Ads Transparency FAQ
Have questions? We've got answers.
JobzMall is a search engine and a marketplace. This FAQ explains how we disclose the source of job postings you see — and what a source label does not promise.
About this center
The Ads Transparency Center exists so you can see the source of job postings shown on JobzMall. JobzMall is both a search engine and a marketplace: we index roles from employer-controlled channels, and we host listings that employers post or claim on our platform. This center is our public commitment to say, as clearly as we can, where a posting came from — not a guarantee that every role is still open, and not a substitute for your own judgment.
On this site, “ads” means the job postings JobzMall displays — the inventory of our search engine and marketplace. It is not a library of display, video, or political advertisements. When we talk about ads transparency here, we mean source disclosure: whether a role was pulled from an employer career page or ATS, posted by an organization on JobzMall, or surfaced from another indexed channel — so candidates and employers can read the same label.
Each surface answers a different question. The Trust Center (trust.jobzmall.com) covers security, privacy, and compliance — SOC 2 Type II, ISO/IEC 27001:2022, GDPR and CCPA alignment, and how to request documentation. Job Safety explains scams, ghost jobs, and stale listings, and how we try to keep you safe. The Verification Center is where organizations are reviewed, claimed, and reported. Ads Transparency is narrower: it is about disclosing the source of the jobs you see.
The Candidate Bill of Rights is eight non-negotiable rights for anyone looking at a job on JobzMall: know the source of a listing, when it was last verified, where application information goes, how automation steered you, an accessible alternative to video, correction and deletion of personal information, never paying for a legitimate offer, and a report that receives a response. They are published as a public page — not a badge, and not fine print that voids them.
The Job Posting Nutrition Label is ten fields every listing should wear on the posting itself — not in a tooltip, and not after you apply: source, employer relationship, original publication date, last verification date, application destination, work arrangement, compensation status, AI involvement, current-opening status, and a reporting mechanism. They are the same idea as a food label: say what is in the box before someone invests time or personal information.
The JobzMall Transparency Algorithm is the open-source compiler behind this center: public rules that decide what a listing may claim — not which candidate to hire, and not which job to rank first. Independent analyzers emit claims for source, ghost jobs, fraud, and stale listings. A least-commitment judge projects a Job Posting Nutrition Label and a disposition: show, disclose, restrict, or drop. The dossier records why. Sample dossiers on this site are still hand-authored; the repository is what we will compile them with.
Candidates who want to know whether a role came from an official career page or a marketplace listing. Employers who want the same source language their candidates see. Researchers, journalists, and regulators who need a public description of how JobzMall’s search engine and marketplace inventory is labeled. We serve 140+ countries and a network of 10,000+ businesses — this page is the shared vocabulary for that inventory.
Sources & what’s included
The library covers job postings JobzMall is able to display: roles indexed from employer career pages and official channels, listings employers post or claim on the JobzMall marketplace, and jobs sourced through ATS integrations where those connections exist. Not every employer on the internet is in the index, and not every posting we once indexed remains available. Organizations that have not claimed a profile, or listings we have removed after review, will not appear as live inventory.
As a search engine, JobzMall indexes jobs from employer-controlled sources — official career pages and, where available, ATS feeds — and refreshes them on a frequent cycle so a removal at the source can be reflected on JobzMall. As a marketplace, employers post roles, claim organization profiles, and manage their presence directly on JobzMall. Source labels exist so those two inventories are not collapsed into one anonymous feed. A marketplace listing can be authentic and still not be a Live Job from a career page.
A source label is JobzMall’s statement of provenance: how we obtained the posting, not a score of the employer and not a promise the vacancy is still being filled. Typical signals include a career-page or ATS origin (often shown as a Live Job), an employer-posted or claimed marketplace listing, and, where we still surface it, other indexed third-party content that users can report. If we cannot attribute a source with enough confidence, we do not invent one.
A Live Job is a listing sourced from an employer’s official career page (or an equivalent employer-controlled channel) and updated from those source signals. Look for the Live badge. Live Jobs are designed to reduce reliance on unknown intermediaries — they are not a certification that the role will stay open, and they are not the entire catalogue. Availability can change between sync cycles; a Live Job can still become a ghost or stale listing.
