HR Tech & Recruiting Deep-Dive
You might have seen our new Job Posting Dataset and thought:
“Cool dataset, but I don’t work in recruiting or hiring…so that’s not for me”
Well, I’m here to convince you otherwise.
Job Posting Data is so much more than just fuel for recruiting tools. In fact, if you work anywhere in the B2B space, ignoring job data means leaving a huge commercial advantage on the table. Over the past year, we’ve spoken to hundreds of customers about this dataset, and I’ve seen it being applied everywhere - from HR Tech to Sales & Marketing to Investment Research.
This post kicks off a short series where I’ll walk through the most compelling use cases we’ve seen across four major categories:
- HR Tech & Recruiting
- Sales & Marketing
- Investing & VC
- Competitive Intelligence
And since recruiting is the most obvious starting point, let’s dive into how Job Posting Data is reshaping the HR Tech space.
Spoiler: the use cases go way beyond “just another job board”.
If you work anywhere in the B2B space, ignoring jobs data means leaving a huge commercial advantage on the table.
Wait, What’s Job Posting Data, Again?
Here’s a quick refresher:
At its core, Job Posting Data is a
structured and standardized dataset of job posts extracted from company job listings (read
here to see PDL’s unique approach to building this dataset).
The most familiar use case here is job boards: aggregating listings from many employers so candidates can filter and search. LinkedIn, Indeed, Google, and many others all do this at a massive scale.
But here’s the catch: the job board space is crowded and dominated by giants offering listings for free. That makes it hard for newcomers to stand out - unless they focus on very specific niches or fold job listings into an existing platform. Some platforms, for example, use job data to create personalized job recommendations for their users.
That said, most customers I’ve spoken with aren’t chasing the “next big job board”. They’re building innovative recruiting tools that solve real pain points in more creative ways.
Let’s take a look at a few of those.
We track every job opening across its lifecycle with daily crawls, timestamped updates, direct links to postings, and historical snapshots.
Instant Onboarding for Recruiting Platforms
If you’ve ever integrated data from an Applicant Tracking System (ATS), you know the pain: each one is structured differently with its own (frustrating) quirks. So when a recruiting platform signs a new customer, their engineers often spend weeks building integrations just to get that customer’s jobs into the system.
That onboarding delay can be a huge buzzkill. The customer is excited to start hiring, but instead, they are forced to wait, while you are spending engineering time and resources as fast as possible to make up for lost time.
Structured job posting data changes this dynamic. Because the dataset is already cleaned, standardized and aggregated across different companies, platforms only need to integrate once. After that, they can instantly onboard new customers - often cutting setup time from weeks to just a few days.
That smoother onboarding isn’t just a technical win - it’s a competitive edge in customer experience.
Building a dataset straight from career pages takes custom crawlers, dedicated infrastructure, and a lot of trial-and-error to get right.
Talent Intelligence
Another powerful use case we’ve seen is
Talent Intelligence. One of our early Job Posting customers,
Remote.com, is pioneering this approach and has been finding strong resonance with recruiters.
The Idea: use job posting data to give employers a real-time view of the hiring landscape.
For example:
- How many companies are hiring for this type of role right now?
- Who are they, and geographically, where are they hiring?
- How do their salaries and benefits stack up?
Remote.com took this use case and went a step further by combining both Job Posting Data with Person Data – offering insights on the talent supply side of the market as well. Imagine being able to tell a customer:
“Here’s the demand for this role in your market, and here’s how many qualified candidates exist to fill it”
That dual view of both demand and supply helps employers create more competitive roles and refine their hiring strategy based on live market conditions.
We go straight to company career pages to deliver accuracy you can trust, broader coverage, and near real-time hiring signals.
AI Recruiting
Finally, there’s a wave of companies using job posting data to fuel AI-driven recruiting tools.
In this space, jobs data becomes training material or context for intelligent candidate-matching systems. Some standout applications we’ve seen:
- Candidate / job matching agents - AI tools that suggest the best-fit roles or candidates based on rich datasets
- Requirement mining - Extracting niche requirements (like clearances or certifications) from the broader job market to enrich postings
- Custom recommendation engines - Leveraging a large corpus of job data to train AI systems that personalize job recommendations at scale.
The common thread:
Job posting data provides the breadth and structure that AI needs to deliver smarter, more useful recruiting experiences.
Our dataset gives you fresher data, fewer duplicates, more accurate hiring signals, and coverage across employers of all sizes.
Wrapping Up
So that’s it for Part 1 of our series - why job posting data matters in HR Tech and Recruiting. Yes, job boards are the obvious use case, but as we’ve seen, the real magic happens when platforms use this data to streamline onboarding, unlock talent intelligence, and power AI-driven workflows.
Next up, we’ll step outside HR Tech and explore how Sales & Marketing teams are using Job Posting Data in surprising ways.
Stay tuned - you won’t want to miss it!
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