[notahacker]

IIRC LinkedIn actually does tell you how many applicants have applied via their platform, but since it doesn't tell you 90% don't have the right to work in the country never mind meet the job spec in other requirements, it's not information that's particularly useful.

"We're the job board that forces you to jump through hoops to provide evidence of how active your hiring process is" isn't a sales pitch particularly likely to attract employers (in which case there's not much incentive for candidates to pay them either). And even if it did, it wouldn't replace Glassdoor' reviews - with all their inadequacies - for people that care more about whether the employer sounds better or worse than their current employer than whether they will get a job offer by the end of tomorrow.

[4hEn]

> but since it doesn't tell you...it's not information that's particularly useful.

If it did it could be - if it could show how many applicants are actually qualified. Then a job board that listed more prominently jobs from responsive employers could get attention.

I'm not sure it's "jumping through hoops". In a well functioning company, providing evidence for a hiring decision is something that must happen anyway. How can the recruiter justify why they said yay or nay to a candidate? They might not remember the details but they're probably scoring candidates in broad categories. These categories tell you "90% don't have the right to work in the country never mind meet the job spec in other requirements".

If this data is available and isn't communicated to candidates there could be some other reason, likely that job boards make most of their money only from companies.

[notahacker]

Expecting companies to do their candidate scoring on the job board's platform sounds like "jumping through hoops" to me. If I have a choice of job boards that let me and my team make my own decisions about filtering candidates and when and how to invite candidates to interview and one that expects us to use theirs, I'm probably not using the latter one.

Consistently identifying whether an individual has the right to work in a country from the semi-structured data in a resume is a surprisingly hard problem for software to solve (for n>100 countries, where the right to work is often a requirement not stated in the ad). And actual humans working in recruitment fail pretty spectacularly at "is this individual's programming experience appropriate" often enough

(There probably is a market for software that does that - and plenty of controversy when it turns out the AI process uses heuristics like "is his name Muhammad" to filter out 'unqualified' candidates - but not something you'd be likely to focus your effort on if your business is selling ads rather than HR systems ad buyers probably don't want to use)

[4hEn]

I didn't say you can't make your own decisions. I didn't say it has to happen on the job board's platform either.

> Consistently identifying whether an individual has the right to work in a country from the semi-structured data in a resume is a surprisingly hard problem for software to solve

Many job posts provide a field that requires the candidate to enter if they have the right to work in the country the position is located.