How we staff.

How we match

Three layers between you and every listing.

Every role in the Savant job feed has passed through the same three layers, in order.

1. 01

   Equity filter

   Before we list an employer's roles, we check how that employer treats people.

   What it checks

   • —Each company is checked against JUST Capital's rankings of America's most just companies, which weigh worker pay, benefits, advancement, and treatment of communities. Companies must rank in the top 50 to pass.
   • —Each company is also checked against As You Sow's workplace diversity, equity and inclusion scores. Companies must score at least 40% to pass.
   • —A company on both lists has to pass both. A company that falls short on a list it appears on doesn't reach our job feed, and any of its roles already listed are taken down.
   • —We also look up each employer in the World Benchmarking Alliance's Social Benchmark (published openly through Wikirate), which scores the world's largest companies on providing decent work, respecting human rights and acting ethically. We show these as Fair Pay & Worker Respect, Respect for Cultures & Communities, and Honest & Fair Business scores, and you can filter the job feed by them.
   • —And we check U.S. Department of Labor records for each employer's Bay Area workplaces over the last five years: wage-and-hour cases, back wages owed, and OSHA safety inspections and violations.
   • —These checks run every time we refresh an employer's roles, so the scores and records you see stay current. Employers that pass carry a badge on every role, and every role shows the record behind it.

   Why it matters

   A job is more than a title and a salary — it's the place you'll spend most of your week. Independent ratings of how an employer pays, promotes, and includes its people are the best early signal of what working there is actually like. We'd rather send you to fewer employers who have earned it than to every employer who happens to be hiring.

2. 02

   Ghost filter

   We screen out postings that exist without a real intent to hire.

   What it checks

   • —How long a role has been open — postings that sit for months, or over a year, are held back.
   • —Reposts — the same role at the same company and location relisted under new IDs.
   • —“Talent pool”, “future opportunities” and other evergreen language that signals a pipeline rather than an opening.
   • —Vague titles, missing or very thin descriptions, and missing locations.
   • —Scam markers, such as asking applicants to pay for training, send banking details, or cover a processing fee.
   • —We re-check roles against the employer's own careers site and close them once they come down.

   Why it matters

   Ghost jobs cost you the most expensive thing in a search: time. Every application to a role that was never going to be filled is an hour of tailoring and a week of waiting for a reply that doesn't come. Held-back postings go to our team for review, so a real role that looks stale can still be restored — but you only see the ones worth your effort.

3. 03

   Preference layer

   What's left is ranked for you — not for the average applicant.

   What it checks

   • —Positions you're targeting, matched against each role's title.
   • —Industries, down to NAICS sector, so a logistics specialist sees logistics roles first.
   • —Locations you'll work in, and whether you're open to remote.
   • —Schedule — full time, part time, temporary, contract or internship.
   • —How recently a role was posted, over the window you choose.
   • —Every match shows its reasons, and filters let you narrow further at any moment.

   Why it matters

   Two people searching for the same job title rarely want the same job. Ranking on your own priorities puts the roles that actually fit your life at the top of the list, and tells you why each one is there so you can trust it or change it.

Sources: JUST Capital rankings; As You Sow workplace DEI scores; World Benchmarking Alliance Social Benchmark data via Wikirate.org, licensed under CC BY 4.0 (scores rescaled to 0–100); U.S. Department of Labor wage-and-hour and OSHA enforcement data.