No. Live Jobs are the subset tied to employer career pages and official channels. The marketplace also carries roles employers post or claim on JobzMall, and the search index may include other sourced listings. Ads Transparency is how we keep those inventories distinguishable instead of presenting every card as if it came from the same place.
A posting appears after JobzMall has ingested it — either from a source crawl or feed, or because an employer submitted or claimed it on the marketplace — and after it has passed the checks we run at ingest. Search-engine inventory is refreshed frequently (including hourly updates against career-page signals). Marketplace listings appear when the poster’s organization has cleared the applicable review. There is always a delay between a change at the source and the next time we see it.
Finding jobs & employers
The employer may not be in our index yet, may not have claimed a JobzMall profile, or may use a legal or trading name that does not match the query you typed. Organizations we have restricted after review, or that have no open inventory we can currently attribute, will also be missing. Claiming a profile in the Verification Center is how an employer attaches an official identity to listings we already show.
The posting may have been removed at the source between syncs, never ingested, restricted after a report, or expired under our retention rules. Duplicate or near-duplicate listings are often collapsed so the same role is not shown many times. Search is also filtered by location, seniority, and other facets you set — a role can exist in the catalogue and still be hidden by the query you used.
We hide or remove listings that fail source or integrity checks, that an employer has taken down, or that our review team has restricted after a report. Some inventory is withheld because we cannot attribute a source honestly. Application data may also leave employer view after inactivity, and user data may be deleted after prolonged inactivity, in line with our retention practices. Unavailability is a safety and accuracy choice, not a ranking of the employer.
Detail follows the source. A Live Job from a career page or ATS often carries the employer’s own description, location, and apply path. A marketplace listing reflects what the organization submitted when they posted or claimed it. Third-party or thinly attributed records may have less we are willing to show. We would rather show a short, sourced card than pad a listing with details we did not receive.
When an employer deletes a posting, a feed drops a requisition, or our reviewers restrict a listing, the public record updates. We also correct source labels when later evidence is stronger than the first ingest. Historical counts and removed-ad snapshots can therefore change: the goal is a more accurate library, not a frozen archive of every card we ever showed.
This center discloses source, not performance. Impression, click, and application totals are operational metrics. Publishing them would expose competitive hiring data and, in some cases, information that could be used to infer individual activity. Job Safety and Trust & Safety explain how we protect users; they do not turn the catalogue into a public analytics dashboard.
Safety, verification & AI
No. Source is provenance, not a verdict. JobzMall separates three problems that get lumped together: fraudulent jobs (criminal intent), ghost jobs (a real employer with no present vacancy), and stale jobs (a real opening that has already closed). A Live Job can still be a ghost or go stale between syncs. Screening reduces risk; it does not replace independently confirming the company and the recruiter.
New job posters go through review. We cross-reference available company information with business registries and industry sources, may review documents uploaded at registration, and require mobile and email verification before users can message one another. Multi-factor authentication is required at certain access levels. Organizations can claim their profiles so they manage their own information. Community reports feed the same review queue.
Use JobzMall’s report tools on the listing or visit the Verification Center to report an issue. We review submissions and may take action where the evidence supports it — your identity stays confidential. Report upfront payment requests, personal-email “recruiters,” identity-harvest onboarding, and anything that feels off. No platform eliminates fraud entirely; reports are how the library gets cleaner for the next person.
JobzMall uses AI to summarize information, detect scam-like language, and surface ghost-job signals — pattern recognition across listings, not a black-box score of candidates. We do not use AI to match, rank, or recommend people for hire. Hiring decisions are always made by people. JobzAI is a productivity tool for job seekers; it is not an automated employment decision system.
JobzMall does not sell personal information for monetary consideration. You own the content you upload; we take the licenses in our Terms so we can host, display, and secure the service. Certain advertising or disclosure activities may be treated as a “sale” or “sharing” under broad state-law definitions — eligible users can opt out through JobzMall’s privacy controls. Your resumes and applications are not used to train public AI models.
For questions about source labels and this center, email [email protected]. For security or privacy requests, including data-subject rights under GDPR and CCPA, email [email protected]. For documentation access, use [email protected] or the Trust Center. AI safety concerns go to [email protected]. We investigate every good-faith report.