job-posting-comparison

Compare advertised job postings using Crawlora jobs datasets, employer ATS boards, and Indeed detail. Use for a role shortlist or posting comparison with employer/requisition identity, location, seniority, compensation units, transport-dependent fields, and offer limits preserved.

Access and scope

Set CRAWLORA_API_KEY to your Crawlora key. Prefer the listed Crawlora MCP tools when connected; otherwise use the bundled scripts/crawlora.sh, which sends x-api-key to https://api.crawlora.net/api/v1. Read reference/endpoints.md for exact methods and parameters. Check application code as well as HTTP status; payloads are inside data. Stop on authentication errors, back off on 429, and retry a transient upstream failure once. Bound calls/pages by the requested scope and credit budget. Retain source IDs, URLs, source dates, and observation/crawl times separately.

Build a candidate-facing comparison of advertised roles. Establish desired function, seniority, geography/workplace constraints, compensation basis, and must-have requirements. A posting is an advertised role, not a negotiated offer.

Discover and verify postings

1. Discover dataset provider/workplace/department values, then collect a bounded role set. Stored roles are open by default but can lag live boards. Resolve provider-specific posting IDs, employer/domain, requisition and location before detail. Dataset IDs, Indeed job_key, and ATS IDs are separate namespaces.
2. Use jobs_company_search for supplied company slugs, then the actual detected provider's board/detail route. Include full posting content when available and keep exact required slug/token/company fields. A guessed ATS slug is not proof that a board belongs to the employer; verify its official identity.
3. Preserve title/responsibilities, required versus preferred qualifications, location/remote scope, employment type, salary text and normalized currency/ period, benefits and source dates. Indeed's GraphQL response can omit remote, employment type and benefits even when page transport supplies them; missing fields are unknown rather than a denial. Some dataset providers omit dates/types.
4. Deduplicate by actual requisition/provider ID with location evidence. Multiple geographic versions can be one role; evergreen/pipeline listings are not a count of filled or actively funded vacancies. Expired/failed detail leaves unavailable evidence rather than proof the employer stopped hiring.

sh

scripts/crawlora.sh /datasets/jobs/facets
scripts/crawlora.sh /datasets/jobs/search q="backend engineer" page=1 page_size=10
scripts/crawlora.sh /indeed/search q="backend engineer" l="Austin, TX" page=1
# Use verified returned posting IDs and provider-specific selectors for detail.

Compare the same compensation and requirement basis

Salary-bounded dataset queries require salary_currency and expose no salary-period selector: inspect and normalize period after retrieval rather than assuming every bound is annual. Ranges use overlap semantics, not proof every possible offered salary meets the user's minimum. Keep hourly/monthly/annual, base/bonus/equity, gross/net, currency and regional bands separate. Annualize only with declared hours/weeks/basis assumptions; unknown equity, commissions, fees, tax and relocation costs remain unknown. A posted upper range is not an expected individual offer or take-home pay.

Return an employer/requisition ledger, requirements-and-compensation matrix, fit evidence and questions. Separate source wording from classifier-derived seniority/occupation labels; ambiguous roles need review rather than automatic exclusion. Use the user's criteria and disclosed weights, not employer popularity. Do not apply, upload a CV, contact recruiters, infer visa eligibility from silence, or negotiate terms unless the user requests those actions.