Our methodology describes how job information is collected, processed and maintained to help users discover relevant opportunities.
It also establishes the principles used when interpreting data published through JobsByCountry.
1. Data Collection
JobsByCountry collects publicly accessible job information from employer recruitment systems.
Our current source integrations include Greenhouse, SmartRecruiters, Ashby, Lever and Recruitee.
The information available for each opportunity depends on what the original employer or recruitment system publishes.
Our database represents the opportunities accessible through our integrated sources. It does not represent every job available worldwide.
2. Data Normalization
Job information originates from different recruitment systems, each with its own structure and conventions.
JobsByCountry processes available information into a consistent internal format.
Depending on source availability, this information may include:
- Job title and description.
- Employer name.
- Country and city.
- Employment category.
- Application destination.
- Available publication and update information.
Normalization improves the consistency of job discovery but does not guarantee that every field will be available or complete.
3. Duplicate Management
The same vacancy may appear more than once within recruitment data.
JobsByCountry uses duplicate-management controls to reduce repeated listings and improve the usability of search results.
Because employers may publish similar positions for different teams or locations, two listings with similar titles do not necessarily represent the same vacancy.
Duplicate reduction should not be interpreted as a guarantee that every duplicate has been eliminated.
4. Freshness and Availability
Employment opportunities change frequently.
Employers may publish new positions, update requirements, close applications or remove vacancies.
JobsByCountry uses refresh and expiry processes to help keep its available job inventory current.
However, a listing appearing on JobsByCountry does not guarantee that applications remain open at the exact moment a visitor views it.
The official employer application page should be treated as the final reference for vacancy availability.
Read our Freshness Policy for additional information.
5. Classification and Geographic Coverage
JobsByCountry organizes opportunities using available location, employer and category information.
Geographic coverage depends on the employers and recruitment systems represented in our dataset.
The number of available jobs in a particular country may reflect our source coverage as well as actual employer hiring activity.
A country with fewer listings on JobsByCountry should not automatically be interpreted as having fewer employment opportunities in the overall labor market.
6. Research and Data Interpretation
JobsByCountry may publish reports and analyses based on the opportunities tracked by our platform.
Research findings should be interpreted within the scope of the underlying dataset.
When publishing quantitative research, we aim to disclose the relevant reporting period, dataset size, measurement definitions and important limitations.
Our analyses should not be interpreted as comprehensive measurements of the global employment market unless independently representative data supports such a conclusion.
7. Limitations
JobsByCountry relies on information published through external recruitment systems.
Potential limitations include incomplete employer information, inconsistent location data, changes in vacancy availability and uneven geographic coverage.
We do not independently verify every employer, employment condition or application requirement.
Users should confirm important information directly with the employer before applying.
Visa sponsorship labels (UK)
On the UK visa sponsorship page we use two separate labels and we never merge them.
“Sponsorship mentioned in the listing” appears only when a sentence in the job description clearly says that sponsorship is offered, for example “we do sponsor visas”. A sentence with a negation, such as “no sponsorship” or “unable to sponsor”, is treated as a refusal, and sentences about export licences or sponsored events are ignored. “Relocation support mentioned” appears when the description lists relocation support.
“Employer holds a UK sponsor licence” appears when the normalised employer name is identical to the name of an organisation on the Home Office Register of licensed sponsors, Skilled Worker route. Normalising lowercases the name and removes punctuation, legal endings such as Ltd, Limited, PLC, LLP and Inc, and UK markers. Similar but not identical names are not matched.
A licence does not mean that a particular role is sponsored, and both labels can be wrong because descriptions change and company names are shared. Always confirm with the employer.
Jobs for foreigners, by country
The “jobs for foreigners” page of each country uses the same text rules for sponsorship and relocation, and adds one label: “English working language mentioned”. It appears only when the listing says that English is the working language or that the team or workplace is English speaking. Asking for good English next to a local language does not count.
A country page is offered to search engines only when several listings from at least three different employers carry one of these labels. Other country pages stay available to visitors but are marked noindex, so that a page is not published just because a country has jobs.
8. Continuous Improvement
We aim to improve the reliability, consistency and usefulness of our job discovery platform as our data infrastructure develops.
If you identify incorrect information, duplicate listings or outdated vacancies, please contact us.