
- Use missing salary as a signal. Where most competing listings hide pay and yours shows a range, your posting stands out to exactly the candidates who filter by salary.
- Check back on a rhythm. New listings land continuously. A weekly pass over your core titles beats one large pull, because the freshest roles are the ones still actively hiring.
Posting directly, instead of only being imported
Everything above describes roles that reach Connecting Odds from somewhere else. Employers can also post here directly, and that changes what candidates see: a listing that is public the moment it is published, attached to your company page, with applications collected in one place.
Posting is free, with unlimited public listings. Each listing carries structured data so Google Jobs can index it, and employers can message candidates directly, with no InMail credits. Country and remote targeting keep the role in front of the right audience. The full details are on the post a job page.
One honest note, because the data above demands it: direct posting on Connecting Odds is new enough that our October sample found no employer-posted roles at all. Early posters are not competing with thousands of other direct listings for the same candidates' attention. That will change as more employers post, and it is a reason to start while the board is still mostly imported inventory.
Frequently asked questions
Is it free to post a job on Connecting Odds? Yes. Posting is free, with unlimited public listings, per the post a job page. There is no Boost or paid promotion step in the posting flow described there.
Where do the listings on Connecting Odds come from? Most are imported from public job boards and applicant tracking systems such as Greenhouse, Lever, Ashby, Workday, Adzuna, and The Muse. Employers can also post roles directly, and those listings are public as soon as they are published.
Why do so many listings show no salary? Because the source listing showed none. In our October 16 sample, about half the listings carried any salary field and about 1 in 5 had a clean, usable range. We do not invent or estimate a range where the source has none.
Can recruiters message candidates directly? Yes. The post a job page lists direct messaging with candidates, with no InMail credits, alongside applications collected in one place.
How current is the jobs data? Listings refresh as their sources update, and new roles land continuously. In the October sample about 13% had been posted in the prior 7 days. Always check the posting date on a role before acting on it.