Track hiring trends, skills demand, and wage growth from real employer postings
Government labor statistics are accurate but lag by months. LinkedIn's Economic Graph is insightful but locked behind their platform. CleanJobData provides something different: a direct API into what employers are actively posting today — across 60+ countries, from Greenhouse, Lever, Ashby, and Workable — normalized and queryable. Use it to track where hiring is accelerating or contracting, how salary ranges are moving for specific roles and markets, which skills employers are actually requiring, and how remote adoption is shifting over time. The data is live, not quarterly.
Job postings are a leading indicator — companies post before they hire, so changes in posting volume predict employment shifts. Salary ranges in postings reflect what employers are willing to pay right now, not what was reported 18 months ago. Skills requirements in postings tell you what's actually in demand, not what people say is in demand.
published_after and max_age let you scope a query to a specific window, e.g. `?title=data+scientist&published_after=2025-01-01T00:00:00Z&count=true` to get a count for that window, then rerun with different bounds to compare periods. For deeper historical backfills beyond what pagination supports, contact us about bulk export options.
Every listing includes lat/lng, city ID, state/province, country code, and timezone. Analysis at the city level (not just country) is fully supported — useful for understanding geographic concentration of hiring in specific roles.
Yes — filter by company_website_url for an exact match on that employer (company_name if you only have a name), combined with published_after or max_age to compare windows. Diffing posting volume, role mix, and seniority distribution across windows is useful for competitive intelligence and employer growth signals.
This use case is for aggregate market and industry research across many employers — tracking macro hiring, wage, and skills trends. If you're benchmarking your own company against a short list of named competitors for internal HR decisions, see the HR Analytics Data API use case instead.
