We aggregate public job feeds from the major applicant-tracking systems and refresh them continuously. This is the broadest snapshot we have published so far: 207,284 live job postings from 1,262 companies, every one captured between May 30 and June 12, 2026.
It is a direct count of what employers are actually hiring for right now, pulled from their own systems. Not a survey. Not self-reported sentiment. The roles, the titles, and the requirements as they appear to a candidate clicking apply.
A few of the findings are the ones you would expect. Three of them are not. Here is what stood out.
The system a company uses tells you its size before you read a word
The most useful signal in the whole dataset is the one nobody talks about: which applicant-tracking system sits behind the apply button.
By company count, the newer systems lead. Ashby hosts the most employers in our sample at 532, followed by Greenhouse at 389. Workday hosts only 149. If you stopped there you would conclude Workday is a minor player.
It is the opposite. Workday carries 60.4% of every posting in the dataset, 125,304 listings, because the companies on it are enterprises with hundreds of open roles each. The per-company math is stark. Workday averages about 841 live postings per company. SmartRecruiters averages 237. Greenhouse averages 77. Ashby averages 20.
So the system is a tell. A Workday or SmartRecruiters careers page usually means a large, established employer with high volume and structured hiring. An Ashby or Greenhouse page usually means a startup or scale-up with a handful of carefully scoped roles. You can read a company's stage off its ATS before you read a single job description.
There are roughly three senior roles for every entry-level one
This is the finding that matches what people feel and rarely see measured. Across 205,594 active postings, 26.2% carry a senior, staff, principal, lead, or director-and-above title. Only 9.0% are intern, junior, entry-level, new-grad, or associate roles. Manager-titled roles sit at 18.7%.
That is close to a 3 to 1 ratio of senior to entry. The "there are no entry-level jobs" complaint is not a mood. It is the shape of the market. Employers are concentrating openings at the experienced end, where a hire can contribute immediately, and thinning out the rungs that early-career candidates need.
If you are early in your career, this changes the math on where to spend effort. The roles exist, but they are scarcer and more contested than the headcount totals suggest. Targeting fewer roles with a genuinely tailored application beats spraying hundreds of generic ones. Our resume tailoring work exists for exactly this squeeze.
More than half of postings name a hard experience number
In a random sample of 31,000 postings where we could read the full description, 56.5% stated an explicit years-of-experience requirement. Some version of "5+ years" or "3 to 5 years of experience in."
The other 44% leave it unstated, which rarely means there is no bar. It usually means the recruiter is carrying the number in their head and applying it during screening anyway. A vague posting is not an open one.
Two more requirements showed up often enough to note. 28.5% of descriptions ask for a degree, naming a bachelor's or a "degree in" a specific field. And 12% still describe the role as "fast-paced," a phrase that has survived every wave of writing advice telling employers to drop it.
Remote signals are unreliable, and the data proves it
We measure remote work two ways: the structured flag a company sets on a listing, and the language in the description itself. They disagree, badly.
Only 3.7% of postings carry a structured remote flag. But scanning the description text, about 11% mention remote work, another 11% mention hybrid, and 14% explicitly say on-site or in-office. Roughly 9% mention visa or sponsorship.
Neither remote number is wrong. They measure different things, and that is the point. If you filter a job board by its "remote" tag, you are trusting a field most employers never bother to set, and you are hiding roles that are remote-friendly in practice but unflagged in the system. Read the description. The structured filter will lie to you in both directions.
Engineering leads, but go-to-market is bigger than you think
Among the roughly 98,000 postings we could classify by function, engineering is the largest family at 43.8%. No surprise there. The number worth sitting with is the second one: sales and go-to-market roles make up 21.1% of classified postings.
For candidates outside of engineering, that is a real signal about where the volume is. Companies with something to sell invest heavily in the people who sell it, and those roles are far more open than the engineering-obsessed coverage of the job market would suggest.
What the raw counts get wrong
One caution before you take any volume number at face value. A small set of retail and logistics employers distort the totals. As of the June snapshot, Domino's alone had 15,708 live reqs. Amazon had 13,665. Accenture 7,371, CVS Health 6,046, Lowe's 4,256. Most of these are store-level, warehouse, or field roles that are open more or less permanently, so the exact counts move week to week.
If you sort companies by number of openings, you are mostly surfacing employers that are always hiring hourly, not employers with unusual room for your specific background. Posting volume is a measure of churn as much as opportunity. Treat it accordingly.
Why we publish this
Most hiring data you encounter is secondhand. Surveys with self-reported numbers, aggregations with opaque methods, reports behind paywalls you cannot check. We would rather show our work.
The aggregate dataset is published under a CC BY 4.0 license. You can download it, analyze it, and cite it. The ATS-level breakdown (companies, posting volume, and remote-flag rates per platform) is reproducible directly from that file. The seniority, requirement, and role-mix figures come from a sampled, keyword-based read of the full posting set, described in our methodology. If you are a journalist or analyst covering the labor market, the data is yours to use with attribution. If you are a candidate, use it to benchmark your target companies and roles against the broader picture.
What candidates should actually do with this
Five things follow directly from the numbers above.
- Read the ATS. A Workday or SmartRecruiters page is a high-volume enterprise; expect structured screening. An Ashby or Greenhouse page is a smaller team; expect a human reading closely.
- If you are early-career, narrow your list. With senior roles outnumbering entry roles 3 to 1, a few tailored applications beat a hundred generic ones.
- Assume an experience bar even when none is stated. More than half of postings name one, and the rest are screening on it quietly.
- Ignore the remote filter and read the description. The structured flag misses most remote-friendly roles.
- Look past engineering. One in five classified roles is in sales or go-to-market, and those openings are deeper than the headlines suggest.
The job market in 2026 rewards candidates who read the signals accurately and aim precisely. The volume is real, but so is the noise. The more you can tell the difference before you apply, the less of your search you waste.